Section for HR Joint Services

The section has overall responsibility for ensuring that the recruitment processes at UiB comply with applicable legislation. The unit works on routine development, leadership support, and consulting units at the university in personnel administration. 

Service agreements

The section functions as local HR for faculties and departments with service agreements (JUS, KMD, UB), with separate contact persons for each of these units. We follow up the service agreements together with the other sections in the HR department.

International HR, is the first line for HR at local level in matters related to international recruitment. This includes residence permits, preparation of contracts for local employment outside Norway, reporting of tax and social security conditions abroad, as well as responsibility for the implementation of three-stage reception courses for international employees.

We are a second-line service for international employees and offer individual meetings when needed. The unit assists researchers in planning foreign mobility, provides information about stays abroad, and prepares contracts for teleworking abroad.

The section has the secratariat function for the Gender Equality Committee at UiB. The purpose of the committee is to promote real equality at the university in relation to all the grounds for discrimination protected by anti-discrimination legislation. The committee also has access to and the right to express opinions in appointment cases and can comment on curricula and the establishment of new subjects.

Challenges and measures to promote equality and combat all forms of discrimination are described in the Action Plan for Diversity, Inclusion and Equality 2023 - 2025. The plan must also be seen in the context of plans that deal with the working environment, internationalisation and universal design.

The section works to contribute to work inclusion at the University and in society in general. HR Shared Services ensures collaboration across the organization on work inclusion – to prevent long-term sick leave and drop-out. The unit prioritises preventive measures and follow-up measures that can improve the working environment and increase work inclusion. Activities that prevent drop-out and reduce sickness absence are incorporated as a natural part of the employer's tasks at all levels of the organization.

The group for documentation and system management has a main responsibility for HR's user support and coordinates the HR system for administrative responsibility.