About Human Resources

The HR Recruitment Team support hiring managers with recruitment of staff into LJMU. The team can help hiring managers with the following:

• Advice and guidance on all stages of the recruitment and selection process.
• Advice on appropriate advertising sources for vacancies.
• Provide guidance, support and training for the Hireserve Hiring Manager Portal.
• Reviewing and publishing vacancies on the LJMU website and various social and professional networking platforms, ensuring high quality and legal compliance.
• Adding person specification criteria to the Hireserve Hiring Manager Portal to facilitate online shortlisting.
• Ensuring candidates on the redeployment register get priority access to vacancies.
• Advice on online pre-employment testing and administration of online assessments.
• Preparing offer and contract documentation for successful candidates and managing the pre-employment check process.

The team are also first-line support for prospective candidate queries and engage in outreach with local community-based organisations to promote LJMU as a place to work and offer advice and guidance on applying for roles.

We also have specialist resourcing support offering the following services:

• Pro-active candidate sourcing.
• Senior recruitment campaign management.

See our Recruitment and Selection webpages for guidance.

The HR Business Partners (HRBPs) work closely with senior leaders, managers, and staff to align people strategies with the University’s strategic objectives, through the People Plan.

Each HRBP is assigned to a specific area of the University, providing expert guidance on people-related matters throughout the employee lifecycle. Responsibilities include:

• advising on organisational design and workforce planning and resource allocation
• managing employment relations and resolving conflict
• supporting absence management and enhancing employee engagement
• driving performance improvement and fostering a culture of continuous development
• delivering leadership and management development and coaching
• providing expertise on staff policies, procedures, and compliance with employment legislation
• partnering on change management initiatives to support transitions and strategic priorities

HRBPs act as trusted advisors, ensuring people strategies are proactive, aligned with institutional goals, and contribute to a positive workplace culture.

The HR Co-ordinator Team are responsible for first-line policy advice and processing changes to employment such as hours, salary and administering any associated correspondence. The team are also responsible for:

• updates to employee Staff Infobase records during the employee lifecycle
• supporting employees preparing for maternity leave
• arranging Disclosure and Barring Service (DBS)
• note-taking for employment related meetings
• processing of hourly paid employees
• providing advice on the employment visa process and processing Certificates of Sponsorship for eligible new starters or existing employees
• monitoring the redeployment register

Our HR Operations Team Leaders also provide the following services:

• Supporting the annual Professorship and Readership Conferment Panel.
• Providing advice and processing of honorary visiting positions.
• Complying with visa regulations to ensure we retain LJMU’s sponsor licence.
• Monitoring compliance with other employment-related policies and procedures.

The HR Operations Project team are responsible for process and system improvement projects which alleviates transactional workload from the HR Co-ordinators and HR Recruitment team. Key projects delivered include the integration of the recruitment and personnel onboarding system, the establishment of a virtual post room for standard letter generation and the review and automation of the visitor process.

The Reward, Recognition, Engagement and Wellbeing team are responsible for providing a number of processes that ensure equal pay for work of equal value through job evaluation and enabling the university to appropriately reward excellent performance of staff. In addition, the team are responsible for providing all staff benefits such as Vivup benefits platform, staff loans and various salary sacrifice schemes. Through the University Health and Wellbeing strategy the team provide a number of activities/initiatives across the calendar ranging from formal mental wellbeing development to various activity and craft sessions.

Specifically covering:

• Job evaluation
• Pay policies, procedures and grading structures
• Performance related pay
• Gender pay gap monitoring
• Staff engagement survey ‘Your LJMU Your Voice’
• Employee benefits (salary sacrifice, Vivup employee discounts)
• Staff Health and Wellbeing Strategy

For further information please see our Reward, Recognition, Engagement and Wellbeing webpages.

Our Diversity and Inclusion Team is committed to ensuring an inclusive and equitable environment for both staff and students across the University. We work proactively within the University community to embed equality, diversity, and inclusivity practices, offering both planned and bespoke advice. We support a strong network of diversity initiatives, collaborate closely with Liverpool John Moores Students’ Union (JMSU), and organise events, workshops, and conferences to embed a culture of belonging for everyone.

For further information please see our Diversity and Inclusion webpages.

We have an Organisational Development team who are committed to supporting the development and growth needs of both individual staff and the organisation as a whole. The team focus on enhancing organisational effectiveness through focusing on continuous improvement and positive change management, helping line managers establish trust-based relationships, engage and develop their teams and implement our policies and procedures in a fair and consistent way. The team offer a wide range of interventions, including open and bespoke workshops, team building and development, one to one guidance and coaching, guidance on appraisal and related support systems.

For further information, please see our Organisational Development webpages.

Our Policy, Projects and HR data analytics team develop and consult on staff policies in line with legislative changes and to support the people plan. They provide people centred data analytics to support line managers, executive decision-making and external submissions, for example Athena Swan and the Race Equality Charter.