International Schools Partnership Limited
Human Resources Business Partner
International Schools Partnership Limited, Florida, New York, United States
Human Resources Business Partner – International Schools Partnership Limited
Description ISP Regional Lead HR Business Partner (HRBP) Role Profile
Purpose of Role 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 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.
ISP Principles
Begin with our children and students
– Our children and students are at the heart of what we do. Their success is our success. Wellbeing and safety are essential for learners and learning. We consistently identify safeguarding and Health & Safety issues and act and follow up on 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 make the most difference, applying school policies and procedures and embodying the shared ideas of our community.
Are financially responsible
– We make financial choices carefully based on the needs of the children, students and our schools.
Learn continuously
– Getting better drives us. We positively engage with personal and professional development and school improvement.
Key Responsibilities Partnership with Regional and School Leaders
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, turning data into actionable insights to guide HR strategy.
Provide expert guidance on complex employee relations matters such as grievances and disciplinary actions.
Systems, Policies and Processes
Drive high proficiency across all system processes and capability requirements, promote end‑user engagement with Workday and ensure HR and line managers can manage the entire employee lifecycle.
Ensure all HR processes and activities comply with local employment laws and ISP Group policies, reviewing and updating promptly to reflect legislative changes and best practices.
Collaborate with the ISP Central team on compensation, benefits and HRIS processes.
Safer Recruitment and Talent Acquisition
Ensure a comprehensive approach to safer recruitment across the region, aligned to ISP standards and underpinned by upskilling and sharing learning with the region and schools.
Uphold high recruitment standards that are rigorous, professional and compliant with ISP guidelines, fostering a fair, transparent and positive candidate experience.
Lead the regional implementation of ISP Group talent acquisition strategies and practices.
Performance Development and Growth
Drive best practice in performance management across the region, ensuring the 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 programmes, aligning with business needs and building a strong talent pipeline.
Recognition and Reward
Ensure learning and performance impact is recognised and celebrated across the region.
Stay informed on market salaries and reward practices, supporting benchmarking efforts for existing and new roles and collaborating with finance and leadership teams on the annual salary review.
Talent Management and Development
Play a key role in the regional OMR talent review and succession planning process, identifying and developing top talent in line with ISP’s global approach.
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 %.
Design and execute tailored development initiatives, ensuring all high‑performing and high‑potential employees have bespoke development plans documented in Workday with ongoing manager engagement.
Employee Experience and Culture
Champion employee engagement by leading survey feedback discussions, facilitating collaborative action planning and celebrating local initiatives across the region.
Promote ISP’s employer brand and purpose, creating initiatives founded on feedback to improve the employee experience and physical and mental well‑being.
Foster a culture of belonging by embedding ISP’s DEIB commitment across the school, ensuring all employees feel respected, valued and included.
Support new school onboarding, organisational change and transformation initiatives, aligning with business objectives while preserving the employee experience.
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
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, including an online due diligence search, references and satisfactory Criminal Background Checks or equivalent covering the previous 10 years’ employment history.
ISP 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. 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.
Seniority level : Mid‑Senior level
Employment type : Other
Job function : Human Resources
Referrals increase your chances of interviewing at International Schools Partnership Limited by 2x.
#J-18808-Ljbffr
Description ISP Regional Lead HR Business Partner (HRBP) Role Profile
Purpose of Role 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 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.
ISP Principles
Begin with our children and students
– Our children and students are at the heart of what we do. Their success is our success. Wellbeing and safety are essential for learners and learning. We consistently identify safeguarding and Health & Safety issues and act and follow up on 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 make the most difference, applying school policies and procedures and embodying the shared ideas of our community.
Are financially responsible
– We make financial choices carefully based on the needs of the children, students and our schools.
Learn continuously
– Getting better drives us. We positively engage with personal and professional development and school improvement.
Key Responsibilities Partnership with Regional and School Leaders
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, turning data into actionable insights to guide HR strategy.
Provide expert guidance on complex employee relations matters such as grievances and disciplinary actions.
Systems, Policies and Processes
Drive high proficiency across all system processes and capability requirements, promote end‑user engagement with Workday and ensure HR and line managers can manage the entire employee lifecycle.
Ensure all HR processes and activities comply with local employment laws and ISP Group policies, reviewing and updating promptly to reflect legislative changes and best practices.
Collaborate with the ISP Central team on compensation, benefits and HRIS processes.
Safer Recruitment and Talent Acquisition
Ensure a comprehensive approach to safer recruitment across the region, aligned to ISP standards and underpinned by upskilling and sharing learning with the region and schools.
Uphold high recruitment standards that are rigorous, professional and compliant with ISP guidelines, fostering a fair, transparent and positive candidate experience.
Lead the regional implementation of ISP Group talent acquisition strategies and practices.
Performance Development and Growth
Drive best practice in performance management across the region, ensuring the 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 programmes, aligning with business needs and building a strong talent pipeline.
Recognition and Reward
Ensure learning and performance impact is recognised and celebrated across the region.
Stay informed on market salaries and reward practices, supporting benchmarking efforts for existing and new roles and collaborating with finance and leadership teams on the annual salary review.
Talent Management and Development
Play a key role in the regional OMR talent review and succession planning process, identifying and developing top talent in line with ISP’s global approach.
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 %.
Design and execute tailored development initiatives, ensuring all high‑performing and high‑potential employees have bespoke development plans documented in Workday with ongoing manager engagement.
Employee Experience and Culture
Champion employee engagement by leading survey feedback discussions, facilitating collaborative action planning and celebrating local initiatives across the region.
Promote ISP’s employer brand and purpose, creating initiatives founded on feedback to improve the employee experience and physical and mental well‑being.
Foster a culture of belonging by embedding ISP’s DEIB commitment across the school, ensuring all employees feel respected, valued and included.
Support new school onboarding, organisational change and transformation initiatives, aligning with business objectives while preserving the employee experience.
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
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, including an online due diligence search, references and satisfactory Criminal Background Checks or equivalent covering the previous 10 years’ employment history.
ISP 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. 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.
Seniority level : Mid‑Senior level
Employment type : Other
Job function : Human Resources
Referrals increase your chances of interviewing at International Schools Partnership Limited by 2x.
#J-18808-Ljbffr