HR Manager

International Schools Partnership Limited; Johor; On-site; MYR 30,000 - 60,000; Full time

Job summary

An established international education provider is seeking a dynamic HR Manager to lead HR functions and enhance staff engagement. This role involves overseeing recruitment, onboarding, and performance management while fostering a supportive workplace culture. You will collaborate with leadership to drive employee retention and implement best practices across the organization. Join a passionate team dedicated to transforming education and empowering the next generation of learners. If you are an experienced HR professional with a commitment to excellence, this opportunity is perfect for you.

Benefits

Competitive remuneration

Fee discount for children of employees

Medical outpatient and insurance benefits

Professional development opportunities

Qualifications

• 5+ years leading HR functions, preferably in education.
• Strong verbal, written, and interpersonal skills.
• Knowledge of employment laws and regulations.

Responsibilities

• Manage recruitment, onboarding, and compliance for staff.
• Implement performance management policies and procedures.
• Drive employee engagement and retention initiatives.

Skills

Human Resources Management

Recruitment

Performance Management

Conflict Resolution

Interpersonal Skills

Education

Bachelor's Degree in Human Resources

Tools

HRIS

Microsoft Office Suite

Job description

Human Resources Manager

Role Profile

Purpose of Role

The HR Manager is responsible for the full spectrum of HR-related functions. Reporting to the Campus Principal, this role requires a performance-driven leader who is able to drive staff engagement and serve as a capable advisor on HR-related matters.

About ISP Malaysia

Located in Johor Bahru, Johor, Tenby Schools Setia Eco Gardens offer the IGCSE and Malaysian National curricula. We are recognised as a Microsoft Showcase School, integrating technology to cultivate transformative learning and prepare learners for future careers.

We are part of International Schools Partnership (ISP), which operates Tenby Schools, Asia Pacific Schools and Straits International Schools in Malaysia. A global community of over 100 international schools across more than 20 countries, we prioritise learners and their learning first.

We champion a transformative approach to learning that goes beyond the classroom. By igniting our students' curiosity and growing their self-confidence, we empower them to become the next generation of changemakers.

Key Benefits

• A culture of engagement and trust, where staff contributions are recognised and valued.
• A passionate and motivated team of professionals who put children at the heart of decision-making.
• An embedded commitment to professional development and employee well-being.
• Access to expertise, best practice sharing and learning opportunities across countries and cultures.
• Competitive remuneration.
• Fee discount for children of employees.
• Medical outpatient and insurance benefits.
  
  

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.
• For more information visit http://www.internationalschoolspartnership.com
  
  

Human Resources Manager: Key Responsibilities

Key Responsibility 1: Recruitment, Onboarding and Talent Management

• Responsible for the campus’s recruitment activities, including advertising, candidate shortlisting, interviews and generation of offers. Collaborates with the campus Senior Leadership Team (SLT) and department heads to understand skills and competencies required to fill vacant roles.
• Responsible for staff onboarding and implementing a structured and engaging approach to help staff transition to the school.
• Responsible for staff compliance with safeguarding requirements, including criminal background and reference checks and completion of safeguarding training.
• Manage visa applications for expatriate staff.
• Actively contribute to the school’s LinkedIn and social media presence by sharing updates that promote the school’s culture, achievements, and employer brand.
• Collaborate with school leadership and marketing to highlight staff milestones, recruitment drives and positive workplace initiatives.
  
  

Key Responsibility 2: Performance Management and Talent Management

• Implement and enhance the performance management policies and procedures for Academic and Administrative staff. Align the current framework with regional and central requirements.
• Emphasise a culture of 2-way feedback and an interactive approach in relation to goal setting, mid-year and final year-end appraisal.
• Responsible for communications and follow-ups in relation to key processes and ensures that relevant documentation is compiled and/or maintained in the HRIS.
• Assist in initiating and overseeing the procedures for managing poor performers.
• Assist in the retention of identified key talents and succession planning activities.
• Collaborate with management to drive employee retention.
• Lead the operations staff's Continuous Professional Development (CPD) plan, with scheduled activities through the year including delivering modules through the year to teachers in the parallel teaching staff CPD plan.
  
  

Key Responsibility 3: Staff Survey and Staff Engagement

• Help communicate and drive participation in the Interim (Net Promoter Score) and Annual Staff surveys.
• Assist in the analysis of the survey results, identification of key focus areas and engagement priorities.
• Initiate, coordinate and track employee engagement activities for the welfare committee. (e.g. launching rewards schemes, staff sports events, rotating organisation of festival celebrations across the campus, staff annual dinner).
  
  

Key Responsibility 4: Payroll and Benefits, HR records and HRIS, and HR Compliance

• Responsible for the campus’s payroll, including payroll adjustments in compliance with statutory requirements and payroll procedures.
• Responsible for administratively managing and coordinating employee benefits, including relevant employee insurance schemes.
• Update and maintain HR reports and records, including employee leave records, medical claims and attendance in established systems and/or HRIS.
• Generate HR reports and analytics from the HRIS to provide insights on employee data, such as turnover rates, workforce demographics, performance evaluations, and training needs. Present this information to HR and management for decision-making purposes.
• Support and drive the implementation of the campus’s HRIS modules.
• Responsible for compliance with visa requirements for expatriate staff.
• Maintain compliance with applicable federal, state, and local employment laws and regulations, and reviews campus policies and practices to ensure compliance.
• Implement increment and/or incentive schemes.
  
