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Raise the capability, credibility and impact of your people function
To recognise those who are going above and beyond and partnering exclusively with the CIPD to grow the next generation of people professionals, we have developed the CIPD People Development Partner.
To be a CIPD People Development Partner, your organisation must:
- recognise and align your HR and L&D capability and practices against our international standard of excellence (the CIPD Profession Map)
- be committed to the ongoing professionalism of your people through qualifications and membership
- be a champion for the profession by providing entry points (for example through apprenticeships and graduate programmes)
- work with the CIPD to continually support your team to thrive through training and development
- invest back into the wider profession by participating in research and policy.
The key to success for any business is how it develops, attracts and retains its people. We see the vital importance of having the very best HR capabilities and talent working for and supporting organisations. That's why we work with hundreds of organisations every year to be the best that they can be.
Meet our People Development Partners
Homing in on HR professionalisation
The UK Home Office (HO) HR function includes 620 dedicated people, many with a HR professional anchor, working alongside colleagues from health and safety, learning and development, programme management and many more.
A home for great HR practice
Peabody has helped people make the most of their lives for almost 160 years by providing safe and affordable housing. Today it is responsible for over 67,000 homes in London and the South East of the UK and has 17,500 care and support customers. The organisation's People Team has 57 employees spread across six specialisms.
Building a culture of HR professionalism
The UK Department for Digital, Culture, Media & Sport (DCMS) has undergone significant change over the last few years and has set a high bar for professionalism in HR. It employs 2,000 people and its team of 70 HR professionals plays a fundamental role in supporting an innovative, data-driven, modernised and diverse government department.
HR on the right lines
Network Rail owns, operates and develops the UK’s rail infrastructure – that’s 20,000 miles of track, 30,000 bridges, tunnels and viaducts and many thousands of signals and level crossings. The company has a 40,000 strong workforce, and since 2016 they have been working with the CIPD to further strengthen their people function of 400–500 professionals.
A journey of professionalisation for ESB
Ireland’s premier energy provider ESB has has a workforce of 7,900 people, of which around 200 are HR professionals, and operates across the electricity markets in Ireland and the UK, from generation and distribution through to supplying power to businesses and households.
Turbo-charging the Civil Service people function
Civil Service HR (CSHR), the overarching people function encompassing all civil servants working in HR and L&D across all government departments, agencies and other public bodies in the UK, have been working closely with the CIPD since 2016 and leading the way on raising the capability and credibility of its people function.
People development with military precision
The Ministry of Defence employs 60,000 civil servants in the UK and has a core Civilian HR function of 180 people. Over the last three years, they have been working hard to boost their professional standards and plug capability gaps.
Taking pride in being people experts
HMRC employs over 65,000 people in the UK, and has a people team of around 1500. The work they have put in to develop their people function to support the wider workforce demonstrates a clear commitment to delivering excellent people management, as well as supporting the overall business to succeed and thrive.
Building HR capability at Tesco
Tesco employs more than 400,000 people in the UK and has a people team of 800. The company has worked closely with the CIPD for a number of years, helping to develop its HR capabilities through various different ways.