The People Experience department (VPH-PEXP) is committed to strengthening a stimulating, respectful, and inclusive work environment. From recruitment to career development, a personalized and human-centered approach supports each staff member throughout their professional journey.
Topics Covered
Working at EPFL
The People Experience department supports the recrutement processes of EPFL employees, including scientific, administrative, and technical staff. Take a look at our job opportunities.
Recruitment Process
At EPFL, recruitment is based on a clear and rigorous procedure designed to ensure fairness, transparency, and quality in hiring. This process is structured around several key steps, from identifying the need to integrating the recruited individual.
Appraisal, objective-setting and development
The appraisal, objective-setting and development discussion process aims to provide a space for dialogue, recognition, and forward planning. EPFL encourages its employees to take a moment to reflect on their career path, achievements, challenges, and aspirations.
Your professional journey
The People Experience department works closely with the People Operations department to address a wide range of issues related to HR inside EPFL. Find here the information and resources you will need from the moment you are hired until you leave the institution.
Reorganization of the PEXP department
The People Experience department (VPH-PEXP) will be reorganized in 2026 to better address the needs of EPFL, its staff, and its unit heads.
Why this change?
The central objective is to provide support that more effectively meets the expectations of the community. Concretely, this means:
- Establishing targeted expertise such as recruitment or job analysis
- Harmonizing practices to ensure greater transparency and fairness
- Providing increased support to management
- Assisting with complex situations to maintain a healthy and sustainable work climate
- Strengthening support on issues affecting doctoral candidates
- Developing guidance for career paths and internal mobility
Future structure
- Two Managers are defined for each type of scope: one dedicated to the Presidency and Vice Presidencies, the other to the Schools. These Managers act as senior references for complex and sensitive situations, bringing expertise, perspective, and fairness of treatment.
- Each Manager oversees a team of Partners, who maintain close ties with the units. These Partners are the primary contacts, ensuring service quality and continuity.
- Doctoral students will now be supported by a dedicated team, due to their dual status as employees and students, which requires specific attention. The team will handle all matters concerning PhD candidates, particularly special or complex situations, and will work closely with the Doctoral School. Professors will still be able to contact their dedicated Partners, who will liaise with this team if needed.
- Expertise is being strengthened:
- A Case Manager, in post since mid October 2025, is responsible for supporting issues related to long-term absences.
- A Recruitment Specialist will be integrated to standardize hiring processes, coordinate internal mobility, and facilitate transitions between positions.
- A Functions Specialist position will be created to ensure a fair classification structure. This role will be attached, in terms of governance, to the VPH Office.
Steps of this reorganization
- November 2025: information provided to EPFL Management, Associate Vice Presidents and Deans, the PEXP team, and VPH staff
- December 2025: decision by EPFL Management and communication to all staff via the Open Campus newsletter
- January 2026: start of implementation, opening of positions within the team
- Q1–Q2 2026: interviews and assignment of scopes and responsibilities
During this transition phase and until further notice, current scopes remain unchanged. Please refer to the contact list if needed.
