Human Resources Business Partner

International Schools Partnership-posted 3 months ago
United States, AK
5,001-10,000 employees
Religious, Grantmaking, Civic, Professional, and Similar Organizations
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The Regional HR Business Partner serves as a strategic business partner to both the regional team and schools. They are responsible for ensuring the effective delivery of seamless HR guidance and support across their region in alignment with local cultural and legal contexts. Reporting to the Regional MD, and working with the Group Head of People Operations, DCOO, DCLO and RLD, the Regional HRBP will develop and deliver a regional people plan that is fully aligned with ISP's School of Choice, global people strategy and regional priorities, driving business goals and supporting school leadership teams. This role supports workforce planning, talent development, performance management and organisational design to ensure optimal staff engagement, operational excellence and a focus on continual improvement.

  • Partner with the Regional leadership team and Principals / Heads of School to ensure HR activities support the region's growth and operational priorities.
  • Provide insights on performance, talent management, skills gaps and development needs and succession planning to inform the region's workforce 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 the region.
  • Provide expert guidance on complex employee relations matters such as grievances, disciplinary actions.
  • Drive high proficiency across all system process and capability requirements, promote end-users engagement with Workday and ensure that HR and line managers are capable across the whole employee lifecycle.
  • Ensure all HR processes and activities 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.
  • Collaborate with the ISP Central team on compensation, benefits and HRIS processes.
  • Ensure a comprehensive approach to safer recruitment across the region, fully aligned to ISP standards and underpinned by a commitment to upskilling own knowledge and sharing learning and initiatives with the region and schools.
  • 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.
  • Lead the regional implementation of ISP Group talent acquisition strategies and practices.
  • Drive best practice in performance management across the region, ensuring the performance review process is consistently implemented, with a focus on goal-setting, continuous feedback, and employee development.
  • Collaborate with global and 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.
  • Ensure that amazing learning and performance impact is recognised and celebrated across the region.
  • 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 senior leadership and Learning & Innovation colleagues 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 and maintaining a regretted loss rate of under 5%.
  • Drive the design and execution of tailored development initiatives, 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 the wider region and division.
  • Promote ISP's employer brand and purpose in the region, 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 the school, ensuring all employees feel respected, valued, and included in the school community.
  • 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.
  • 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
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