The Lead / AM – HR Formal Schools will play a key role in shaping and delivering the HR agenda for Formal Schools. The role will lead assigned projects and workstreams while partnering closely with the Senior Manager on broader strategic priorities.

Working across workforce planning and organisation design, the Regional HR operating model, teacher excellence and school succession, and culture and engagement, the role will translate organisational priorities into practical people solutions, use data and insights to address workforce challenges, and work with stakeholders across central, regional and school levels to drive meaningful change.

Regional HR Organizational Structure

• Lead assigned workstreams that contribute to the evolution of the Regional HR structure and operating model.
• Research future Regional HR requirements and support assessment of current versus future-state gaps.
• Define role expectations, structure and capacity requirements of Regional HR.
• Coordinate stakeholder inputs and translate findings into practical recommendations for the future operating model.
• Support the development of clear governance framework, accountability and decision rights across the Regional HR model.
• Map and clarify interfaces between Regional HR, Formal Schools HR and other HR teams to enable a more effective and connected HR partnership.

Hiring, Onboarding and Compensation

• Support the development and refinement of end-to-end teacher hiring process, including researching best practices, identifying gaps and recommending improvements.
• Collaborate with relevant teams to review and improve the teacher induction test and refine the interview process, ensuring alignment with the desired teacher profile and hiring needs.
• Collaborate with the Schools Learning and Development team to design and continuously improve the teacher induction and onboarding programme, ensuring a strong transition into the school environment.
• Work with the Rewards & Compensation team to research, review and contribute to the design of the teacher compensation framework, using relevant market and internal insights to inform recommendations.

Succession Planning

• Contribute to the design and continuous improvement of teacher career pathways design
• Support the design for school-level succession planning and internal leadership pipelines, including progression pathways from Teacher to Principal.

Organization Design and Workforce Planning

• Support workforce planning and organisation design projects, including the development and review of school structures and archetypes.
• Assess the compensation implications of structure and headcount changes and provide analysis to support decision-making.
• Contribute to organisation design interventions through analysis, stakeholder coordination and implementation follow-through.

Reward & Recognition

• Design and oversee reward and recognition programs that reflect our organizational values and behaviours, driving employee engagement and motivation. Leverage research and industry best practices to ensure these programs are both innovative and impactful.
• Lead the development and distribution of rewards communication materials, including brochures and guidelines, ensuring alignment with organizational objectives and consistency in messaging across all platforms
• Strategically plan, prepare, and execute awards for major events, streamlining processes to showcase our organization’s values and amplify employee engagement.

Engagement with School/Field teams

• Build a strong understanding of the Formal Schools programme through regular school and field visits, using on-ground insights to inform HR solutions and strengthen relationships with field teams.
• Provide support to other Schools HR related programmes

• Strong project management and execution skills, with the ability to independently lead assigned initiatives.
• Good analytical and problem-solving skills, with the ability to use data and insights to support decision-making.
• Strong communication, coordination and stakeholder management skills.
• Excellent interpersonal skills and the ability to build relationships across all levels of the organization.
• High level of integrity, discretion, professionalism and ability to work collaboratively.
• Ability to conduct structured research, identify relevant best practices and use findings to inform HR solutions

Bachelor’s or Master’s degree in Human Resources, Business Administration, Social Sciences or a related field.

3 - 5 years of relevant HR experience, preferably with exposure to HR business partnering, talent management, organisational development, or education-sector HR.