Apprentice Progression Partner


Job Title:            Apprentice Progression Partner

Location:            Ashridge House, Berkhamsted, Hertfordshire, HP4 1NS

Reports to:        Head of Apprentice Progression

Job Description

Working closely with the Head of Apprentice Support Progression you will be assigned your own caseload of apprentices developing strong, positive relationships with them and their line managers. Providing top quality support and guidance to apprentices and their employers helping to create a smooth and supported apprentice journey from beginning to end.

As an Apprentice Progression Partner, you will be required to respond to queries, closely monitor your caseload of apprentices’ progression as their first point of contact. You will provide them with one-to-one support whilst also liaising with line managers and apprentice leads on a regular basis. You will be required to complete Tripartite reviews with apprentices and their line managers as well as other reviews as required. 

Responsibilities include, but are not limited to:

1.      Apprentice Support

a.      Responsible for a designated cohort(s) of apprentices on an apprenticeship programme

b.     Ensuring a quality apprenticeship experience by building excellent relationships with our apprentices, providing helpful and timely responses to queries (email, phone and face to face). Where appropriate forward information onto the relevant teams. 

c.      Manage, arrange and carry out tripartite review meetings between apprentice and line manager for each of the cohort apprentices in accordance with Hult Ashridge processes and any other additional meetings relating to employer activity and learner progress

d.      Oversee, the recording/assessment of the off the job training hours completed by apprentices using the required learner information systems.

e.      Oversee, the tracking/assessment of the application of KSBs in the apprentice’s workplace through SMART objectives, reflective logs and skills scans

f.       Carry out 1:1 coaching sessions with apprentices where required 

g.      Manage the support of EPA completion including required evidence as required

h.      Lead on development and monitoring of action plans for apprentices who are not maintaining appropriate progress. Arrange follow up meetings with apprentice and employer where necessary 

i.       Provide pastoral care to apprentices and signpost support services available, for example working with expectant apprentices and their employer to develop a maternity plan

j.       Provide clear and consistent management, oversight, and support to Apprentices including welfare support, in order to improve retention and achievement of apprentices

2.      Additional Learning Support

a.      Carrying out monthly progress meeting with Apprentices where SEND has been identified.

b.     Provide SEND signposting to apprentices in need and look out for signs where support might be required as a result of appropriate training 

c.      Working directly with the Manager of Welfare, Diversity & Inclusion on areas of Apprenticeship welfare and SEND requirements.

d.      Maintain awareness of any SEND reasonable adjustments and follow through on actions to ensure that learners receive all support required in a timely manner, liaising with the programme team to pass on information and follow up. Including tracking and logging of SEND monthly meetings.

3.      Internal/External Stakeholder Liaison

a.      Maintain accurate records in Hult Ashridge systems of learner progress, meetings and updates through required learner management systems, such as APTEM, Salesforce and Canvas in accordance with the latest funding rules and Hult Ashridge procedures and processes

b.      Report on learner statistics and apprentice caseload information and provide weekly activity reports to Head of Apprentice Support Progression 

c.      Produce and action data that supports forward planning of apprentices returning to the programme from breaks in learning, sharing with relevant team members and maximizing the impact and volume of apprentices returning to their apprenticeship

d.      Manage issues, in liaison with the apprenticeship operations and programme teams, of apprentices who are failing to progress, considering leaving, wishing to take a study break (break in learning) or have long term sickness. Look to find solutions to enable apprentices to continue their programme      of learning when faced with challenges to complete. 

e.      You will be a key contact for and between apprentices, programme team, apprenticeship operations and the apprentice employer, referring to programme managers, support services and apprentice line managers as required.

4.      Other Duties

a.      Contribute to orientation and programme launch events 

b.      Engage in appropriate professional development activities (e.g. CPD, attendance at conferences) relating to supporting apprenticeships 

c.      Maintain awareness of the latest compliance requirements relating to Ofsted and the ESFA 

d.      Maintain and foster the high reputation of Hult Ashridge in external settings. 

e.      Any other such reasonable duties as required by the Head of Apprentices Support Progression 

Person Description

1.      Experience of working in a fast-paced apprenticeship environment, supporting apprenticeships, line managers and their apprenticeship leads is preferred

2.      Experience of the Higher Education sector is preferred

3.      Experience of tutoring/coaching at a management level in a work-based learning environment is preferred

4.      A confident user of technology, including the full suite of Microsoft Office and experience of learner information systems such as EBS, C&G, Pics, Aptem, Salesforce would be advantageous

5.      Highly organised, plans ahead, showing an attention to detail and able to complete tasks at pace with high order accuracy skills

6.      Good communication skills, able to build real relationships and be seen as a trusted advisor and someone with influence, where talking in front of apprentices and employers leads to positive outcomes.

7.      Desire for efficiency and constant improvement – asks ‘how can we do this better next time?’ and has ideas and ability to understand, diagnose and identify solutions. 

8.      Ability to work independently and be a team player 

Employee Benefits

  • Flexible working with 2 days per week working from home allowed in line with operational requirement
  • 25 days paid holiday each year
  • Free access to on-site gym (with swimming pool, spa, sauna, steam room, squash court and outdoor sporting facilities)
  • Access to the generous company pension scheme and healthcare schemes
  • Free access to Leadership Live, our award-winning online learning resource tool

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