Country HR Officer - 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.
The Country HR Officer – Italy is responsible for implementing ISP’s HR and talent management strategy at school level and supporting their school to be an "Employer of Choice." The ideal candidate will have a minimum of 5 years generalist HR experience in a similar role and will possess strong communication, interpersonal and leadership skills.
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.
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.
- 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.
- Identify, filter and screen potential candidates who meet the recruitment criteria and who will add value to 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.
- Follow-up and communicate with all candidates to ensure a positive candidate journey in line with the Employer Brand and reputation.
- 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.
- Support candidates with background checking and referencing requirements, immigration processes, logistics, accommodation and advice on the local area.
- 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.
- 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.
- 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, compensation information, addresses, emergency contacts, etc
- Comply with all HR systems processes, from uploading a new employee, annual performance reviews, absence and leaver procedures.
Payroll and Compensation
- Ensure employees are paid accurately and on time, processing any ad-hoc payments or changes and deductions as appropriate.
- Notify employees in advance of payroll changes or tax changes.
- Explain the compensation concepts/payslips to employees when requested.
- Maintain updated compensation information for all employees in the HR system
Employee Experience and Culture
- Work with the school’s leaders and middle leaders to ensure a welcoming, safe and inclusive environment for all employees in line with the ISP principles and the school’s values.
- Contribute to and support the school’s wellbeing activities and initiatives, sharing innovative ideas with regional colleagues.
- Promote the Employee NPS and Annual Survey, drive response rates and work collaboratively with the school SLT and wider school community to create engagement action plans.
- Support in the resolution of any issues that may impact the employee experience and culture within the school, for both leaders and employees.
- Propose and implement actions to reinforce a positive culture and sense of belonging such as Town Halls, feedback sessions, team-building, celebratory occasions / parties, cards/cake for employees’ birthdays, and/or other activities
- Maintain an open culture with all employees so they feel comfortable to talk to HR when needed.
Employee Relations and Legal / Labour Regulations
- Support employees and leaders conflict resolution.
- Guide and support in any dismissal processes to ensure these are carried out fairly and with kindness and empathy.
- Follow the dismissal / termination procedures established considering the departments / employees involved and ensuring appropriate advice is sought before proceeding.
- Ensure the compliance of legal labour requirements and ISP policies in all employees
Skills, Qualifications and Experience
- Minimum 5 years as a generalist HR, ideally in a standalone role at HR Officer / HR Adviser level
- Fluent written and spoken English essential together with fluency in Italian
- IT proficient with good HR systems experience
- Strong local employment law / labour law knowledge is a must
- Networking & positioning of the HR department across the whole school community, including the ability to ‘manage up’
- Strong sense of ethics, effective negotiation skills and ability to manage and diffuse conflict
- Empathy, kindness, understanding and excellent customer service
- Genuine team player with a hands-on approach who enjoys being collaborative and visible within the school
- The intellectual capacity and operational grip to ‘hit the ground running’ and deliver results quickly and efficiently
- Multi-tasker, capable of operating effectively across a broad spectrum of activities
The International Schools Partnership (ISP) is a growing group of committed colleagues, in ﬁnancially responsible schools around the world, all of which aim to be the school of choice in their local area. Learning is at the heart of everything we do for our students, colleagues, and parents. We are committed to getting better, all the time.
ISP was founded by an experienced team of committed educationalists and operators who have worked together over many years. Our growing group of private schools located across the globe, educates children and students from 2–18 years of age. We have now expanded to 60+ schools that employ over 9,000 staﬀ and deliver multiple curricula to over 61,000 students located across the globe.
We believe that successful schools are the ones that put learning at the heart of everything they do, always aiming to create rounded individuals that can forge successful careers and lives, in a rapidly changing world. Our goal is to enable our schools to be the leading school of choice in their local area. At ISP we continue to engage with schools around the world that are interested in becoming part of our global group of schools and look forward to welcoming more students and staﬀ to the group.
ISP Leadership Competencies
You consistently demonstrate and role-model the ISP Leadership Competencies in all that you do.
- Takes an active part in leading their school or region; is cooperative and a genuine team player, developing positive, supportive relationships with colleagues to solve problems and maximise opportunities.
- Learning & Getting Better. Continually demonstrates personal commitment and passion for learning and getting better using evidence and feedback; supporting others in their continual learning, development and growth.
- Innovation Leadership. Is good at creating an environment where ideas for learning initiatives and services are generated and is able to motivate and inspire others through the process of creation through to completion.
- Outcome driven. Can be counted on to find solutions. Is consistently looking to exceed goals and is focused on KPIs.
- Can deal with setbacks and challenges calmly and effectively.
- Community Focus. Is committed to meeting and exceeding the needs and expectations of our students and their families.
- Integrity & Ethical Management. Has the ability to work ethically and with integrity; helps others feel valued; upholds and models the ISP Vision, Purpose and Principles.
ISP Commitment to Safeguarding Principles
We are committed to safeguarding and promoting the welfare of children and young people and expect all our staff and volunteers to share this commitment. All post holders are therefore subject to appropriate vetting procedures and satisfactory Criminal.
Background Checks or equivalent covering their previous employment including:
- An enhanced DBS disclosure / police check from country of residence / birth and any country of residence within the last 10 years.
- The receipt of at least two satisfactory references