School HR Business Partner (HRBP)

The HRBP is responsible for the strategic development, organisation, and administration of all aspects of Human Resources within the School. This includes the recruitment, onboarding, management, and development of staff across academic and non-academic departments in alignment with the school’s mission, values, and strategic priorities. The HRBP will act as a key ambassador of the School’s professional standards and culture, promoting a positive, proactive, and service-oriented HR function. The role demands a customer-service mindset that supports employee experience at every stage of the staff lifecycle, ensuring compliance, staff well-being, and operational excellence. The HRBP will also build meaningful internal and external relationships including with staff, government agencies, legal bodies, vendors, and HR professionals in the international school sector to support workforce planning, compliance, and strategic growth. The HRBP will work closely with the Head of School and SLT, and functional managers to fully engage the whole school community in building a productive, values-aligned workplace. The role also involves collaboration with regional HR colleagues across the International Schools Partnership (ISP), including attending HR meetings and participating in strategic people-related initiatives. HRBP Key Responsibilities Workforce Planning & Recruitment • Collaborate with leadership and department heads to assess and plan annual staffing needs. • Lead the full recruitment cycle, including advertising, screening, interviewing, and hiring. • Develop and maintain up-to-date job descriptions and ensure alignment with budgets and policies. • Ensure compliance with safer recruitment practices and all local employment laws. • Oversee the complete process of work permit and visa applications, renewals, and cancellations, including coordination of related logistics such as shipping and temporary accommodation, to ensure a smooth and seamless relocation experience for staff. Onboarding & Offboarding • Ensure the orientation and onboarding experience positively impacts employee retention, engagement, job satisfaction, and overall productivity • Plan and deliver new employee orientation and induction programs that promote a positive perception of the school, ensuring staff are well-prepared, well-informed, and supported for a smooth and successful transition into their roles and the school environment. • Oversee the probation and confirmation process. • Collaborate with line managers and HR administrators to manage the full offboarding process, including resignations, contract completions, exit interviews, payroll coordination, and timely tax clearance for departing employees. • Ensure all exit procedures are completed accurately and efficiently to support compliance and a smooth transition for both the employee and the school. HR Policy, Compliance & Record Management • Develop and maintain the school-wide HR system and staff records. • Ensure school policies are legally compliant and aligned with ISP and international best practices. • Provide advice and training to school leaders on labor law and HR policy. • Liaise with government bodies for work permits, teacher licenses, and compliance documentation. Payroll & Compensation • Oversee payroll processing and ensure timely payment approvals. • Ensure all required reports and documentation are accurately prepared and submitted to the Social Security Office and Revenue Department in a timely manner. • Administer employee benefits, liaising with insurers and managing renewals. Performance Management & Development • Manage, monitor, and evaluate both formal and informal performance management processes to ensure annual staff appraisals are conducted accurately, consistently, and on time. • Support leadership in identifying and responding to development needs. • Track and document staff development activities and outcomes. • Provide relevant training to line managers on appraisal systems and HR tools. HR Business Partnering • Act as the primary HR contact for academic and operational leaders. • Provide HR advisory services tailored to the needs of specific client groups. • Lead and support HR-related projects aligned with school and ISP goals. Employee Relations & Staff Wellbeing • Advise on and manage disciplinary, grievance, and capability procedures. • Address and resolve HR-related issues in a timely and sensitive manner. • Actively contribute to creating a “Great Place to Work” environment. Communication & Reporting • Lead HR team and provide regular updates to school leadership. • Produce reports on headcount, turnover, recruitment, training, and other HR metrics. • Oversee the employee leave management system, ensuring accurate record-keeping, timely reporting, and effective handling of related forms and staff inquiries. • Track and interpret NPS scores to support school improvement planning. General Contributions • Represent HR on cross-functional teams (e.g., Health & Safety, community initiatives). • Actively contribute to the continuous development and improvement of HR policies • Oversee the accurate maintenance and proper documentation of personnel files (PDA) • Support audits, risk management, and internal reviews. • Participate in whole-school events and contribute to a positive school culture. • Uphold all school safeguarding, child protection, and code of conduct policies. Skills, Qualifications and Experience • Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred). • Minimum 5–7 years of progressive HR experience, ideally in an international school or multinational organization. • Strong working knowledge of Thai labor law and HR compliance. • Excellent communication, advisory, and interpersonal skills. • Proven ability to lead teams and implement HR strategies in a dynamic environment. 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.