The current HR Strategic Plan, supporting LSE 2030, was created in May 2020. That plan was informed by consultation within HR (especially team leads who would have particular responsibilities for delivering elements of the plan) as well as a wider engagement with non-HR users. The 2020 plan aimed to capture how changes in the world of work during 2020-30 might affect HR’s priorities, policies and processes.
The Strategic Plan was reviewed and updated in readiness for the 2024/25 financial year in response to the ongoing experience of new ways of working, the Staff Survey and LSE positioning itself as an employer of choice following the financial reward package announced in March 2024.
At the same time as making updates to take account of LSE’s strategic position and workplace culture, the updated Strategic Plan also aims to anticipate further developments (both HEI-specific and the UK as a whole) within the timeframe of delivering LSE2030. Given that the wider economic environment is likely to remain challenging and unpredictable in at least the short to medium-term, the plan’s focus shifted in some areas to deliverables within the next 1-3 (rather than 4-6) years. In addition, this Strategic Plan acts as a starting point for work that is likely to begin across all LSE service functions on developing a new 5 year plan commencing from 1 August 2025 under the stewardship of the new President and Vice-Chancellor.
These pages provide a summary of the seven pillars that make up the Strategic Plan and the role of individual staff members, line managers, senior leadership and the HR Division in ensuring the Strategic Plan is being implemented. The different numbered sections on the landing page each contain a link to a Powerpoint showing the work underway within that pillar.
Further updates were made to the Strategic Plan prior to making a presentation to the HR Management Board (HRMB) in 2025. This included ensuring that the Plan reflected the most recent operational developments in HR, as well as working with identified non-HR users who provide an invaluable ‘external’ perspective as well as being familiar with many HR processes and practices.