HR MANAGER

International Schools Partnership; Al Bahyah; On-site; AED 120,000 - 200,000; Full time

Job summary

A leading education organization in Abu Dhabi is seeking an HR Manager to oversee talent acquisition, employee relations, and compliance. The successful candidate will play a vital role in fostering staff wellbeing and creating a supportive environment. The role requires strong HR expertise and a passion for promoting positive culture within the school community. Competitive salary and benefits are offered.

Benefits

Health insurance

Professional development opportunities

Qualifications

• Proven experience in HR, particularly within an educational environment.
• Strong understanding of HR policies and practices.
• Ability to foster a positive workplace culture.

Responsibilities

• Lead the recruitment process and ensure effective onboarding.
• Manage HR operations including staffing and compliance.
• Drive organisational development and performance culture.
• Implement talent management and succession planning.

Skills

Talent acquisition

Employee relations

Performance management

Compliance

Staff wellbeing

Education

Relevant HR qualification

Job description

Overview

Description

Aspen Heights British School is seeking a dedicated and proactive HR Manager to join our team. This is an exciting opportunity to play a key role in supporting our school community and driving HR excellence. The HR Manager, based at Aspen Heights British School in Abu Dhabi, will report to the Regional HR Director and the Principal of the school. The role will be responsible for leading all aspects of HR operations within the school, including recruitment, employee relations, performance management, compliance, and staff wellbeing. The successful candidate will act as a trusted partner to school leaders, ensuring HR policies and practices are implemented effectively, while fostering a positive and supportive workplace culture.

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.

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.

Key responsibilities include

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.
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
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
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.
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.

In addition, all staff are required to carry out any tasks required by the school or the regional office to facilitate the smooth day to day running of the school.

Safeguarding

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.

Diversity, Equity, Inclusion, and Belonging

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, 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.