HR Business Partner

At Pearson, we’re committed to a world that’s always learning and to our talented team who makes it all possible. From bringing lectures vividly to life to turning textbooks into laptop lessons, we are always reexamining the way people learn best, whether it’s one child in our own backyard or an education community across the globe. We are bold thinkers and standout innovators who motivate each other to explore new frontiers in an environment that supports and inspires us to always be better. By pushing the boundaries of technology—and each other to surpass these boundaries—we create seeds of learning that become the catalyst for the world’s innovations, personal and global, large and small. 

Pearson Virtual Schools provide high-quality, highly accountable online education solutions to schools, school districts and students in grades K-12. It serves families and schools with a variety of digital learning and online school solutions including Connections Academy, Pearson Online Academy, and Pearson Virtual Classroom. Recognized for its outstanding curriculum, high-quality teachers and leadership, Pearson Virtual Schools is committed to expanding quality education through technology, and helping students achieve both academic and personal success. The Human Resources Partner (HRP) will support a portfolio of three to five virtual schools and will serve as the central point of contact for school leaders, school leadership and school staff. The HRP is responsible for providing targeted, customized support to schools in the areas of workforce planning, employee relations, leadership coaching and HR strategy development and implementation.  

Primary Responsibilities: 

• Strategic Partnerships  
• Employee Relations  
• Leadership Coaching   
• Workforce Planning 

   

General Responsibilities: 

Strategic Partnerships  

• Build high functioning relationships with leaders in assigned schools/departments to support and anticipate needs;   
• Partner with HR teams to provide feedback from customers, generate new ideas, assist with program development and implementation, and promote HR initiatives to the organization;  
• Work with HR Partner Manager to develop strategic and operational plans to achieve results and ensure alignment with company goals and objectives through training and development initiatives; 
• Analyze data to determine trends, areas for improvement and educational opportunities and recommend and/or implement appropriate strategies;  
• Anticipate business needs and provide short & long term customer-focused solutions that drive effective business results through the alignment of HR best practices to strategic business goals;  
• Partner with Training team on deployment of training needs assessments and collaborate on training activities and special projects 

 Employee Relations  

• Consult with staff and managers regarding employee relations issues and work with HR Partner Manager to initiate action plans to address and resolve issues;  
• Work with HR Partner Manager to coach and advise staff and managers on matters regarding conflict resolution, relationship building, and effective communication;  
• Coordinate with legal counsel and school boards as needed in regards to employment-related legal matters and policies;  
• Review and analyze key data metrics for turnover and staff satisfaction, create and implement action plans as needed;  
• Manage performance assessment program including dissemination of communications, coordinating with training team on staff and manager trainings and resources, and 100% completion rate; 
• Strategize and develop plans for staff retention efforts;  
• Work with HR Partner Manager to assist with and advise managers on disciplinary action procedures, coaching, counseling, and documentation;  
• Assist managers with preparation of performance assessments; 

 

Leadership Coaching   

• Work with school leadership teams to implement Action Plans;  
• Meet with key stakeholders to understand the holistic opportunities of leaders’ growth and development;   
• Use data (new hire, pulse, exit, engagement, leadership assessments) to identify key areas of development and create development plans to support leaders/leadership teams;   
• Meet regularly with identified leaders to provide feedback with a focus on growth and achievement of development goals;  
• Support culture camp initiatives;  
• Implement succession plans for each school and ensure key talent had a development plan to focus on growth and retention; 

 Workforce Planning  

• Support school leaders with staffing and promotion needs during the annual budgeting process;  
• Develop long and short-term staf