UKZN HR, Welcome to the Division of Human Resources Web Page. We trust you will find our new web site much more informative and user friendly. The Human Resources Division is established to support the university’s mission to be a high quality educational and research institution by providing leadership that assures efficient and effective management of the university’s human resources.
In collaboration with the university management, the Human Resources Division aims to recruit and retain diverse and highly qualified staff, facilitate organizational development and carry out training in order to enhance employee skills, performance and job satisfaction. The university emphasis is on creating an environment of empowerment and accountability.
An array of services and information on employment opportunities, benefits, policies and procedures applied at UKZN are provided to the university community on these pages to facilitate a pleasant and fruitful employment experience.
Please take a moment to explore our career postings and web-site to learn more about the UKZN and the many rewarding opportunities for professional and personal growth.

Human Resources Development (HRD)
Message from The Director : 
Human Resources Development

Welcome to Human Resources Development (HRD). The role of Human Resources Development is to enable the achievement of the University of KwaZulu-Natal strategy through targeted and effectives programmes aimed at the development and performance of individual employees and the institution as whole. HRD is a centre of excellence of HR Strategic and Organisational Development programmes aimed at positioning the University Of KwaZulu-Natal as an Institution of Choice for employees. We constantly strive for excellence in all programmes and systems in the drive to achieve the HR People Strategy. HRD also plays an advisory and consultancy role to senior management i.e. Executive members, Vice Chancellor, Deans & Directors in terms of people and organisational development processes. 
The Human Resources Development Department drives programmes that are aimed at the AttractionRetention & Engagement and Development of talent (all employees). Our programmes are delivered in three modes: 1) Through College/ Divisional HR; 2) Directly through HRD; 3) Collaboration with HR Rewards Services.

Achieving UKZN Strategy 2010 to 2016 through our People Strategy
I am very please to introduce our People Strategy towards 2016. It demonstrates our acknowledgement of the value we place on our people and our divulgence that people are the creators and shapers of our destiny – being a Premier University of African Scholarship.
This strategy provides an overarching framework within which our people processes, practices and policies; as well as human resources activities take place. It is intended to become an integral part of the way that we lead and review our success.
This strategy provides clarity to our People Definition of Victory (DoV), which defines the experience, and emotions we will have when we have reached destiny. This DoV is “United in Excellence” – it declares our confession that destiny will be achieved when we are united in excellence. The path towards being The Premier University of African Scholarship shall be fulfilling to all committed stakeholders.
People Strategy further communicate our Employment Value Proposition (EVP), which is the value our people and our university will receive for being employed at UKZN.
Beyond this, People Strategy outlines UKZN values, which describes what we stand for as an institution, as well as provides guideline and mirror for self evaluation. These values are embodied in our institutional principles namely:

  • collegiality
  • research-led and
  • academic freedom

These values are respect, excellence, accountability, client orientation and honesty – represented as R.E.A.C.H. As we R.E.A.C.H for excellence these values shall hold us together despite institutional and personal challenges. They shall enable us to embrace our rich diversity and continue to pursue destiny without any destruction.
The greatest part of this strategy is that it identifies key people challenges and provides solution by means of five (5) key people strategic objectives; as well as People Performance Index, which will enable us to conduct periodic Institutional Performance Review to determine the extent to which we are making progress towards being the Employer of Choice.
The strategic objectives provide a clear framework for delivering people practices within the University over the next five (5) years. The Human Resources Management Team will be responsible for ensuring that key HR objectives identified within this strategy are built into HR Delivery Plan and integrated into Individual Performance Agreements.
This strategy document provides the framework for making the very most of our people. I look forward to continuing to work with you all to make the vision a reality.


The University aspires to be a positively transformed institution based on a clear understanding of its goals for broad and comprehensive change underpinned by shared values. These values serve as a framework for all its endeavours.
Our behaviours and actions will demonstrate the following:

  • Respect: we undertake to promote mutual respect, courtesy and inclusion of each other as equal.
  1. we value and listen to each person’s view
  2. we accept each others cultural differences
  3. we are courteous in our dealings and interactions
  4. we include others and invite them to participate in issue of interest to all
  • Excellence: we undertake to display quality, leadership and energy in all we do.
  1. commitment to our  work all the time
  2. display enthusiasm during adverse situations
  3. speedily execute assignments and deliver greater results
  4. positive energy towards challenges in producing superior results
  • Accountability: we promise to be responsible and take accountability for our behaviour towards all our stakeholders.
  1. honoring obligations and expectations as a public institution
  2. being equally answerable and responsible for our team deliverable
  3. we take personal responsibility and accountability for our own development
  4. willingness to take responsibility for individual and team action (owning to outcomes).
  • Client Orientation: we undertake to constantly satisfy the needs of our clients.
  1. we partner with them to deliver
  2. we understand their business needs
  3. we exceed their performance expectations
  4. we deliver relevant people interventions to them.
  • Honesty: we deliver with integrity, steadfastly and adhere to good governance.
  1. walking the talk – just doing it right all the time
  2. being always able to deliver our commitment to all our customers
  3. fairness and straightforwardness of conduct in support of R.E.A.C.H.
  4. conduct and promote awareness of sound ethical practice in diverse society.