1. HR Department at UCC
An Overview – April, 2015
Barry O’Brien, Director of HR

2. Operating Environment
New funding arrangements
Technological change
Enhanced student choice
Greater expectations of the teaching and learning experience
Demands for greater transparency and accountability

3. HR Structure HR Director Central Services HR ‘Business’
Employee Relations
Staff Welfare &
Development
HR Strategy &
Organisational
Development
Recruitment
HR Manager SEFS
Industrial Relations
Staff Development
HR Strategy
Contract Management
HR Manager M&H
Equality
Staff Welfare
Performance Management
Leave Management
HR Manager B&L + ACSSS
Compliance
Leadership &
Management Development
Promotion & Establishment
Pensions
Research Advisor
Dispute Resolution
Orientation
Succession Planning
Research Contract Mg
Contracts & Recruit
Advisor
Job Evaluation /
Grading
Staff Recognition
Organisational /Job Structural design
Employee Information System
Employee Relations Advisor
Coaching
Academic Workload

4. Staff Statistics
Total: 2,743

5. Operating Principles Provide clear leadership and direction
Enabling adaptability and flexibility across the University
Implementing the policy and regulatory framework
Supporting the development of the University staff

6. Human Resources Proposition
Developing a human resources experience for all
Accessible
Consistent
Quality outcomes for all stakeholders

7. Key Deliverables – at UCC level
Develop a strong working relationship with the President and all other senior management
Bring added value to the management team table
Embed a performance management culture across the organisation
Maximise all HR resources for optimal service delivery