The People Problem?

In an era of heightened expectations, economic challenge, and societal change, is it time to rethink the way universities approach their people?

Traditional HR structures have long been the bedrock of workforce operations – but in a sector where talent, culture, and purpose now carry new weight, are these systems still fit for purpose?

This isn’t a criticism of HR – far from it. It’s an opportunity to evolve. To transform established practices into people-led strategies that are more dynamic, human, and future-facing.

A well-crafted EVP doesn’t replace HR – it enhances it. It gives universities a way to connect with their people on a deeper level, champion shared values, and clarify what the institution really stands for – not just to prospective hires, but to current staff seeking purpose, belonging, and belief.

From recruitment and retention to engagement and performance, a compelling EVP builds bridges between university leadership, HR, and every part of the campus community. It turns operational frameworks into emotive connection that influences culture.

The question isn’t whether HR still matters – it’s how we ensure it evolves in ways that meet the expectations of modern talent, and reflect the higher calling of universities themselves. One of the most overlooked strengths of a strong EVP is its ability to connect with all staff – not just professional services or administration, but academics too. Often working independently, in deeply intellectual or research-driven spaces, academics can feel disconnected from institutional messaging or engagement efforts.

It provides a unifying narrative that respects individuality while reinforcing shared purpose, helping to build deeper connection, alignment, and even pride among those who might otherwise feel at the periphery of culture conversations.