HR MANAGER

Key Responsibilities

1. Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment for academic, non-academic, managerial, and support staff positions.
• Partner with leaders to understand workforce requirements and develop staffing plans.
• Manage sourcing strategies through ATS platforms, job boards, referrals, social media, and recruitment agencies.
• Ensure efficient onboarding and induction of new employees.
• Develop and maintain talent pipelines for critical positions.
• Monitor recruitment metrics, hiring effectiveness, and time-to-fill targets.

1. HR Business Partnering

• Act as a strategic HR advisor to business leaders on people-related matters.
• Support organizational restructuring, manpower planning, and workforce optimization initiatives.
• Provide guidance on employee performance, engagement, and retention strategies.
• Facilitate change management initiatives and organizational transformation programs.

1. Employee Relations & Engagement

• Serve as a trusted point of contact for employee concerns and grievances.
• Promote a positive work environment through effective employee engagement initiatives.
• Conduct employee satisfaction surveys and implement action plans.
• Facilitate conflict resolution and maintain healthy employee relations.
• Support diversity, equity, and inclusion initiatives across the organization

1. Performance Management

International Schools Partnership - General Document

• Drive performance management processes, including goal setting, appraisals, and development planning.
• Coach managers on performance conversations and employee development.
• Monitor performance trends and recommend improvement interventions.
• Support succession planning and talent review activities.

1. Learning & Development

• Identify organizational and individual training needs.
• Design and coordinate training programs, workshops, and leadership initiatives.
• Evaluate learning effectiveness and recommend continuous improvement opportunities.
• Support career development and succession planning initiatives

1. Compensation, Benefits & Payroll

• Administer payroll and employee benefits programs.
• Support compensation benchmarking and salary review processes.
• Ensure accurate and timely payroll administration.
• Assist in budget planning and workforce cost management.

7 . Compliance & Policy Management

• Ensure compliance with labor laws, statutory regulations, and organizational policies.
• Manage employee documentation and HR records.
• Support audits, accreditation requirements, and regulatory reporting.
• Drive policy implementation and adherence across the organization.
• Participate in internal committees and investigations as required.

1. HR Operations

• Manage employee lifecycle processes including onboarding, transfers, promotions, and separation.
• Oversee full and final settlement processes and exit management.
• Utilize HRIS/ATS platforms to maintain data accuracy and reporting.
• Generate HR dashboards and workforce analytics to support decision-making.

Skills, Qualifications and Experience

• MBA in Human Resource Management (preferred).
• Bachelor's degree in Human Resources, Business Administration or a related discipline.
• 8–10+ years of progressive HR experience.
• Experience in HR Business Partnering, Talent Acquisition, Employee Relations, Performance Management, and HR Operations.
• Experience supporting large and diverse employee populations.
• Exposure to Education, Healthcare, Hospitality, or Service sectors is preferred.
• Experience working with HRMS/ATS platforms and people analytics tools.

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

and Health & Safety 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.

Are financially responsible. We make financial choices carefully based on the needs of the children, students and our schools.

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

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.