  

Key Responsibility 5: HR Advisory and Continuous Improvement

• Provide HR support and advisory to management, and other staff on routine, complex, specialised/sensitive HR issues.
• Trusted advisor to the Campus Principal.
• Process Improvement, HR Metrics and Reporting: Collaborate with the school’s HR team to streamline HR processes and workflows, track and analyse HR metrics to identify trends, areas for improvement, efficiency enhancement and support data-driven decision-making.
• Monitor and analyse attrition trends, conduct exit interviews, and provide insights to school senior leadership team to support data-driven retention strategies.
• Oversee responsibilities performed by the School Nurse.
• Performs other duties as assigned.
  
  

Stakeholders

• Internal: Campus Principal, Senior Leadership Team members and Central/Regional HR experts.
• External: Auditors, HR agencies and regulators.
  
  

Line Management

• Reporting to Postholder: HR Executive and School Nurse.
• The HR Manager reports to the Campus Principal.
  
  

Qualifications And Experience

Education: Bachelor’s Degree in Human Resources or related field.

Experience And Skills

• At least five (5) years’ experience leading a HR function, preferably in the education or services-related industry.
• Strong verbal, written, and interpersonal skills.
• Conflict resolution, planning and attention to detail.
• Ability to act with integrity, professionalism and confidentiality.
• Knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organisation’s HRIS.
  
  

ISP Leadership Competencies

You consistently demonstrate and role-model the ISP Leadership Competencies in all that you do.

• Cognitive
• Strategic, commercial and financial acumen
• Understands education sector and what drives success.
• Outcome-driven with strong a strong focus on results.
• Shares our ambition and goals and champions desired change.
• Delivers strategic outcomes by inspiring and motivating their team to work towards shared goals.
• Demonstrates financial understanding when making decisions and taking action.
• Keeps self and team organised and on track.
• Creative Problem Solver
• Tackles challenges in an organized and systematic way and finds solutions.
• Sees problems as opportunities to improve and better deliver against organisational priorities.
• Creates a safe environment within team to encourage innovation and problem-solving.
• Empowers team to apply creativity and flexibility to overcome challenges.
• Identifies risks and creates and implements mitigation plans.
• Interpersonal
• Intentionally connects
• Supports, enables and inspires others to give their best.
• Takes time to understand their team and personalise individual experiences.
• A skilled identifier of talent who recognises the value of soft skills (emotional intelligence, drive, learnability etc.) as predictors of potential.
• Focuses on people development through coaching and mentoring, sharing their experiences and insight.
• Recognises and celebrates successes.
• Collaborative & Communicative
• Develops and shares our collective vision.
• Encourages collaboration and teamwork, making people feel like they are working and succeeding together.
• Open-minded; actively listening and seeking and welcoming feedback.
• Communicates honestly, transparently and with genuine care and empathy.
• Articulates thoughts and ideas clearly and adjusts how they communicate to the person or situation.
• Self-Leadership
• Amazing learner
• Self-aware, humble and a good listener.
• Manages their own personal development, focusing on continuous learning and getting better.
• Is open about their own areas for development and encourages their team to be the same.
• Builds a team with complementary skillsets to support them in areas where they are not so naturally-suited.
• Curious; asks questions, explores and builds on ideas.
• Resilient
• Practices self-care and encourages their team to do the same.
• Uses inner strength when times are challenging or when working outside of their comfort zone.
• Understands their own qualities, skills, emotions and triggers and uses this understanding to remain composed and confident in uncertainty.
• Recovers positively from setbacks, using them as an opportunity.
• Digital
• Technologically literate
• Digital collaborator, who works effectively with technical specialists.
• Stays up to date with the latest technology and trends and knows how these can be applied in their role.
• Demonstrates an adaptive techmindset, constantly evolving their understanding and application of what is possible using tech.
• Assesses the impact of new technologies for their role and the organisation.
• Digital data fluent
• Effectively interprets digital data and uses it in decision-making.
• Collects, shares and analyses evidence to demonstrate impact, make connections and set improvement targets.
• Connects data from different digital sources to design, develop and implement action.
• Simplifies complex digital data into clear and understandable information for different audiences.
• Uses a mix of digital data, experiences, instinct and context to make decisions.
• Global
• Values-driven
• Role models the ISP Principles.
• Prioritises wellbeing, inclusion and belonging and is caring, considerate and supportive of their team.
• Demonstrates a multi-cultural mindset and respects the different values, behaviours, attitudes and practices across cultures.
• Seeks different perspectives and integrates diversity of thought from team.
• Sustainability-focused
• Considers the environmental and social impact of their decisions and finds ways to minimise these.
• Uses their passion and credibility to challenge ways of thinking.
• Advocates for policies and practices that support a more sustainable future.
• Identifies inefficiencies and wastefulness and prioritises productive and balanced use of resources.
  
  

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.

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. 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.