Country HR Manager

**Description**

**Country HR Manager - Italy**

**Purpose of Role**

Reporting to the Regional Head of HR with a dotted line to the Head of School and based at our school, Centro Studi Leonardo Da Vinci in Bergamo, Italy, this role is expetected to oversee all three of our Italian schools in the Piedmont region.

This role is expected to comply with local, regional and global HR objectives and priorities. It requires a generalist with a broad knowledge of all HR matters, including recruitment, performance development and talent management, employee experience and culture, payroll, employee relations and legal/labour regulations.

**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 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.

**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**

**Recruitment**
- Create and maintain role profiles aligned to each school’s needs ensuring that these are compliant with the ISP standard role profile and our safeguarding / Safer Recruitment requirements.
- Understand the each schools recruitment needs and its community.
- Use of Jobvite:

- Advertise vacancies for the school.
- Work closely with the schools Principal / Head of School and Senior Leadership Team to organise interviews and shortlist effectively, optimising the recruitment timeframe.
- Participate in interviews as required.
- Ensure compliance with the Safer Recruitment Policy throughout the process, actively promoting it with all leaders and participants in the recruitment process and following up as appropriate any gaps in knowledge or areas of non-compliance.
- Ensure the compensation and benefits package offered is aligned with the amount approved in budget and is appropriately signed off and authorised.
- Ensure all contracts / terms and conditions are appropriate for the level and nature of the role and the needs of school.
- Work with the Principal / Head of School, Senior Leadership Team and Regional Head of HR to create and implement HR and talent management initiatives, processes and procedures that align with the ISP People Strategy.
- Promote ISP as the school as Employers of Choice and contribute to the success of our group.

**Onboarding**
- Organise training, information session and presentations with new hires in line with ISP’s onboarding guidance to clarify expectations, present benefits and clarify any inquiries.
- Ensure the new hire has been given the tools and contacts required and support their line manager to prepare them for success within their job.
- Ensure the new hire’s line manager schedules check-ins and explains expectations to the employee, agreeing goals formally within the HR system
- Follow up and check in with both new hires and line managers to support and encourage impact and good performance.
- Maintain an open communication with new hires, support their transition and seek their feedback on the recruitment and onboarding experience.

**Performance Development and Talent Management**
- Work with the Regional Head of HR and Regional Director of Learning to support the implementation, administration and management of the Teacher Self-Evaluation Process in the school.
- Ensure agreed goals and performance development reviews are recorded in the school’s HR System and support line managers to act as coaches and mentors of their teams
- Support the upskilling of middle leaders and leaders in the school to play an active part in the development of their teams.
- Collaborate with the line managers to promote the development of talent in the school, identifying skills, strengths and areas for development and supporting where needed.
- Promote and support the evaluation of employees and leaders with an eye on possible internal progression opportunities.
- Promote a culture of continuous feedback to encourage employees in getting better.
- CPD - work in partnership with the Senior Leadership Team, the Principal/Head of School and the Regional Head of HR to promote and implement courses including ISP programmes such as Middle Leaders for Learning and Senior Leaders for Learning.

**HR Systems**
- Ensure the correct and robust use of the ATS and HR system, leading by example and promoting best practice to all employees.
- Maintain accurate data in systems including employee details, employment / deployment information, compensa