Learning and Development Consultant Business Partner
This standard is at Level 5. The Learning and Development Consultant apprenticeship standard has been designed for individuals who have the responsibility to align learning needs with strategic ambitions and objectives of the business. They are likely to lead on any learning and development business projects.
Learning and development (L&D) consultants are responsible for ensuring that learning and development within a business contributes to and influences improved performance in the workplace. They are agents for change, influencing key stakeholders, making decisions and recommendations on what the business can or should do in an L&D context. They often have expertise and competence in a specific field, either technical, vocational or behavioural. An L&D consultant will be expected to link the work that they do to strategic priorities of the business, and measure the outcomes and impact of any learning interventions, to demonstrate a return on investment.
The typical duration of this programme is 18 months in-learning. The programme will be delivered through knowledge sessions surrounding:
• Technical expertise e.g. paradigms, theories and models that underpin effective adult learning and legislation/policies that influence learning design and delivery
• Business understanding, measuring impact and return on investment
• Learning and development function
• Preparing, monitoring and managing a budget
• Management information and technology, the role of data, and analysing learning needs to ensure effective delivery
The programme will also address the following skills:
• Learning and development consultancy using a range of techniques and building insight into identifying skills gaps and risks
• Developing a learning culture and continuous improvement in the business
• Budget and resource management to ensure maximum value
• Relationship management internally and externally with people at all levels including senior leaders
• Facilitation skills, managing challenging behaviour and building rapport
Apprentices without a level 2 qualification in English and maths will need to achieve this prior to the end of the programme. Learning journal activities can include attending meetings, designing learning, delivering/attending training, observing colleagues or providing coaching sessions. The learning journal should also contain reflections on new and emerging trends in the L&D sector, new technologies or delivery styles that can support training in their workplace.
The End Point Assessment for this programme consists of a work-based project with professional discussion, and a presentation with questions and answers based on the learning journal. The work-based project will cover how the apprentice dealt with a significant issue facing the business/sector. The project will be agreed with the employer and be presented in an executive summary style report of 5000 words. The professional discussion component will then be a 75-minute discussion on the project. A 25-minute presentation will then be given to demonstrate reflection on the overall learning journey, using the learning journal as structure and support.