University of Oxford Human Resources

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University of Oxford Human Resources

Personnel Services supports Council’s Personnel Committee in the strategic development, implementation, and review of comprehensive policies and practices on the employment of all University staff, and contributes to the work of other relevant committees in this general area.

Personnel Services operates within a number of teams, as indicated on the organisation chart:

  • Five operational teams, each headed by a Human Resources Team Leader and aligned with each of the four academic divisions plus UAS, provide advice to heads of department, chairmen of faculty boards, and departmental administrators, in the context of an overall devolved approach to employment within the University;
  • The HR Systems team contains units dedicated to: supporting HRIS (our HR information system); reporting HR data; operating our reward policies;
  • The  Recruitment and Development teams are focussed on: senior academic appointments; staff immigration issues: our recruitment systems and processes; working with the Oxford Learning Institute to deliver effective development and training across the University;
  • The HR Policy Team develops HR policies following consultation across the University and with trades unions;
  • The Equality and Diversity Unit works to deliver the University’s equality objectives and promotes equality across all groups.

Three other units – Childcare Services, the Occupational Health Service, and the University Safety Office – also report to the Director of Human Resources.

HR Information Team

The HR Information team provides reporting and analysis of the University’s workforce supporting:

Human Resources (HR) is at the centre of business performance with HR professionals driving decisions that enable their organisations to perform at their best. HR professionals aim to make the most effective use of the people within an organisation. Given that anyone working in an HR department will deal with a wide range of people on a day-to-day basis, an approachable, calm and professional manner is key.

Recruitment is a major function within HR and roles in this area may be based either in-house (managing the recruitment needs of an organisation) or in a consultancy (handling recruitment for a range of different clients). Executive recruitment consultancies (headhunters) typically operate in specialist areas sourcing candidates for senior appointments. They often approach individuals directly rather than advertising openly.

Organisations are increasingly aware of the value and importance of HR functions and almost every organisation now has HR staff in some capacity. The professional association for HR/Personnel specialists and generalists in the UK is the Chartered Institute of Personnel and Development (CIPD) and its current membership stands at over 135,000. Although most graduate opportunities are within large commercial organisations with large HR teams or in the large public sector employers, opportunities exist in organisations of all sizes.