Operational plan for the Human Resources Office

This is the operational plan for the HR Office 2025.

Remit and responsibilities

The HR Office provides strategic and operational support to the university management and core operations and is responsible for, standardises and manages employer policy and HR processes at KI. This includes areas such as labour law, work environment and health, recruitment of senior lecturers and associate professors, skills supply, salary management, local collective agreements and pension and insurance issues for employees.

Leadership development for a dialogue-based approach at all levels (A1)

  • Strengthening the Agency's management teams through management team development
  • Strengthen KI's managers through targeted initiatives in leadership development and trust-based leadership
  • Developing the appraisal process to better reflect dialogue-based approaches
  • Developing the induction process

Long-term and systematic work on dimensioning, recruitment and skills supply (C1)

  • Develop system support for the production of data to enable strategic skills provision
  • Establish and launch the "Strategic Skills Development Group", which will eventually decide on the creation of senior teaching posts
  • Development of the career ladder
  • Review of the merit requirements for teaching posts, the so-called 'ribs'

An efficient and quality-assured process for the recruitment of professors and lecturers (C2)

  • Review of the teacher recruitment process with the aim of shortening lead times

Streamlining and quality assurance of HR operations

  • HR/payroll system feasibility study
  • Review of the employee survey process
  • job structure review project

Coordination and development of the HR department's activities

  • Integrate the equal opportunities function
  • Further work on the internal organisation of the department
  • Develop the organisation of the Biosafety Committee based on the internal audit report

Environment focus area

  • In cooperation with environmental coordinators, integrate environmental, climate and sustainability work into training delivery
  • HR/Payroll system feasibility study
  • Implementation of pre- and onboarding and WinLAS

Overall responsibility in employer issues and payroll management, responsibility and operation of two gyms.

HR objects: Primula, Varbi, HR archive, HR pulse, Wondr, IA system, pre- and onboarding, WinLAS, KLARA.

44.

  • Academic employment
  • Labour law and health and safety
  • Skills supply
  • Payroll and controlling

SEK 80 000 000