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In recent weeks, events in the Middle East have once again reminded organisations how quickly global instability can unsettle the workplace. Escalating tensions and security concerns across the region have already prompted some organisations to shift employees to remote work and review travel plans in order to protect staff and maintain operations. Some staff who have taken jobs in the region due to start in August are now nervous about relocating and whether their start dat

Let’s start thinking more intentionally about the performance of individuals in our schools - not in an HR-policy way, but genuinely, as people with layers, potential, and blind spots. Start with this: every person in your school either expands or limits the collective impact of the school. The job of the head of school is to notice which direction they’re leaning and help them lean better. 1. Start with Clarity (Even When It’s Awkward) Performance issues often hide behind fo

This guide outlines a practical, step by step approach to conducting a strategic HR audit in schools. Each stage is weighted to reflect its impact on organisational effectiveness, helping school leaders identify priorities, ensure compliance, and make informed decisions that strengthen staff performance and student outcomes.

Whether we like it or not, AI is already sitting beside us in HR's daily work. In my role, it has become a partner in refining communication, designing wellness initiatives, and reviewing policies in alignment with local labor laws. Tone Coach One of the most practical ways I use AI is as a tone coach for HR communication. When emotions are high, it is easy for initial email drafts to reflect personal history or frustration. Instead of sending my first draft, I removed identi

More than any other theme, sustainable development dominates K-12 classrooms. We teach students about collaboration, conservation and protecting finite resources. At the same time, has there ever been greater pressure on school departments to meet relentless “growth goals”? Grow test scores. Grow enrollment. More EdTech, more data, more systems, more engagement. If you work to support a school in IT, HR, or Operations, you know this tension. Leadership wants growth or cost re

In an international school, the Board’s sole employee is the Head of School. This role carries responsibility for every aspect of the organisation, from teaching and learning to finance, operations, and human resources. For that reason, one of the Board’s most important duties is evaluating the Head. A strong evaluation process keeps leadership aligned with the school’s mission, vision, and strategic goals. Accountability sits at the heart of this relationship. The Board hold

Job fairs still play a role in many international school recruitment strategies. They offer a space to meet candidates face to face and showcase what makes a school a compelling place to work. At the same time, their value has shifted. Virtual recruitment is now established, travel costs are high, and many strong candidates no longer feel the need to attend fairs in person. That shift makes preparation more important than ever if schools are to see a real return on time and c

Human Resources compliance in international schools today is of paramount importance - that everyone knows, but how to get it right with compliance? Adhering to local and international labour laws, immigration regulations, and ethical standards is a fundamental requirement for any school's survival and success.

Many school programs now run outside the classroom, and the skills required to lead them safely are very different from those needed inside. On the one hand, we have a highly structured and controlled environment with clear and consistent parameters around the nature of classroom activities and definitive timeframes on how long a teacher is responsible for the students and those activities. If something goes wrong, you can easily get help. Teachers are well trained and prepar

Recruitment in international schools is one of the sector's biggest budget pressures. Schools face annual costs for platform memberships, agency commissions, placement fees, branding campaigns, and job fairs, all of which continue to rise, but with no guarantee of return on investment. Whether you are running a not-for-profit, part of a global group, or leading a stand-alone school, these costs are significant and demand careful strategy. At the same time, competition for top

Many international school leaders are unaware of the costs of teacher turnover. Knowing the dollar amounts can position education leaders to have conversations about teacher retention that aren’t reduced to complaints about pay or workload. To address turnover, leaders need to examine what they are losing, and where there are opportunities.

In education, the pace, the complexity of stakeholders, and the unique cultures are challenging. Schools are managing a far wider and more interconnected universe of risk than many outsiders (and even some insiders) appreciate. Unless risk management roles are formally defined and coordinated, fragmentation and vulnerabilities become inevitable.

What if the key to keeping early career teachers in the profession wasn’t another expensive, top-down initiative that felt totally disconnected from the real teaching experience? What if it focused more on teachers, their relationships and human connection?

The number one question a school needs to ask when engaging a vendor, entering into a partnership, or paying for a service, is what the return on investment will be. This extends beyond financial considerations; all aspects of impact must be taken into account, encompassing both short-term gains and long-term sustainability. External vendors play a crucial role in the smooth running of schools from safeguarding systems and recruitment platforms to staff wellbeing providers a

A well designed 360 review gives leadership teams great insight and creates a strong, structured feedback loop. It’s often a key expectation from accrediting bodies too. If you want to strengthen leadership and meet governance standards, this is a smart place to begin. Do Schools Really Need It? Even if your school already has an appraisal process, 360 reviews elevate it to the next level. Integrated into appraisals, they provide a well rounded view of leadership by gatherin

Emergencies can happen without warning and international schools often face added complexity due to varying cultural expectations and legal requirements. Having a clear, well structured crisis management plan that is easy to access protecting students, staff and the wider school community. It also plays a key role in managing the school’s reputation during and after a crisis. In high pressure moments, you can only do your best and your best begins well before the crisis hits,

Launching school wide initiatives is part of the job for those in school operations, HR, Finance, IT and it’s hard work. When you are smart about managing the buy-in process, your initiatives have a much better chance of succeeding. Communication is the answer.

Staff wellbeing is often misunderstood and reduced to surface level gestures, yet it is crucial for fostering a supportive and effective learning environment.

Let’s be honest exit interviews in international schools can sometimes feel like a box ticking exercise.