Congratulations to them, and to the fantastic runners-up and shortlisted teams in all awards categories.
WINNERS
Human Resources & Organisation Development
The University of Stirling has transformed our Academic Promotions approach, embedding fairness, transparency, and strategic alignment to support talent development and long-term institutional success. This work has driven cultural change - ensuring promotions are recognised as a key enabler of career development and progression.
Through our data-driven, continuously evolving approach, we proactively review detailed promotions data and commit to regular debriefs to refine the approach, ensuring it remains responsive, equitable, and aligned with institutional goals. Through enhancing our academic promotions approach, we have:
•Increased successful applications from 88% (2020) to 95% (2024)•Achieved a 5.2% rise in female academic leaders (2018 – 2024)
•Contributed to reducing our gender pay gap from 18.7% (2020) to 13.9% (2024)
•Driven a 20% increase in promotion applications from female staff, with 51% of successful promotions awarded to women(2022/23).
Our individual-centred approach ensures that merit is the defining factor in career progression, with promotions awarded at the appropriate level based on achievement. By integrating structured feedback, holistic criteria, and tailored support, we have created a model that is replicable across the sector.
This initiative demonstrates how a strategic, inclusive, and continuously improving promotions approach can drive meaningful organisational change, enhance academic careers, and contribute to sustainable institutional success.
RUNNERS-UP
Coventry University - Transforming Together: The People Team’s Impact on Creating a Global Education Group
SHORTLISTED IN THIS CATEGORY
Middlesex University: Middlesex University Continuous Improvement Toolkit
Ulster University: Pathway to Permanency – transforming the working lives for our fixed term staff
University of Warwick: University of Warwick: Developing a Coaching Culture using Operational Coaching®
WINNERS
Organisational Development
King’s College London (KCL) overhauled its learning and development (L&D) strategy to address low staff satisfaction, limited career progression, and high attrition. Previously reliant on external providers, KCL leveraged its Business School’s expertise and transitioned to hybrid learning, increasing training interventions from 600 to 7,400 annually whilst maintaining existing budgetary requirements.
The introduction of four targeted development pathways enhanced career growth, boosting internal promotions by 20% and reducing attrition from 10% to 6%. Diversity and inclusion initiatives helped narrow the gender and ethnicity pay gaps by 4.4% and 4.6%, respectively. Staff satisfaction with L&D more than doubled, and a £3.20 return per £1 invested demonstrated financial sustainability.
By improving accessibility, efficiency, and effectiveness, KCL has set a benchmark for higher education institutions, fostering a more engaged, skilled, and diverse workforce while strengthening its long-term organisational success.
RUNNERS-UP
University of Strathclyde - Strathclyde: People Policy Forum
SHORTLISTED IN THIS CATEGORY
Edge Hill University: Women's Health and Wellbeing Strategy
Kingston University: Town House Strategy - People Plan
University of Derby: Tangibly and Measurably Shifting Culture
WINNERS
EDI Team
Through its ambitious Inclusive & Diverse Culture and Great Place to Work strategies, the University is fostering a thriving community that drives meaningful change locally, regionally, and globally.
A cornerstone of this commitment is the development of the University’s flagship Inclusive Leadership Model - a bespoke framework designed to reflect its unique environment.
This model underpins Intentional about Inclusive Leadership (IAIL), a pioneering training programme built on five key principles: Empowerment, Authenticity, Collaboration, Fairness, and Valuing Diversity. Initially created for the leadership community, IAIL has since expanded to all employees, reinforcing a culture where inclusive leadership is embedded at every level.
The programme led to a measurable cultural shift within the institution, with increased representation across key colleague demographics, who also have increased engagement and positive perceptions of the University. Externally, the work has been recognised as best practice – further cementing our already strong employee value proposition, enabling us to be even more competitive in a crowded recruitment market.
RUNNERS-UP
Edge Hill University: Supporting new mothers after maternity leave
SHORTLISTED IN THIS CATEGORY
Canterbury Christ Church University: Co-Creating a New Approach to Equality Impact Assessments
University of Exeter: Future Leaders and Innovators Graduate Scheme: the diverse leadership talent pipeline
Ulster University: Returning Carers’ Scheme
WINNERS
People Team
Transforming Recruitment: A Strategic, Data-Driven Approach
Faced with rising costs, inefficiencies, and inconsistencies in recruitment, our HR team implemented a strategic, commercially focused resourcing model that has transformed how we attract, recruit, and reward talent. Moving away from a transactional, agency-reliant process, we established a centralised in-house recruitment function, improving efficiency, financial sustainability, and candidate experience.
Key achievements include:
£432K in cost savings within 12 months through reduced agency reliance and targeted recruitment campaigns.
Offer acceptance rates increased to 97% by embedding a total reward approach.EDI integration, with real-time data monitoring ensuring more diverse and inclusive hiring.
A cultural shift, with hiring managers now collaborating strategically on workforce planning.Improved vacancy control, reducing like-for-like replacements and ensuring recruitment is future-focused and cost-effective.
Salary forecasting capabilities, enhancing workforce and financial planning.
This transformation highlights HR’s role as a strategic enabler, aligning recruitment with organisational sustainability and workforce diversity, and ensuring we attract and retain the talent needed to support Coventry University Group’s long-term success.
