The Ombuds Blog: Comparing Ombuds and HR Roles

May 27, 2014

Comparing Ombuds and HR Roles

Dawn Sullivan, the senior staff specialist with the Rochester Institute of Technology Ombuds Office, published an article earlier this month on the differences between human resources and an Organizational Ombuds. Appearing in the NY Daily Record, the article explains that the "organizational ombudsperson and human resources are important strategic partners which do not duplicate, rather complement each other’s roles to help promote change and organizational success." (NY Daily Record.)

Related posts: RIT Ombuds Explains Role in Quelling Conflicts; Podcast Interview With RIT Ombuds.

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Organizational Ombuds

Organizational Ombuds serve as a confidential, independent, neutral and informal dispute resolution resource for a specific entity. They are accessible to a defined population and can advocate for fairness. These unique characteristics distinguish Organizational Ombuds from Classical Ombuds, mediators, arbitrators, and other alternative dispute resolution professionals. The term "Ombuds" is shorthand for "Ombudsman," "Ombudsperson" and "Ombuds Officer," which also are used widely.

Some other variants include:

Austria -- Ombudsstelle

Brazil -- Ouvidor

Croatia -- pravobranitelji

France -- médiateur/defénseur

Germany -- Ombudspersonen

Italy -- difensore

Netherlands -- ombudspersoon

Norway -- ombudet

Poland -- Rzecznik

Portugal -- provedor

Russia -- омбудсмен

Spain -- ombudsman organizacional

Sweden -- studentombud

Switzerland -- ombudsmann

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May 27, 2014

Comparing Ombuds and HR Roles

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