Human Resources Strategy

Overview

1. Northeastern University London’s (the University) mission is to be ‘A world-class University in the heart of London, combining a unique liberal arts curriculum with one-on-one teaching in an international community to ensure that every student prepared to work will achieve their full potential and leave fully equipped to face the challenges of our increasingly complex world.’ 
2. The HR Strategy is designed to support this mission by ensuring that the people resources of the University are of the standard required to deliver the student experience outlined in the mission statement.   

Overarching Approach

3. The overarching approach that should be taken by the University in relation to HR is to ensure that the University has a collegial feel in which all members of the University treat one another as partners to foster a culture in which a cohesive and self-critical academic community can flourish.
4. In practice this means that the University has the right processes in place to recruit the right staff, it then trains them so they are given the tools to do their jobs and it supports and challenges them in their roles, so the member of staff feels valued and stretched to deliver unique learning opportunities for the students. 

Objectives

5. The HR objectives of the University are to:
   1. Recruit the right people for the roles within the University (as an Equal Opportunities Employer).  
   2. Train and develop staff so as to support them and to give them the tools to deliver the best student experience. 
   3. Put in place the right level of oversight and review, to provide the support for members of staff and also the opportunity for line managers to spot and correct any issues.
6. These objectives will be achieved by:
   1. A robust, fair and transparent recruitment process. 
   2. A clear set of training and development opportunities for all staff. 
   3. A fair and transparent review and appraisal process so staff can understand the criteria by which they are assessed.

Recruitment

7. The University’s approach is to recruit staff who are well qualified for roles and who support the University’s mission, to improve capabilities and increase capacity.
8. All recruitment needs to follow the University’s relevant policies which are set out in the Staff Handbook.HR is responsible for overseeing recruitment processes,  both to support the University’s staff and to ensure fair processes are followed.. 
9. Recruitment is done by using industry known recruitment services such as jobs.ac.uk. If this method doesn’t enable a successful recruitment, agencies can be used. Staff are encouraged to promote vacancies via their professional networks.

Induction

10. The University inducts new members of staff at staff training days. Mandatory training is provided for staff by relevant departments in their first few weeks, and by individual support from their line manager.

Training and Development

11. Staff are the central asset of the University and therefore their training and development is key.
12. There are staff reviews processes in place, one for faculty and one for professional staff as set out in the Staff Handbook.
13. There is support for staff training and development as set out in the Staff Handbook. Research faculty can access research grants and research leave to ensure that they retain their external involvement with their particular field of study.

Retention

14. The aim of the University is to retain high quality staff to ensure that the student experience is not adversely affected by changes in personnel and to enjoy the increased capabilities of members of staff as they grow in their roles.

Procedures and Policies

15. The University policies and procedures relating to HR matters are set out, and available to all, in the Staff Handbook and are reviewed and, if required, revised by the Policy and Compliance Committee.

Allocation of Roles and Communication of Expectations

16. The implementation of the HR strategy flows through both Northeastern London Board and Academic Board to all members of staff who are as line managers are responsible for another member of staff. 
17. Several committees have explicit HR functions that they execute, as can be read in their Terms of Reference. Below Northeastern London Board there is the Executive Committee (ExCo). Reporting into the Executive Committee is the Remuneration Committee. The Academic Promotion Panel reports to Academic Board. In addition, Senior Management Teams consider HR matters in the course of their work.

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