Powerful HR for Schools

School leaders who take HR seriously will win in the war for educator talent.

Sadly, though, there is a crisis of confidence in HR in schools that warrants a closer look.

The Chief People Office in many companies is the 2nd highest paid person. Schools have not adopted the same approach.

This is a call to step up. Call them People Officers, EX (Employee Experience) specialists, HR Partners, HR Directors/Managers – it doesn’t matter. What matters is that they are skilled across all aspects of Human Resource Management.

By boosting competence in HR teams in a school or school group, you are winning at what business refers to as EX (Employee Experience). The reason the business world gets so excited (and it does) about EX is that the higher the EX, the stronger the reputation of the company. That supports hiring in a competitive landscape. Why do the ‘best’ schools get more applicants for roles? …Reputation.

Here’s how to boost that:

1. Leverage specialized HR advisory services to access expertise when needed. This allows schools to tap into highly-trained professionals for key HR projects, enhancing competence in areas like strategy, policy development, and staff engagement initiatives that work.

2. Join professional HR societies tailored for international schools. The ISS Human Resources Society, for example, provides a platform for HR professionals and school leaders to exchange ideas, share information, and network with peers globally.

3. Focus on developing key cultural intelligence, management skills and multilingualism among HR staff. This approach ensures that HR practices align with the school's educational goals and prepares the workforce to adapt to a rapidly changing global environment and increasingly diverse workforces.

4. Implement customized HR solutions that align with the school's vision and values. This may include interview preparation programs, onboarding strategies, and culture development initiatives.

5. Utilize the CIS model for global citizenship and intercultural learning. This framework can guide HR practices in fostering a more inclusive and globally-minded work environment.

6. Invest in professional development opportunities specifically designed for international schools. This can include HR software training and accredited courses to enhance skills and confidence.

7. Consider a school HR Information System like Skoolspot to give you a single point of truth and ensure safer recruitment and a pipeline of the right people and culture metrics.

8. Establish comprehensive support networks for staff. HR teams should oversee housing assistance, counseling services, and other support systems to ensure staff well-being and confidence in their roles.

9. Consider sharing a strong HR Director across 2-3 schools in a regional group or network of schools. Why not? Much of the role can be done virtually, the skillsets are transferable, on site work can be managed expediently.

10. Ensure that HR is on board with the school’s improvement or strategic plan from an early point.

The ultimate goal is for everyone in the school community to see the HR team authentically supporting organisational growth.