ISP Succession Planning Development Business Partner
Role Profile
Purpose of Role
Welcome to the International Schools Partnership (ISP), a formidable global consortium of 107 vibrant schools and more than 10,000 dedicated colleagues from every corner of the globe. We have an exciting opportunity for a dynamic professional to make a considerable impact within our thriving community as a Succession Planning Development Business Partner.
A new role, this opportunity has arisen through the evolution of a professional learning team and focus on leadership and talent pool development. Through carefully designed support mechanisms, visible career pathways for our people, and an unrivalled professional learning offering our people are to be well placed to thrive in their current roles and have meaningful development journeys ahead of them.
As the Succession Planning Development Business Partner, you will play an integral role in facilitating and supporting the succession planning process across our global network and have oversight of the succession planning development activity on a regional and more local level. You’ll employ your expertise to monitor and collate data captured via our HR platform, identify trends, and draw insights and recommendations on a local, regional and global basis to inform strategic activity and professional learning requirements.
You’ll act as a true partner to our regional teams in supporting their needs directly, including at a local level, relaying opportunities identified to the central professional learning team whilst also promoting our professional learning offering where appropriate.
In the quest to make ISP career pathways a visible and attractive proposition for all, as well as a part of our fabric, you’ll take lead in the design and oversight of a central space where our people can engage with resources, ideas, and further support to enable momentum throughout their ISP journey. You’ll work in close alignment with our HR team to understand our people’s needs and ensure our professional learning offering meets them in a scalable and impact-driven way.
This highly rewarding opportunity presents itself at an incredibly exciting time in the evolution of ISP and development of the professional learning team.
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.
ISP Succession Planning Development Business PartnerKey Responsibilities
* Work closely with our HR colleagues and HR platform to extract data and insight to succession planning activity on a global, regional and local level.
* Provide 1-2-1 support, both generally and targeted, to school leaders in the facilitation of the succession development planning process, including the signposting of recommended professional learning opportunities and collection of gaps / areas where professional learning is required.
* To understand and partner with the Learning Hub team where knowledge, understanding and/or skills gaps appear from leaders unable to effectively facilitate succession planning development conversations.
* Create, maintain and enhance a mechanism for monitoring and observing succession development planning outputs, using our HR platform as the primary data source, as well as identify regional and local areas where succession planning isn’t taking place
* Understand and feed into the wider team reasons / causes why succession development planning isn’t taking place or lacks the momentum required to be impactful.
* The use the data extracted from our HR platform to identify trends, insights, opportunities and use outputs to inform the wider professional learning team’s activity.
* To establish and maintain a clear view of who is developing, to what role, by which target date, and through what activity on their succession plan.
* To co-create, maintain and enhance an ISP Career Pathways space where our people can engage in resources, ideas, best practice and further support (including professional learning) to support the ownership of their journeys.
* Work remotely within the UK, with some travel required based on organisational need (e.g. annual learning conference, wider team events or meetings).
Skills, Qualifications and Experience
* Proven experience in collating and organising data to draw insight, inform decisions and report to key stakeholders.
* Is confident and comfortable working with a wide range of data points, and has strong analytical skills to support.
* Is a good problem solver and curious thinker, prepared to challenge and seek to understand in a respectful manner.
* Has at least 3 years’ experience working in a HR and/or learning and development capacity or similar, with experience supporting an organisation with succession planning / people development activity.
* Is professionally driven by delivering impact and adding value through their work.
* Has strong business partnership / stakeholder management skills and demonstrates a proactive willingness to support those around them to achieve goals in a way that benefits each other as well as the organisation.
* Can easily build relationships with team members from different areas of the business, understanding their needs as well as effectively communicating your own.
* Has previously overseen, facilitated and built upon an employee-facing service-driven intranet / internet space, eg. SharePoint site or similar.
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.
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.
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