RUNNERS-UP
University of Birmingham: University of Birmingham Apprenticeship Scheme
SHORTLISTED IN THIS CATEGORY
University of East London: UEL Shared Success Award: Transforming Recognition and Performance
University of Oxford:University of Oxford – Pay & Conditions
WINNERS
Organisational Development, People Services
At Cardiff Met we are proud to put the wellbeing of our students, our staff and all of our communities at its core. We recognise that to continue to be outstanding in our field, we need to ensure that we look after our people so that we give them the tools and opportunities needed to build resilience, access support and drive excellent performance.
Our wellbeing offering aims to do just this- by being creative, proactive and visible we support our people to be the best they can be. There is always more we can do; however, we are flexible and approachable, encouraging our staff to support one another- whether that be through their role as Mental Health First Aiders, engaging in our seasonal wellbeing events or by just creating spaces and opportunities for people to talk without the fear of judgement.
Ever since the COVID19 pandemic we’ve embraced the fact that our employees have different needs, different ways of working and also different challenges. Our wellbeing offering has therefore tried to ensure that people have the support they need to perform at their best and that we will always aim to remove any barriers to their wellbeing which impact this.
RUNNERS-UP
University of Sussex: Sussex Wellbeing Festival
SHORTLISTED IN THIS CATEGORY
University of Cambridge: Staff Wellbeing
The University of Surrey: The University of Surrey’s Wellbeing Programme
WINNERS
Leeds Trinity University People and Culture Team
This innovative project set out to modernise HR process using machine learning to reduce subjectivity, save administrative time and improve quality outcomes, overcoming financial and resource constraints, and providing students with valuable real-world research experience.
An example of co-creation between Professionals, Academics and students coming together to foster cross-disciplinary innovation and developing an AI-driven tool applicable across the HE sector. Key achievements include accessing alternative funding streams to drive innovation, establishing the use of AI to augment an HR process, potentially across multiple sectors (including NHS where resources are limited), as well as enhancing student’s learning and the university’s reputation.
RUNNERS-UP
Durham University: Digital Capabilities Project
SHORTLISTED IN THIS CATEGORY
University of Surrey HR: Embracing AI for innovation
NTU HR Team
The NTU HR team has effectively driven the "Empowering People" theme of the University strategy, promoting collaboration, innovation, and disruption to benefit both staff and students. Their initiatives have helped NTU adapt and succeed in the evolving higher education (HE) landscape. A key achievement was stepping into local collective pay bargaining, adopting a total reward approach to improve negotiations on pay, benefits, and rewards. Partnership working with trade unions led to agreements, ensuring stability for colleagues and the University.
The HR team also introduced a market-based reward framework, incorporating feedback from employees and offering tailored benefits such as an EV car scheme and alternative retirement plans. Financial efficiencies developed and delivered by the HR team supported the University’s overall financial sustainability.
To support career development, NTU launched the Career Compass and "Talking Talent" pilots in 2024. They also expanded mentoring schemes and student placements, promoting inclusion and diversity. Leadership was empowered with new HR tools like dashboards and case management systems, improving team engagement and decision-making.
Commitment to continuous improvement was evident through refined HR processes, the introduction of a Lean Toolkit, and internal opportunities for staff development, enhancing both individual skills and organisational growth.
RUNNERS-UP
Coventry University: People Powered 2030 – Emphasizing HR’s role in driving the Group’s 2030 strategy.
SHORTLISTED IN THIS CATEGORY
The University of Northampton: Together We Transform: A Collaborative Change Agenda
WINNERS
Anna's journey at London South Bank University (LSBU) showcases her dedication and exceptional skills. Starting as an international student from Poland, she quickly transitioned from a graduate to a Recruitment Assistant, where her strong work ethicand adaptability stood out.
Over four years, Anna built a reputation for making a significant impact, developing expertise in areas like UKVI and HRIS, and contributing to key projects. In 2022, she embraced the challenge of becoming the Employment Services Team Leader, using her technical skills and natural coaching style to build a high-performing team.
Anna's meticulous approach led to improved assurance ratings in three external audits, including a "substantial" rating for UKVI compliance. Her contributions have been widely recognised, including winning an outstanding individual award for behaviour modelling and being acknowledged for her work on mapping Customer Journeys.
Anna's dedication to self-improvement and knowledge sharing, along with her active engagement in various networks, highlights her commitment to excellence. Without Anna, the HR team and the wider organisation would miss her agile leadership, operational effectiveness, and the positive, supportive environment she fosters. Her empathy, insight, and ability to drive discretionary effort make her an invaluable asset to LSBU.
RUNNERS-UP
University of Birmingham: Charlotte Bowles
SHORTLISTED IN THIS CATEGORY
University of Kent: Loretta Finch
University of Lincoln: Helen Rice
Thank you to everyone that submitted an application this year. While not every entry can win, we hope you gained significantly from the opportunity to think about and put on paper the nature of the achievement, embedding those learnings for next time. The nomination process for the UHR Awards for Excellence in HR 2026 will be open early in the New Year.
Learn more about the winning projects and teams from the UHR Awards 2024.
Learn more about the winning projects and teams from the UHR Awards 2023.
Our 2022 Award winners included an inspiring set of projects and teams and just as every year there was much for the UHR community to learn.
The winners of the UHR Awards for Excellence in HR 2021 were announced at UHR’s 2021 Conference, themed ‘Refreshing HR’, on Wednesday 12 May 2021.
