Project Leader: Professor Karen Moritz (Director Child Health Research Centre)

Project Manager: Julie Campbell (HR Relationships Manager)

In the Strategic Plan this project is referred to as Ref #11 + 12 + 13

Project Background and Outcomes

Current situation

There are opportunities to improve people management practices across the entire employee lifecycle including:

  1. Attraction – positioning the Faculty of Medicine in the recruitment market to attract the best candidates to positions; addressing challenges in defining the employee value proposition on a number of fronts (including location);
  2. Recruitment – addressing positions remaining vacant for extended periods; the challenges of embedding an understanding of the critical role that internal staff play as part of talent management and the recruitment process; and outlining expected behaviours and attributes of candidates in the recruitment process;
  3. Development – career development including leadership capability and development;
  4. Retention – succession planning; proactively managing the pipeline of talent to minimise the impact of the loss of key individuals in teaching and leadership roles;
  5. Separation – planning for the end of career, managing performance, misalignment of expectations and capability; and
  6. Maintaining linkages with staff alumni and capitalising on opportunities for alumni to be re-engaged at a future time or to serve as ambassadors or return as staff members in new roles at UQ and the Faculty.

Expected outcomes

Phase 1 of the Strategic HR Program Project will:

  1. Document the employee life cycle steps;
  2. Agree principles for talent management at each stage of the employee life cycle and for embedding strategic HR practices within the Faculty;
  3. Document practice in Faculty organisational units and map what is more broadly available across the University in relation to processes and strategies in place for the employment life cycle – particularly noting good practice, poor practice, inconsistencies and opportunities for collaboration/knowledge sharing; and
  4. Identify key priorities to enable development of an integrated program of strategic HR projects to address opportunities for improvement across the employee life cycle.

The design of a HR program of initiatives will be the key outcome of Phase 2.