HR Business Partner

Job Description

ISP HR Business Partner (HRBP) Role Profile

Purpose of Role

ISP HRBP Key Responsibilities

Partnership with Regional Head of HR Business Partnering and School Leaders

• Partner with the Regional Head of HR Business Partnering and Principals/Heads of School to ensure HR activities across their schools support the region’s growth and operational priorities.
• Provide insights on performance, talent management, skills gaps and development needs to inform workforce planning, succession planning and organisational design.
• Leverage Workday to track key HR metrics such as employee turnover, engagement, cost per hire, and training hours, transforming this data into actionable insights to inform and guide HR strategy decisions across their schools.
• Provide expert guidance on complex employee relations matters such as grievances, disciplinary actions.

Systems, Policies and Processes

• Drive high proficiency across all system process and capability requirements, acting as a digitally astute professional who champions data-driven and technology-enabled ways of working.
• Promote end-users engagement with Workday and ensure that HR, line managers and end-users are capable across the whole employee lifecycle.
• Ensure all HR processes and activities within their schools comply with local employment laws and ISP Group policies and are reviewed and updated promptly to reflect changes in legislation and best practices across the region.

Safer Recruitment and Talent Acquisition

• Ensure a comprehensive approach to safer recruitment across their schools, fully aligned to ISP standards and underpinned by a commitment to upskilling own knowledge and sharing learning and initiatives with their schools and people managers.
• Uphold high recruitment standards that are rigorous, professional, and compliant with ISP guidelines and processes, thereby fostering a fair, transparent, and positive candidate experience at every stage of the hiring journey.

Performance Development and Growth

• Drive best practice in performance management across their schools, ensuring the performance review process is consistently implemented, with a focus on goal-setting, continuous feedback, and employee development.
• Collaborate with regional HR and L&I to implement core learning and development programs, ensuring alignment with business needs and creating a strong pipeline for talent development at all levels.

Recognition and Reward

• Ensure that amazing learning and performance impact is recognised and celebrated across their schools.
• Stay informed on market salaries and reward practices to support benchmarking efforts for existing and new roles and collaborate with finance and leadership teams to execute the annual salary review process.

Talent Management and Development:

• Play a key role in the regional OMR talent review and succession planning process, working closely with School Principals, the Regional Head of HR Business Partnering and Regional Learning Director to identify and develop top talent in their schools in line with ISP’s global approach, guiding, challenging and advising leaders as appropriate.
• Leverage data-driven strategies and the Workday Talent Optimisation module to inform talent decisions, enabling internal mobility throughout the region and beyond and maintaining a regretted loss rate of under 5%.
• Drive the design and execution of tailored development initiatives in their schools, ensuring 100% of high-performing and high-potential employees have bespoke development plans documented in Workday, with ongoing line manager engagement and follow-up.

Employee Experience and Culture

• Champion employee engagement by leading survey feedback discussions, facilitating collaborative action planning, and promoting the sharing and celebration of local initiatives across their schools.
• Promote ISP's employer brand and purpose in their schools, creating initiatives founded on feedback that improve the employee experience and drive physical and mental wellbeing.
• Foster a culture of belonging by embedding ISP’s DEIB commitment across their schools, ensuring all employees feel respected, valued, and included in the school communities.
• Support new school onboarding, organisational change and transformation initiatives, ensuring alignment with business objectives whilst preserving and strengthening ISP’s employee experience and culture throughout periods of growth and transition.

Key Skills

• HR business partnering
• Commercial acumen
• People analytics
• Talent management
• Performance development
• Employee and labour relations
• Organisational design
• Change management
• Cultural awareness
• Diversity and Inclusion
• HR project management
• Coaching techniques
• Human Resource Informaton Systems (HRIS)
• Reward recognition
• Employee engagement

Pay Range: We anticipate the salary range to be $100,000-$120,000 An individual’s compensation can vary based on several factors which include, but are not limited to, geographic location, experience, training, education, and local market conditions.

Benefits: We offer a benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.

E-Verify Participation: ISP U.S. participates in E-Verify and will provide the Federal Government with your form I-9 information to confirm that you are authorized to work in the U.S.

ISP Principles

Begin with our children and students. Our children and students are at the heart of what we do. Simply, their success is our success. Wellbeing and safety are both essential for learners and learning. Therefore, we are consistent in identifying potential safeguarding

and Health & Safety issues and acting and following up on all concerns appropriately.

Treat everyone with care and respect. We look after one another, embrace similarities and differences and promote the well-being of self and others.

Operate effectively. We focus relentlessly on the things that are most important and will make the most difference. We apply school policies and procedures and embody the shared ideas of our community.

Are financially responsible. We make financial choices carefully based on the needs of the children, students and our schools.

Learn continuously. Getting better is what drives us. We positively engage with personal and professional development and school improvement.

ISP Commitment to Safeguarding Principles

ISP is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. All post holders are subject to appropriate vetting procedures, including an online due diligence search, references and satisfactory Criminal Background Checks or equivalent covering the previous 10 years’ employment history.

ISP Commitment to Diversity, Equity, Inclusion, and Belonging

ISP is committed to strengthening our inclusive culture by identifying, hiring, developing, and retaining high-performing teammates regardless of gender, ethnicity, sexual orientation and gender expression, age, disability status, neurodivergence, socio-economic background or other demographic characteristics. Candidates who share our vision and principles and are interested in contributing to the success of ISP through this role are strongly encouraged to apply.