Regional Human Resources Business Partner

Organisational design Cultural awareness Job Description Purpose of Role 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, Senior Leadership Teams (SLT) and line managers, the ISP HRBP develops and delivers a people plan for their schools that is fully aligned with ISP’s School of Choice, the 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 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 and 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 their 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, 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 Learning & Inclusion to implement core learning and development programmes, ensuring alignment with business needs and creating a strong talent pipeline at all levels. Recognition and Reward 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. 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 the 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 based on feedback that improve the employee experience and drive physical and mental well‑being. 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 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 Pay Range: We anticipate the salary range to be $100,000 - $120,000. Compensation can vary based on geographic location, experience, training, education and local market conditions. Benefits: We offer a benefits package for eligible employees that may 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 Form I‑9 information to confirm that you are authorized to work in the U.S. EEO Statement: ISP is committed to strengthening an inclusive culture by identifying, hiring, developing and retaining high‑performing teammates regardless of gender, ethnicity, sexual orientation, 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. #J-18808-Ljbffr