This apprenticeship is a role within the Civil Service. To see full details of the apprenticeship click on ‘apply’ to go to the Civil Service Jobs website.

Wage: £30,993 a year
Training course: People professional (level 5)
Hours: Click apply to see full details of the working week for this apprenticeship. 37 hours a week
Start date: Sunday 1 November 2026
Duration: 1 year 10 months
Positions available: 1

Most of your apprenticeship is spent working. You’ll learn on the job by getting hands-on experience.

What you'll do at work

This apprenticeship is a role within the Civil Service. To see full details of the apprenticeship click on ‘apply’ to go to the Civil Service Jobs website.

Where you'll work

You can select which locations you want to apply for in your application on Find an apprenticeship.

This apprenticeship is available in these locations:

• Stephenson House, Alderman Best Way, Darlington, DL1 4WB
• Shannon Court, 10 Princes Parade, Liverpool, L3 1QY

Apprenticeships include time away from working for specialist training. You’ll study to gain professional knowledge and skills.

Training provider

To be confirmed

Training course

People professional (level 5)

What you'll learn

Course contents

• Communicate information through appropriate channels to enable key stakeholders to understand what is required.
• Build and manage multiple and diverse stakeholder's relationships.
• Advise on application of policy, regulation, and law for HR issues.
• Use data and metrics to mitigate areas of risk and highlight opportunities.
• Negotiate with and influence stakeholders to support achievement of business and organisation objectives.
• Present insight and conclusions on workforce issues or people process failures.
• Enable stakeholders to deliver people solutions. e.g., through negotiation, providing guidance.
• Lead and improve people capability within the business.
• Manage and deliver people related business and change projects.
• Handle and process people data according to legislative requirements.
• Embed organisational people policy to promote a diverse and inclusive culture with stakeholders.
• Analyse financial implications of people solutions ensuring value for money.
• Support the delivery of people strategies using technology and innovation in accordance with regulations and policies.
• Make decisions on people policy and issues raised, escalating concerns outside own area of responsibility.
• Use prioritisation tools e.g., priority matrix to manage workload, and deliver against business objectives.
• Challenge matters which conflict with ethical values or legislation.
• Contribute to the development of people policies and procedures or people initiatives.
• Interpret people and management data, from both internal and external sources to identify trends.
• Educate and support stakeholders to deal with wellbeing issues.
• Benchmark to improve people policies and procedures, or people initiatives.
• Communicate information through appropriate channels to enable key stakeholders to understand what is required.
• Build and manage multiple and diverse stakeholder's relationships.
• Advise on application of policy, regulation, and law for HR issues.
• Use data and metrics to mitigate areas of risk and highlight opportunities.
• Negotiate with and influence stakeholders to support achievement of business and organisation objectives.
• Present insight and conclusions on workforce issues or people process failures.
• Enable stakeholders to deliver people solutions. e.g., through negotiation, providing guidance.
• Lead and improve people capability within the business.
• Manage and deliver people related business and change projects.
• Handle and process people data according to legislative requirements.
• Embed organisational people policy to promote a diverse and inclusive culture with stakeholders.
• Analyse financial implications of people solutions ensuring value for money.
• Support the delivery of people strategies using technology and innovation in accordance with regulations and policies.
• Make decisions on people policy and issues raised, escalating concerns outside own area of responsibility.
• Use prioritisation tools e.g., priority matrix to manage workload, and deliver against business objectives.
• Challenge matters which conflict with ethical values or legislation.
• Contribute to the development of people policies and procedures or people initiatives.
• Interpret people and management data, from both internal and external sources to identify trends.
• Educate and support stakeholders to deal with wellbeing issues.
• Benchmark to improve people policies and procedures, or people initiatives.