Upon successful completion of this level 7 degree apprenticeship, learners gain an Executive MSc in Strategic Human Resource Practice, and they will meet all the requirements for chartered member status from the Chartered Institute of Personnel and Development (CIPD).
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About the Senior People Professional Degree Apprenticeship
This programme has been designed for current and aspiring professional managers who want to:
- improve and lead HR improvements in their organisations
- create workplace cultures and environments that support individual wellbeing and organisational performance
- develop their own capability as critical thinkers and reflexive practitioners.
Senior People Professionals are found in all industries and are a key component of virtually all businesses where there is a workforce to support and manage. They are in-house experts in people, work and change, creating working environments and cultures that help get the best out of people.
This programme enables learners to enhance and update their knowledge of processes and practices used across the employee lifecycle and organisational development. Together with gaining practical and decision-making skills, learners develop an appreciation of the changing world of work and the impact this has on people and the organisation. Topics such as inclusion and diversity and the need for ethical and responsible business practices are also explored throughout.
Teaching is delivered over 3 years via block release. Upon completion, learners will graduate with an Executive MSc in Strategic Human Resource Practice, and will meet all the requirements for chartered member status from the Chartered Institute of Personnel and Development (CIPD).
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What are Degree Apprenticeships?
Degree apprenticeships are a fantastic way to upskill employees and train new staff. They contribute to improved competitiveness and productivity, as well as increased staff retention.
Degree apprentices study for higher level qualifications alongside working. As such, they spend at least 6 working hours each week carrying out ‘off-the-job training’ where they study for their degree and gain the knowledge, skills and behaviours that are required to successfully complete the apprenticeship.
Large employers can use their apprenticeships levy to pay for apprenticeship training. Smaller firms can claim up to 95 per cent of these costs from the Government. This means apprenticeships are a cost-effective choice for both the employer and learner.
Meet the lecturer
Clare Taylor, Course leader
Clare has more than 15 years’ teaching experience covering both further and higher education.
Her subject specialism is HR and she has delivered a range of programmes accredited by the Chartered Institute of Professional Development at both undergraduate and postgraduate level. Most recently, she worked for the University of Worcester, where she was Course Leader for Business. Before entering academia, Clare had an extensive career in industry, working for Thomson Reuters.
Clare joined University of Gloucestershire in June 2023 as the Programme Leader for both our Senior Leader Apprenticeship and our Senior People Professional Degree Apprenticeship.
The Learning Practitioner 1
This module is designed to provide learners with the transferable skills that are pivotal in helping them make the most of their studies. It also develops learners’ capabilities to be more effective in the workplace.
It provides the foundations for understanding the importance of continuing professional development and reflective practice, in line with professional standards.
Contemporary HR Practice and the Future of Work
Senior people professionals (SPPs) are seen as experts in their work environment, requiring up-to-date knowledge of processes and practices.
This module provides learners with the tools to implement a range of ‘people practice’ approaches within the workplace. It also explores some of the continuing changes (both within and external to organisations) that impact on the role and scope of HR functions.
Responsible Employment Practice
This module focuses on workforce planning and how this is an integral part of resourcing, talent, and performance management.
Apprentices will learn about the growing complexity of employer-employee relations, working environments, and legislative and regulatory frameworks.
They will look at the functional activities of recruitment, selection, employee retention, reward/promotion, succession planning, and exit from the organisation that typify the employee lifecycle.
Learners will also cover contemporary issues that really highlight the dynamics of HR practice, such as the emergence of the gig economy and increasing insecurity of some jobs, hybrid and flexible working, issues of inclusion, diversity, wellbeing, employee engagement, voice, and dignity at work.
Evidence-Based Strategies for Learning and Development
This module introduces learners to the English legal system and to contract law. It unravels civil and criminal law; the court system; the essentials of a binding contract; contract terms; vitiating factors affecting contracts; ways in which a contract can be discharged; remedies for breach of contract.
A key approach to learning in an organisation is the development of appropriate cultures and environments that support and facilitate individual, team, and organisational learning, and encourage continuous professional development.
In this module apprentices will develop the knowledge and skills required to design, deliver and evaluate learning and development strategies and interventions. They will critically explore the role and influence of a range of contextual factors that influence learning provision.
The Learning Practioner 2
This module is a continuation of ‘The Learning Practitioner I’. It seeks to deepen and enhance both academic and professional development skills and behaviours.
It provides an opportunity to focus on specific areas of practice:
- human resourcing (HR)
- organisational development (OD)
- learning and development (L&D).
It also provides an opportunity to bring together evidence-based practice to-date, including policy development, organisational data and examples of applied learning.
Ethical and Data-Driven Decision Making
This module critically explores the different decision-making models and the types of decisions that HR professionals make. There is an emphasis on fair and ethical decision making, drawing on statistical and financial/accounting information that is useful for HR professionals.
HR related decisions have an impact on an organisation’s financial performance. Moreover, it is important that HR practitioners have the financial knowledge and skills to contribute to organisational decision-making, and to make business cases for resources when needed.
