People and Culture (HR) section
The People and Culture (Human Resources) section’s purpose is to develop, advise and support University senior staff, managers and support employees on best people management and leadership practice through the development of employment strategy, policy, procedures and services that support the delivery of the University’s strategic goals, properly balancing the needs of the employees and the needs of the University.
The Welcome to the People Supporting Strategy (.pdf) provides a focus on context, background and strategy priorities, the full version of the People Supporting Strategy (.pdf) sets out what building and sustaining partnership working means for the University as an employer and for our staff as its members.
People and Culture team
The People and Culture (HR) section consists of four sub-sections, each with a number of teams:
Employee Relations and Reward
Employee Relations and Reward is headed by Sara Limerick; People and Culture (HR) supports the achievement of excellence in education and excellence in research through the recruitment, retention, reward, recognition and development activities undertaken with and for University staff. Alongside the effective HR policies, procedures and guidelines being in place throughout the full life-cycle of employment, HR offers a wide range of specialist HR and support services to staff and seeks to ensure that the University continues to maintain and enhance its reputation as a leading employer.
Contact Employee Relations and Reward teams
Inclusion
Inclusion Team, headed by Elaine Brown, Director of Inclusion. Inclusion is responsible for leading, supporting and championing Equality Diversity and Inclusion for staff and students
Equality charters
- Employing disabled people and people with health conditions
- Mindful Employer Charter
- Race Equality Charter
- Armed Forces Covenant
- Athena Swan awards and applications
- Athena Swan impact
Forums and networks
Organisational Development
Organisational Development is headed by Jo Andrews and brings together expertise in professional development and curriculum innovation.
Organisational Development teams
- Academic and Professional Practice
- Engagement and Employment Policy
- Technology-Enhanced Learning
Workplace Health and Wellbeing
Workplace Health and Wellbeing is headed by Lara Carmel and actively promotes and maintains good health, safety and wellbeing in the University workplace as well as providing support when health, safety and well-being issues occur.
Contact Workplace Health and Wellbeing teams
Main contacts
- Full list of People and Culture staff
- General HR queries: staffing@essex.ac.uk
- Employee Relations: hrer@essex.ac.uk
- Payroll: reward@essex.ac.uk
- Pensions: reward@essex.ac.uk
- Resourcing: resourcing@essex.ac.uk
Departmental contacts
Our departmental contacts (formally HR Links) are now part of our centralised team. If you have any queries you can send them directly to staffing@essex.ac.uk.
What we do
People Supporting Strategy
The People Supporting Strategy (.pdf) sets out what building and sustaining partnership working means for the University as an employer and for our staff as its members.
Its purpose is to identify how the University will develop the capacity and capability within our staff to deliver the goals we have set in our Strategic Plan; to live the values we have embraced and to support each other in contributing individually and collectively to the best of our ability and to develop our own potential.
People and culture
We ensure a diverse workforce in a safe, discrimination/harassment-free environment by:
- maintaining compliance with employment law and government regulation
- providing management and employee learning and development
- developing appropriate policies and procedures
Organisational development
We provide learning and development in the areas of:
- effective leadership
- management and career development
- employment legislation
Resourcing
We support managers to attract and secure the most qualified employees by:
- pre-planning staffing needs
- ensuring an effective internal interview process
- increasing University visibility in the employment marketplace
- identifying the best and most cost-effective recruitment sources
- conducting thorough reference checking
Retention
We aim to retain our valued employees by:
- assuring effective leadership qualities in our managers.
- providing competitive salaries and benefits.
- supporting employees and managers with their technical, interpersonal and career development learning and coaching.
