Human Resources Business Partner

ISP Regional Lead HR Business Partner

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.

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 Regional Lead HRBP 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, 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.

Systems, Policies and Processes

Safer Recruitment and Talent Acquisition

Performance Development and Growth

Recognition and Reward

Talent Management and Development :

Employee Experience and Culture

Key Skills

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.