HR Manager

Job Description

Key qualities and skills:

• To be friendly, approachable, professional, discreet and knowledgeable, able to work independently and as part of a team and to earn the trust and respect of all staff
• To be able to speak clearly, concisely and effectively; listen to, and understand, information and ideas as presented verbally and in writing
• To plan, organise and prioritise time and workload in order to accomplish tasks and meet deadlines

Core purposes:

• To provide a professional organised HR service to all members of staff from recruitment to exit ensuring their needs are met alongside those of the relevant regulatory bodies
• To take an active role in the day to day running of our busy school and support our vision of being the school of choice for the community.
• To take an active role in promoting a positive culture of positive engagement and school connectedness for all employees to support the school aim of being the school and employer of choice.

Key responsibilities include

• Key responsibility 1: Talent Acquisition and On-boarding
• Lead the recruitment process from identifying vacancies, reviewing staffing structure, placing job ads, ensuring budgets are available, creating job descriptions, scheduling interviews, screening candidates, creating job offers and contracts.
• Ensuring a full on boarding process has been followed, including uploading documents to the HR system.
• Work in partnership with key stakeholders within the ISP-ME team and school leadership teams, including other school HR managers, to implement a combination of core learning and development activities targeted at various levels of the organisation and aligned to business and individual needs. 

• Key responsibility 2 – HR Operations
• Implement a consistent human resources strategy with direction from ISP regional office across the school with accountability for talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safeguarding, succession planning, employee relations and retention, regional regulations, ISP compliance and local labour relations. 
• Manage human resources operations in school by supporting the recruiting, selecting, orienting, training, coaching, counselling, and disciplining of staff and planning, monitoring, appraising, and reviewing staff performance.
• Provide information and reports on data such as staff turnover, references, cost per hire, training hours per person, etc. 
• Comply with regional federal and local legal requirements by enforcing adherence to requirements and advising on required actions including areas such as teacher licensing.
• Manage systems for staff attendance recording and work alongside the finance manager to produce the monthly payroll

• Key responsibility 3 – Organisational Development
• Improve organisational effectiveness through the development and deployment of solutions to improve productivity, and drive a performance culture 
• Consult with ISP-ME team and school leadership teams on change management opportunities – provide guidance on resources, processes and tools 
• Serve as partner to provide advice on organisational design issues
• Line managing school reception staff

• Key Responsibility 4 – Talent Management
• Implement succession planning and key talent review / performance management meetings and processes across the school with guidance from the ISP Middle East office. Coordinate succession planning with ISP-ME team key stakeholders and the school leadership team. 
• Implement tools and processes for assessing and developing talent.  
• Remain aware of best practices and trends within the training and development field and adopt new approaches as appropriate. 

• Key responsibility 5 – Talent Development/Education
• Ensure performance management opportunities are in place for all staff to enhance their ability to achieve goals and capability to assume increased levels of responsibility.
• Manage employee training programmes, particularly for non-class based staff and budgets including identification of internal/external training opportunities, coaching and mentoring program development.

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