Director of Human Resources
HR Business is the central pillar for the provision of Human Resource expertise, support and advice to the University. It provides the primary point of contact for HR within the relevant College/Support Function, providing strategic HR support to business units within the University and acting as the interface between the Colleges/Support function and the Human Resources Department.
HR Central Services
HR Central Services (‘HRCS’) has responsibility for the management and administration of all Recruitment, Employment Contracts (including research contracts), Leave Management, Pensions, Employee Information System (EIS). The University Switchboard also currently reports to the Manager Central Services. HRCS provides a high quality, efficient, accurate and timely HR service to all stakeholders and supports the effective implementation of all UCC HR policies, practices and University initiatives relating to the employee life cycle.
- Ground Floor, Dept of Human Resources, Block E, Food Science Building Location Map
HR Strategy & Organisation Development
Operating within the broader Human Resource Team the HR Strategy and Organisation Development function has responsibility for Human Resource strategic planning and for developing, implementing and evaluating University wide organisation design and organisation development systems and initiatives. The function is delivered through internal and external stakeholder response and the benchmarking and researching of emerging and best practices both nationally and internationally.
- 1st Floor, Dept of Human Resources, Block E, Food Science Building Location Map
- 021 490 3882
HR Strategy and Organisation Development Manager
HR Strategy, OD, Academic Probation & Promotions, Sabbatical Leave, AWDM, Performance Management
Employee Relations deals with industrial relations issues/dispute resolution, University-wide issues, national agreements, redundancies, equality, job evaluation and compliance. Management negotiators in the public sector in particular are constrained because of potential knock-on costs throughout the sector and wider public service. Many disputes in the University, whether they have major national implications or are non-routine local issues, relate to some degree to government pay and human resources policy.
Staff Wellbeing & Development
Staff Wellbeing & Development covers a number of broad areas relating to staff development and staff welfare. The team produces an annual schedule of development opportunities responding to training needs identified through the Performance and Development Review System, the University’s Strategic and Annual Operational Plans and in response to national and international developments.
Our mission is to be a trusted and respected HR function, capable of responsive delivery at an optimal level to support staff and the University’s strategic ambitions
Our values include Integrity, Trust, Accessibility & Respect