HR Excellence in Research

The Human Resources Strategy for Researchers (HRS4R) is a European Commission initiative designed to support research institutions and funding organizations in the implementation of the principles of the European Charter (formerly Charter & Code) for Researchers in their policies and practices. 

The European Charter for Researchers is a set of principles underpinning the development of attractive research careers to support excellence in research and innovation across Europe. The Charter focuses on the rights and responsibilities of researchers, employers, funders, and policy makers. It consists of 20 key principles, classified under the following four thematic pillars:

  • Ethics, Integrity, Gender, and Open Science;

  • Researchers’ Assessment, Recruitment, and Progression;

  • Working Conditions and Practices;

  • Research Careers and Talent Development.


In 2023, the European Commission adopted the revised European Charter for Researchers, which reduces the number of its principles while maintaining the same four thematic pillars and reflecting evolving priorities such as open science, research integrity, and career development. To date, nanoGUNE has aligned its policies with the former Charter & Code, based on 40 principles, and is currently in a transition phase towards this updated framework. 

HRS4R culminates in the recognition of “HR Excellence in Research” by the European Commission to institutions that have made progress in aligning their HR policies with the principles set out in the Charter for Researchers. 

In November 2019, nanoGUNE was awarded the “HR Excellence in Research” distinction. This recognition followed an initial phase that had begun in 2017 with nanoGUNE's endorsement of the former Charter & Code and continued with a comprehensive gap analysis and the development of our first Action Plan, which set out concrete measures to address the identified areas for improvement.

During the subsequent implementation phase, nanoGUNE actively worked on the implementation and monitoring of these actions, successfully undergoing the interim evaluation process. This period included the revision of the Action Plan, as well as a new internal assessment carried out in 2023, which allowed us to evaluate the progress made and define new priorities.

In the context of the award renewal process launched in 2024, nanoGUNE further strengthened its commitment by submitting an updated Action Plan, together with a revised Open, Transparent, and Merit-based Recruitment (OTM-R) policy and the corresponding OTM-R checklist (see documents below). These updates reflect the center’s ongoing commitment to ensure transparency, fairness, and excellence in our recruitment practices.

The current phase focuses on the implementation of this updated Action Plan and the preparation for the external evaluation, including the upcoming site visit by the European Commission, as part of the continuous HRS4R process:

 

HRS4R at nanoGUNE

Initial Phase (2017–2021)

  • Endorsement of the Charter & Code (2017).
  • Development and implementation of the first Action Plan (2018).
  • Awarded the "HR Excellence in Research" logo (2019).
  • Internal gap analysis and implementation of corrective measures.

Implementation Phase (2021–2024)

  • Internal assessment (2021) and first visible results.
  • Implementation of the revised Action Plan.
  • Successful completion of the European Commission's interim evaluation.
  • New OTM-R policy and OTM-R checklist (2024). 

Award Renewal Phase (2024–present)

  • Renewed of the HRS4R Committee.
  • Implementation of the updated Action Plan.
  • Preparation for the site visit by assessors appointed by the European Commission.

Involved Working Groups

Since the beginning of the process, nanoGUNE has involved representatives from all staff categoriesto ensure that the Action Plan is developed through a collaborative approach.

The HRS4R Committee is currently led by the Finance & HR Director and the Admin & HR Assistant, who coordinate the overall strategy. The committee also includes:

  • One Group Leader 

  • One Postdoctoral Researcher 

  • One Predoctoral Researcher  

  • Outreach Manager and Gender Equality Coordinator

  • Projects Manager 

What has HRS4R Brought Us?

Implementing HRS4R has provided an excellent opportunity to reflect on the many initiatives we have been developing over the years. It has also helped us recognize many existing actions and activities that often go unnoticed in day-to-day work. 

This process has highlighted the wide range of measures  already in place to ensure that researchers are recruited based on fair, transparent, and merit-based principles, feel welcomed, supported, and fairly treated. It has also strengthened our commitment to fostering a positive working environment and supporting researchers’ professional development through training opportunities aimed at enhancing their knowledge, skills, and competencies.

Looking Ahead

With our new 2024–2026 Action Plan, nanoGUNE will continue to promote:

  • Training and professional development opportunities

  • Safe and healthy working conditions 

  • Inclusive, participatory, and ethical policies

 

 

Organization chart

The global management and organization of nanoGUNE are described in the organization chart.

Funding Agencies

Since its foundation in 2006, nanoGUNE has obtained an important amount of competitive funding from the local Governments, Industry, and the European Union.