Skip to main content

Personnel Office - Management Arrangements

Message from the Registrar

Donald Beaton will be leaving the University at the end of June to take up the position of University Secretary (Head of Administration) at Kingston University. This is an opportunity for Donald to broaden his expertise into general University management and to build on the experience he has gained as HR Director at both St Andrews University and Warwick.

There will be time in the coming months to appropriately express our appreciation of Donald's time at Warwick but needless to say he has made a significant contribution to the University and to moving forward what has been a very challenging HR agenda over the last few years.

Meanwhile I wanted to let people know what the arrangements will be to cover Donald's post in the interim period until a new Director is appointed.

I have asked Jo Horsburgh to take the Acting Director of HR role with effect from the 1st July 2006. Jo will retain her existing responsibility for Payroll and Expenses and support the process improvements in these areas.

Jo will be supported by Chris McClelland as HR Operations Director who will be Jo's recognised deputy and will pick up operational responsibility for Warwick Medical School, HRI and Warwick Business School during this period.

Jane Hodge will additionally support as Assistant Director of HR, covering the academic processes and the ongoing work on quality and workflow in addition to supporting the Framework Agreement and assisting Chris on handling operational cases.

We have a particularly challenging HR agenda over the coming months with the continuation of the negotiations on the Framework Agreement and the requirement to manage the University's response to the current AUT action. I have therefore taken the decision for Jo to focus on the core HR activities as Acting Director and have asked Paul Greatrix, Deputy Registrar, to take on the management of the Centre for Academic Practice (CAP) and Occupational Health during this interim period. The close working relationships between HR, CAP and Occupational Health will obviously continue on a day to day basis.

As outlined in last year's ASDAR report the current challenges facing HR are:
  • Modernising HR practices - including the implementation of the Framework Agreement
  • Meeting the academic practice agenda being rolled out by the Higher Education Academy and the University's teaching and learning strategy
  • Improving career and management development mechanisms
  • Responding to significant legislative changes in HR, equal opportunities and health and safety

Jon F Baldwin
University Registrar