Anybody work in HR?

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Hi all, I'm new to HR after changing career from education. Currently work in L&D.

I've been asked if I would be interested in applying to do a level 5 apprenticeship and have been told I can choose to apply for either HR Consultant Partner L5 or Learning and Development L5.

Both lead to L5 Intermediate Certificate in Human Resource Management, Associate Membership of CIPD.

Being extremely honest, I've moved jobs into a large corporate organisation with the intention to work towards increasing my salary as much as possible, as quickly as possible! I know cynical but I'm struggling and just want to improve my life and my children's lives!

Can anybody advise if either of these are better than the other day for longer term potential career prospects? Or basically no different? Or one might be generally more useful to me?

Thanks in advance

I'd ask if you can go for the L7 (Strategic People Management) rather than the L5 - what role were you in education? L7 is useful if not necessary for higher/better-paying HR jobs.

Thank you. There are people in my team doing the L7 so I will ask! I was working as a teacher part time and advisory work with other schools/trusts the other half of my week.

I'm not sure I will get them to agree to L7 - is it worth saying I will wait until more experienced and just apply for L7 later? Or do the L5 (will I then be allowed to do an L7?)

If you've been at that sort of level in education, I would have thought doing L5 is a bit of a waste of time - I'd just go straight for the L7. But others may have different thoughts!

Thank you - I will push for the L7 I think.

The L5 HRM is easier than the L5 L&D (I did both) and I know many organisations who have been cutting their L&D departments so you need to bear that in mind regarding how you can use your qualification in future.

I work in finance rather than HR, however on the face of it I would go with the Consultant Partner route as it sounds like it will provide a broader depth.

L&D has a far narrower scope, and let's face it in times of austerity and COL, a lot of companies view it as more of a discretionary spend (even though it shouldn't be).

I've yet to see an L&D specialist go up the ranks to HRD, however I've come across a number of HRD's who started out as HRBP/HRC. If you're following the moved route, HRD is what you need to steer your career path towards.

If you do not already have CIPD accreditation, it is worth doing the level 5 just for that (if trying for level 7 would mean waiting, get the level 5 in the bank).
I work in HR and would say that the HRM route will lead to more job opportunities and better pay. I did that on and managed to get promoted during the apprenticeship period just on the basis that I was doing it.

I'm in L&D and disagree slightly that L&D is seen as discretionary spend - it depends on the organisation. If L&D is in alignment with company strategy, and they are acknowledging the cost savings and focusing on upskilling current staff, etc, you'll always have work there.

I have an L5 and am planning to get an L7 in the next few years (preferably funded by my employer). L5 is good for middle management roles, it has a strategic element to it but there is also a decent focus on creating learning solutions. So it depends on where you want to go with it.

My ultimate goal is to move from business partnering into leading an entire department, which has the potential for a 6 figure salary. I'm never going to be an HR specialist, I've settled into a niche element of HR and that's fine by me.

HR generalist, rather!

Thank you all - my apologies I have only just seen the replies to this! Thank you for taking the time to reply. Really interesting perspective and I take your point re. L&D potentially being viewed as discretionary spend - although agree this might depend on organisation. Thanks - lots to think about - I may be back for more advice!

Hi OP, apologies I meant discretionary spend in the sense that when companies are looking to make cuts, this kind of area (along with things like marketing and communications) are the places they look to reduce first (although in my view they are important).

If you are looking to future proof your career as well as climb up the ladder quickly, my advice was to be as broad as you can in terms of the scope of your experience.

Thank you. I think I am starting to understand the path through and am going to look at the L5 consultant partner as I agree it makes sense to keep it broad.

In your opinion does it make sense to consider any particular sector when looking for my next role (in terms of progression.)

Thanks in advance!