Regional Human Resources Business Partner

International Schools Partnership Limited•Edmonton, AB

5d•Hybrid

About The Position

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 for their schools 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.

Requirements

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

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, disciplinary actions.
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.
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.
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.
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.
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.
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.