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Is the department honoured with a nice office? Do they receive strong professional development? Do you have plenty of high calibre applicants for the vacant roles in that team? Is HR handled by those who are highly qualified, credentialed experts? If not and the Head of School or the Director or the Principal is handling a lot of the HR workload, you may be missing a cost saving opportunity.

Most HR leads know the feeling of going on a hunt. A board member wants headcount by division. A new director of teaching and learning wants to understand observation history. An accreditation team needs a list of who has completed which training. None of it should be hard. But the hiring record sits in one system, the contract in another, the appraisal notes in a divisional folder that looks different for every section, employee ID numbers in a Google Drive or SharePoint fol

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