# data[].attributes.body
Strengthen leadership - development, coaching, mentoring, role modelling, performance

Proactive activity to ensure that all managers are successful leaders of people and teams (skills/coaching/mentoring)

Recruitment practices - attract and selection based on leadership including potential (as opposed to profile/technical knowledge)

Ensure resilience and self-sufficiency of managers to handle people issues

Professorial performance

Innovative strategies and approaches

Invest in the induction and development of new line managers

Mentor and coaching programmes

Opportunities for leadership visibility

Adopt client service mentality that services employees at BU in a way we are proud of

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Implementation, maintenance and development of integrated cloud-based solutions

User training, support and guidance

Intranet and online resources - improve, streamline, advance,

EDM System

Learning and development solutions

Automation and workflows

Predictive analytics

Organisational reporting

Benchmarking

Digitisation / digital skills

Service centre approach - chatbots, messaging

Evaluation and feedback

Horizon scanning re technological developments

In-house expertise

Other comments:

Understand how needs/requirements overlap, between systems and users

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Pay including market forces, impact of global/international assignments and collaborative working

Pensions

Pay Progression

Professorial reward

Promotion

Reward including Team Reward (High Performing Teams) and Flexible Benefits

Research performance incentives - potentially link to performance rating/ranking

Recognition - team, individual, personalised. Create culture of “thank you”. Ensure consistency of application across faculties / departments.

Career pathways

Equal Pay and Gender (and other protected characteristics) Pay Gap Reporting

Horizon scanning re best practice

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Targeted and proactive development and support (Managers, Leaders, HR Team - conflict, performance, dignity & respect, absence, grievance, disciplinary, investigations

Casework to also include case analytics, information capture, workflows, document management, reporting, knowledge/learning library or resource, debriefing and case review, root cause analysis, evaluation of cases and learning (lessons learnt to inform future policy development), benchmarking

Policy development as relevant to ER

Implementation of organisational change

Consultation including change and policy

Development of organisational resilience

Trade union partnership working

Foster a positive climate of employee relations

Resources and guidance

Managers network - peer to peer support networking and mentoring group

Simplify our policies and procedures. Write managers guidance notes, Improve provision of information for managers on the intranet

Empower

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Employee engagement and cultural framework (social operating model, fusion attributes, values, behaviours, etc) - connect with people

Employee Experience / user centric

Embed values

Flexibility

Recognition/celebration of successes

On-boarding and induction (of employees, visiting Faculty, etc)

Welcome and support for international / relocating staff

Community and networking

Service excellence

Get the basics right. Improve SLA's, response times. Improve our image as a centre of excellence. Be the service provider that we want to embody.

Communication planning and branding

Flexibility and personalisation of HR&OD to users

Employee voice

Continuous feedback and review

Survey

Organise Fun activities - Games, Dress code day, Sports competition etc.

Other comments:

Expectation/standards of communication - how you are expected to communicate with others (phone, email, face to face, respecting each other’s time, etc) internal and external.

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Attraction of diverse talent (individuals and teams) - internal and external

Recruit and retain based on values, fusion mindset, potential, performance and commitment

Probation approach

Talent Management - talent Pool and talent mapping / rotational opportunities for 'Talent'

Succession planning to include leadership roles and professoriate

Performance management.
Simplify our policies and procedures. Write managers guidance notes, Improve provision of information for managers on the intranet

Capacity and capability

Secondment

Mentoring and coaching

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Partner Resources Department

Human Capital Management

Talent Management Department

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Organisational Relations

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Recognition, Resource & Relations

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Deliver a core staff development programme that aligns to BU2025 and inspires, advances and enriches

Leadership Development Framework

Research performance

Revised appraisal approach

Provide experiential development opportunities (i.e. learning through challenging tasks/projects, work shadowing, cross team collaboration)

Blended learning - utilise technology

Commissioning development
providers

Two-way mentoring

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Shift from partnership working to consultancy (integration through business knowledge and expertise rather than operational/functional alignment)

All encompassing work force planning - strategy (structures (to promote efficiency, flexibility & agility), link to WLP, succession, talent, attraction, critical mass, teams, job design, etc), approach, measures, evaluation/impact

Building Teams including objectives

Policy development

Undertake internal consultancy projects to deliver and enhance individual, team and organisational performance and capability

Centre of excellence - strategic advice and coaching

Support Fusion Learning Approach and Impact actions

Organisational change

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Cross-institutional approach to integrated Health & Wellbeing

Mind, body (physical) and spirit (happiness) - healthy environment

Prevention and promotion

Surveillance

Flexible support with particular emphasis on mental health

Occupational Health support

Community - internal and external

Enrich society - e.g. volunteering

Incorporate research and practice

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Legal including statutory

Regulatory

Health & Safety compliance

Statutory reporting including HESA

SARs/FOIs

Audit

Breach Management (e.g. Data Protection)

Risk Registers

Policy

Processes

Immigration - Points Based System, Other Leave to Remain and BREXIT

Mandatory training

Value for Money

Programme of development and resources

Conflicts of interest process

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Continued commitment to a diverse and inclusive community

External recognition and accreditation (and Action Planning) including Athena SWAN, REC, Stonewall etc.

Respect at BU work - including the Hate Crime project

Continuation of events (link to Events & Conferencing Team) - marking national and international dates which highlight protected characteristics. e.g. World Mental Health Day, International Women's Day, Transgender Day of Remembrance etc.

Support for all staff with focus on under-rep groups

Advisory and guidance service

Marshalls Training

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Human Relations
Talent Solutions
Employee Operations
Employee Systems & Learning

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Embrace Fusion in our activities / collaborate and co-create

Flexible structure to enable us to match or exceed pace of organisational change

Create Centres of Excellence (e.g. Talent including attraction, Development and leadership, Specialists/Services and HR/OD Consultancy

HR/OD to provide engaging leadership; driving interventions and business solutions and the forward planning and embedding of best practice

Shift from partnership working to consultancy (integration through business knowledge and expertise rather than operational/functional alignment)

Regional/national networking

HR/OD branding

Proactive and not reactive / momentum and pace

Instill project management

Teams co-located to ensure sharing of knowledge and learning

Best practice approach

Encourage innovation, creativity and risk taking

Pragmatic and flexible - one size may not fit all

Strategically led prioritisation of activity and resources - protect resource for priorities and consider all new activities/requests based on full cost to the department (time/resource/value/impact/return)

360° feedback