Organisational Design and Development: Positive Change and Sustainable Practice
Senior people professionals can play a strategic role in organisational design and development. This can be through initiating and leading a planned approach to change, supporting leaders and peers in facilitating change, as well as monitoring and evaluating outcomes.
This module will enhance apprentices’ awareness of organisational challenges so they are better placed to influence and shape organisational design, development and change initiatives. They will learn about industry trends and external factors in the organisational environment, as well as organisational behaviour and change management.
Business Research in Practice
This module enhances learners?research and inquiry skills that underpin both academic study/research and work-based projects.
It explores how evidence-based practice and interventions add value to the learner’s organisation, and how insights from research can be used to make relevant and informed business decisions.
The module will:
- develop skills and competencies in gathering and critically analysing information and data
- cover how to interpret and evaluate complex concepts, ideas and problems
- cover how to present findings.
It will also look at options for improved practice/solutions, which covers:
- selecting a topic
- developing research questions
- research methodologies
- methods and ways to gather, analyse and present data
- developing conclusions, recommendations, and action plans.
Key elements of professional competence are strategic awareness, a business orientation and a concern with adding value through human resource (HR) practice.
Skilled HR practitioners should be able to research issues relevant to their organisations so they can to influence policy and practice and/or instigate changes for the benefit of individuals, groups and the organisation.
This module is the culmination of master?s study. It allows learners to design and undertake a self-managed piece of work that integrates and synthesises the knowledge, skills, and behaviours developed throughout the programme.
By critically evaluating and applying relevant business-related philosophies, theories, and models, and undertaking a process of inquiry using primary and/or secondary data sources, apprentices will demonstrate in-depth knowledge and understanding of a particular subject/ issue relating to HR.
The End Point Assessment (EPA) is an independent assessment that takes place after the final year of the apprenticeship. It is designed to test that the learner is competent in their occupation by assessing the knowledge, skills and behaviour (KSB) outcomes detailed in the approved Apprenticeship Standard.
For this degree apprenticeship, the EPA consists of two components:
- a professional discussion based on the apprentices’ portfolio
- a project proposal, presentation and questioning.
All apprentices must pass their EPA to successfully complete their apprenticeship and academic
“I’m more than happy with the standard and quality of teaching and course content provided by UoG, and particularly value the way I am engaged in the learning journey alongside my apprentices.
This is invaluable development that isn’t readily available routinely in the workplace, so enables our staff to really enhance their skillset and ability to impact the organisation longer term.“
Strategic Intelligence Manager, Gloucestershire County Council
“Completing the Senior Leadership programme has helped me in various ways. One of the main aspects is around the legitimacy of being a senior manager and having a qualification that matches that.
In terms of my career, I knew that I wanted to progress. I was a Chief Operating Officer at that time, and the likelihood was that if I progressed my career that it would be into a Chief Executive role, and I knew that I would need an MBA to do that.“
CEO National Star, and Senior Leader graduate
Gloucestershire Business School
This apprenticeship is delivered at our £18 million, state-of-the-art Gloucestershire Business School on Oxstalls Campus in Gloucester.
This centre for business opened in 2018 and facilities include a business incubation centre, a Thomson Reuters trading room, a moot court room, board rooms, a consumer behaviour lab, and equipment on par with that of a global headquarters.
The space also encompasses Gloucestershire’s flagship Growth Hub. The Growth Hub offers fully funded business support for every growing Gloucestershire business. Having helped more than 10,000 businesses since 2014, the Growth Hub’s team of experts are on-hand to help Gloucestershire business grow through a blend of one-to-one expert support, training and events.
Employer and learner support
Learners have a personal tutor throughout their apprenticeship, as well as a learner coach who conducts reviews and supports them towards successful completion. They are also supported by module tutors and our Helpzone staff, who are contactable by telephone, in person and online.
Employers are able to access our dedicated apprenticeship support team, who are here to ensure that businesses get the best from both the learner and the programme.
All apprentices have access to:
· experienced professionals, who are experts in their field
· state-of-the-art facilities
· all university libraries and IT and facilities
· discounted travel with Stagecoach across the South West network
· an NUS card offering great discounts at restaurants and high street stores
· a vibrant social scene complete with bars, sports clubs, gyms and leisure facilities
View our apprenticeships FAQ guide and discover answers to the most commonly asked questions about higher and degree apprenticeships.
Eligibility and Entry requirements
Apprentices should be in full-time employment (eg employed for at least 30 hours per week) throughout the duration of the apprenticeship.
Non-graduates with a sufficiently strong certified or experiential learning may be eligible to apply for Accreditation of Prior Certified Learning (APCL) or Accreditation of Prior Experiential Learning (APEL). This is agreed on a case-by-case basis.
Apprentices must have GCSE grade C/4 or above in Maths and English before they complete the EPA (or an equivalent Level 2 qualification). In some cases, apprentices are able to complete Functional Skills alongside their apprenticeship in order to have the needed Level 2 qualification ahead of EPA.
Apprentices must also have the following:
- A 2.2 honours degree in a relevant subject, or an appropriate CIPD diploma;
- Up to 3 years’ post-degree experience in a role related to human resource practice.
Employers may set additional entry requirements suitable for their organisational needs.
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