HR Business Partner

ISP HR Business Partner (HRBP) Role Profile The HR Business Partner serves as a strategic business partner to their cluster of schools. They are responsible for ensuring the effective delivery of seamless HR guidance and support across their schools in alignment with local cultural and legal contexts. Reporting to the Regional Head of HR Business Partnering and working closely with School Principals, SLT and line managers, the ISP HRBP will develop and deliver a people plan that is fully aligned with ISP’s School of Choice, global people strategy and local priorities, driving business goals and supporting school leadership teams. This role supports workforce planning, talent development, performance management and organisational design to ensure optimal employee engagement, operational excellence and a focus on continual improvement. Key Responsibilities 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 and disciplinary actions. Drive high proficiency across all system processes and capability requirements, acting as a digitally astute professional who champions data‑driven and technology‑enabled ways of working. Promote end‑user engagement with Workday and ensure that HR, line managers and 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 legislative changes and best practices across the region. Ensure a comprehensive approach to safer recruitment across their schools, fully aligned to ISP standards and underpinned by a commitment to upskilling knowledge and sharing learning with schools and people managers. Uphold high recruitment standards that are rigorous, professional, and compliant with ISP guidelines and processes, fostering a fair, transparent and positive candidate experience at every stage of the hiring journey. 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 talent development pipeline at all levels. Ensure that 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. 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 the Regional Learning Director to identify and develop top talent 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 while 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. 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 schools, creating initiatives grounded in feedback that improve the employee experience and drive physical and mental wellbeing. Foster a culture of belonging by embedding ISP’s DEIB commitment across 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 while 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 Information Systems (HRIS) Reward recognition Employee engagement Pay Range We anticipate the salary range to be $100,000 – $120,000. Compensation can vary based on factors including 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. 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 of employment history. 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. #J-18808-Ljbffr