DEVELOPING YOUR PEOPLE LEADERS
With change as the new normal, many organisations are looking for new ways to go further, go faster, and deliver with more purpose than ever before. But to become genuinely agile, resilient, and adaptive, organisations must recognise the importance of both their people, and the wider talent strategy that drives their operation.
HR has a crucial role to play in this by championing the people agenda to develop strong working cultures that help get the best out of your workforce and deliver great organisational outcomes.
Of CHROs assert that the role of the HR/people function is significantly changing in the wake of the pandemic.
Of HR leaders have had to upskill in the past twelve months, deepening or extending their existing skills.
Of HR Leaders cited workforce strategy and planning as their number one area of focus over the next twelve months.
Babington has come together with CIPD and Franklin Covey to offer the unique Senior People Professional Level 7 programme, designed to build strong HR talent pipelines, and help you promote from within as you develop the people leaders of tomorrow.
With change as the new normal, many organisations are looking for new ways to go further, go faster, and deliver with more purpose than ever before. But to become genuinely agile, resilient, and adaptive, organisations must recognise the importance of both their people and the wider talent strategy that drives their operation. HR has a crucial role to play in this by championing the people agenda to develop strong working cultures that help get the best out of your workforce and deliver great organisational outcomes.
The Senior People Professional Level 7 programme’s learning format is guided by initial profiling diagnostic to assess competency, learning and leadership style to play to individual strengths. The programme has been designed to facilitate effective on-the-job, contextualised learning, giving the fastest time to competency.
Learners will be assessed through on-programme learning before progressing to the End-Point Assessment, where they will be required to:
- Complete a professional discussion underpinned by a portfolio of evidence.
- Deliver a presentation and answer questions about the completed project.
CIPD Chartered Status
On completion of this apprenticeship, learners are eligible for CIPD Chartered Status, which demonstrates expertise and knowledge to make informed decisions and to influence others, and they’re delivering positive change through people solutions.
Learners will cover a core set of knowledge areas within HR and Leadership and then will have a choice of specialism routes, depending on career path:
- Human Resources (HR)
- Learning and Development (L&D)
- Organisational Development (OD)
Core knowledge areas include:
- Leading the Way
- Empowering People
- Shaping the Future
- Ahead of Time
- On the Right Path (chosen specialism)
- Pathway to Sucess (chosen specialism)
This apprenticeship is suitable for those wanting to progress within their existing HR career by gaining Chartered Status with CIPD:
- Heads of HR/L&D/OD
- Employee Experience Managers
- Head of People Operations
- People/Change Managers
- Senior HR/L&D/OD Consultants
- Senior People Professionals
- Talent Managers
Participants that are not at this level of expertise within HR may want to complete one of our Level 3 or Level 3 People Professional apprenticeship programmes first.
Apprentice or Employer?
People Profession qualifications, to suit all ability levels at different points in their career.
Whether you’re looking for your first People Profession role, or already have some experience and want to top up your skills and competencies, we have a programme to help you get there.
HR Support Level 3
For those entering into an HR role, this apprenticeship enables apprentices to support with the handling of the day-to-day queries faced by the wider HR department.
HR Consultant Level 5
This apprenticeship is designed to support existing HR professionals to develop the knowledge required for increased responsibility and decision making in HR-related matters.
L&D Practitioner Level 3
For those new to the learning and development function within business, apprentices develop an understanding of learning theories and how they contribute to effective development.
L&D Consultant Level 5
Designed to support existing L&D professionals, this programme teaches how to measure learning ROI whilst preparing, monitoring and managing associated budgets in the process.
This will give me the skills and knowledge to be an inspiring leader to the teams I manage.