Description

ISP School Head of HR

Purpose of Role

Act as a generalist and authority of all Human Resources matters in the school, complying with local, regional, and global objectives, with focus in the employee start to end process: recruitment, talent management, culture, payroll and legal/labour regulations among others, ensuring the correct use of the HR systems.

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 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.

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

ISP School Head of HR Key Responsibilities

Recruitment

• Create and update job descriptions aligned to the schools’ needs and safeguarding policy.
• Use of Jobvite and posting of positions, to identify and filter candidates that fit, both in qualifications as with ISP philosophy.
• Work closely with the Head of School and Leaders to organize interviews and shortlist effectively, optimizing times of recruitment.
• Follow-up and communication with candidates – successful or not – to ensure the reputation of the school.
• Ensure the compliance of the Safe recruitment policy, promoting it with all leaders.
• Ensure the compensation package offered is aligned to the amount approved in budget and the type of contract is aligned with the positions and needs of school.
• Support candidates, as applies, considering when they are foreigners for working visas, accommodation, pick up from the airport, among others.
• Promote ISP and the school as Employer of Choice.
  
  

Onboarding

• Give the new hires an onboarding presentation of ISP and the school, to clarify expectations, present benefits, and clear out any inquiries.
• Ensure the new hire has been given the tools required for his/her job.
• Ensure the new hire’s leader spends time and explains expectations to the employee, setting goals in the HR systems.
• Give follow-up to the new hires and leaders to encourage the best performance and clarity of tasks to promote successful hires.
• Maintain an open communication with new recruits and support the transitions (as applicable).
  
  

Talent Management

• Ensure the goal setting and reviews in Cezanne, promoting leaders to act as coaches and mentors of their teams.
• Along with Leaders, promote talent development, identifying strengths and support needed.
• Promote and support the evaluation of employees and leaders, being aware of internal growths that can be made.
• Promote a feedback culture to reinforce employees in getting better.
• Support employees and leaders in solving people conflicts.
• CPD – assist leaders in any courses that can improve their of their team’s knowledge to reinforce quality and amazing learning experience.
  
  

HR Systems

• Ensure the correct and updated use of the ATS and HR system preaching by example and with all employees.
• Maintain data in systems updated including salaries, addresses, emergency contacts, etc.
• Comply with all HR systems process, from uploading a new employee, annual appraisals, absences and leaver process, to ensure the collation of useful data and action plans.
  
  

Payroll and Compensation

• Ensure the bi-monthly/monthly correct amount payments of employees, including any additional amounts that need to be considered as well as any deductions that need to be made.
• Explain the compensation concepts/payslips to employees when requested.
• Maintain updated all compensation concepts per employee in the HR system.
  
  

Culture

• Promote a happy and safe environment with all staff, promoting the ISP and School philosophy.
• Ensure the response of the Staff NPS and Annual Survey, and create action plans per school to improve satisfaction.
• Support in any issues that may impact the culture, for both leaders and employees.
• Propose and implement actions to reinforce a positive culture, such as cards/cake for employees’ birthdays, Christmas parties, team-buildings and/or other activities.
• Maintain an open culture with all employees so they feel comfortable to talk to HR when needed.
  
  

Labour Relations and Legal requirements

• Follow the dismissal procedures established considering the departments/people involved.
• Guide and support in any dismissal processes to ensure it is done fairly and in a human way.
• Ensure the compliance of legal labour requirements and ISP policies in all employees.
  
  

Skills, Qualifications And Experience

• At least 2 years in a generalist role of HR.
• Languages (English + local language bilingual proficiency).
• Proficient in general computer use and quick learning in IT systems.
• General local labour legislation knowledge.
• Networking & positioning of the HR department with all school staff.
• Strong Ethics, negotiation, and conflict management.
• Empathy, kindness, understanding and excellent customer service.
• Time management to meet deadlines and ability to multi-task.
• Leadership skills to influence and communicate effectively.
  
  

ISP Leadership Competencies

You consistently demonstrate and role-model the ISP Leadership Competencies in all that you do.

• Collaboration. Takes an active part in leading their school or region; is cooperative and a genuine team player, developing positive, supportive relationships with colleagues to solve problems and maximise opportunities.
• Learning & Getting Better. Continually demonstrates personal commitment and passion for learning and getting better using evidence and feedback; supporting others in their continual learning, development and growth.
• Innovation Leadership. Is good at creating an environment where ideas for learning initiatives and services are generated and is able to motivate and inspire others through the process of creation through to completion.
• Outcome driven. Can be counted on to find solutions. Is consistently looking to exceed goals and is focused on KPIs.
• Resilience. Can deal with setbacks and challenges calmly and effectively.
• Community Focus. Is committed to meeting and exceeding the needs and expectations of our students and their families.
• Integrity & Ethical Management. Has the ability to work ethically and with integrity; helps others feel valued; upholds and models the ISP Vision, Purpose, and Principles.
• Leading & Inspiring Others. Supports, encourages, and inspires students, colleagues, and teams so that they give their best.
• Understanding People. Is a very good judge of talent, can objectively articulate the strengths and motivations of people inside or outside the organisation.
• Influencing & Communication. Consistently informs, influences, and inspires students, parents, and colleagues through timely and effective communication.
• Agile. Responds and adapts to changing circumstances; manages and solves problems by providing solutions in a climate of ambiguity.
• Strategic, Commercial & Financial Awareness. Has the ability to apply understanding of the business and industry to improve effectiveness and profitability.
• Planning & Decision Making. Makes decisions on the best course of action and then plans, organises, prioritises and balances resources to achieve the desired outcome.
• Diversity & Equity. Has the sensitivity, awareness, and skill to understand the values, behaviours, attitudes, and practices across cultures that supports all children and adults to learn and work effectively.
  
  

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 and satisfactory Criminal Background Checks or equivalent covering the previous 10 years’ employment history.

ISP Commitment to Diversity, 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.