• Contact
• Maps
• Departments

Human Resources

• Home
  • About HR&OD
  • Our people
• PensionsPlus
• Reward Strategy
• EU Referendum - Information for Staff
• People and Culture Strategy 2022-25
• HR Excellence in Research
• HR Data Privacy Statement
• Academic Career Map
• Staff Connect

• Information for Staff
• Information for Managers
• Reflect, Plan, Develop (RPD)
• Staff Immigration
• Staff Survey
• New Staff at Kent
• Probation
• Talent & Organisational Development
• Equality, Diversity & Inclusivity
• Reporting Harassment
• Apprenticeships and levy funding
• Career opportunities
• Pensions
• Trade Union Facility Time

• JSNCC

About HR&OD at Kent

HR is at the heart of everybody's working life at Kent. Our new ways of working will only make this stronger, providing a platform that ensures everyone at the University is enabled and supported to make the most of their time with us.

The focus of the central HR&OD directorate will shift towards empowering others to manage their own activity locally, supporting a wider community of HR professionals embedded across the University.

To deliver on this we will:

• Be natural collaborators, forming connections across different teams and being open to new ideas that showcase the best of what HR offers to the University

• Continue to be the home for expert policy support and advice on all HR matters, ensuring our people practices across the University are underpinned by the latest sector guidance

• Have robust and appropriately resourced devolved HR structures that will support the delivery of HR services to each division/directorate from within the division/directorate

• Create a revised central HR structure for the University that remains aligned to, and enables the delivery of, the University’s Strategic plan and the People Strategy

• Re-shape the central HR team to retain ownership of the overall People Strategy, professional standards and policies and to maintain a high level of specialist and senior expertise in the centrally located HR services and practices

• Create roles and structures that enable the mitigation of single points of dependency, and that create scope for CPD and personal growth that will ultimately enable effective succession planning

• Create a clear and transparent framework agreement and governance structure (Memorandum of Understanding) that sets out how the HR&OD functions (both central and devolved) will operate, and describes how the University will continue to meet its obligations as a single employer, minimising risk and ensuring a high level of consistency in HR practice across the University

• Continue to provide a full HR service to directorates and functions from the central HR&OD directorate that are outside the scope of devolution

   

  Meet the team

  Who's who in HR&OD

  HR&OD design

  Organisational structure for HR&OD

  MoU

  HR&OD devolution framework