It’s true that part of Human Resources has to do with legal compliance (i.e., your school is subject to almost as many federal regulations as Walmart). But it doesn’t end there—not even close. HR is also "small talk" with interview candidates (and knowing what can cause you future heartache). It's difficult conversations between administrators and faculty, and it’s observing school culture in the hallways. It’s knowing how much of an interest you can (or should) have in someone’s Facebook postings, and it's struggling to fairly apply generic policies to unique circumstances. Human resources encompasses the way you manage your faculty and staff—formally, informally, and legally. Simply put, it’s human relations—and as Head of School, it’s something that you encounter, navigate, and address every day (like it or not).
There are two important reasons for you, then, to be well-versed in the basics of Human Resources:
1. Risk Management. As Head, you are your school’s primary “risk manager”—and there is no greater risk to the school than improper handling of HR issues. You don’t need to be an HR expert. But, you do need to have enough familiarity with HR practices to be cognizant of whether or not these issues are being attended to appropriately at your school—i.e., what the issues are, who is handling them, and what the potential legal, financial, and morale-related risks to the school might be in each circumstance.
2. Faculty/Staff Relations. While “HR” in schools is often pigeon-holed as payroll, benefits, and legal compliance, we know now that HR in schools is really all about maintaining positive relations with your faculty and staff throughout their careers with the school. It’s all about identifying and hiring mission-appropriate faculty and staff; orienting new employees to your culture; compensating employees appropriately and providing strong benefits programs to help employees and their families maintain health and wellness; promoting professional growth and renewal; offering relevant performance feedback (and remedial support, where necessary); and helping miscast individuals exit the school with dignity.
All of these activities—which ISM will be talking about more in the coming months under the banner of “Faculty and Staff Relations”—needed to be managed in a way that is supportive of the mission, culture, and values of the school, starting at the top—by you as the Head. When you see that the Head is the school’s Chief Faculty/Staff Relations Officer, having a solid grip on HR becomes a central aspect of your leadership role.
Wondering where to start? If you have a spare five minutes or so? If you have a spare five minutes or so, you can get some quick tips for better faculty/staff relations with our free five-minute podcasts! Learn more about key elements of faculty contracts, verbal and written warnings, and improving your employee handbook. We will be releasing new podcasts monthly. You can subscribe to ISM podcasts on iTunes here. We also have a video podcast on social media policy on our Facebook page and YouTube here.
For a bigger picture of managing the employee’s tenure—or life cycle—at your school, check out The Human Resources Life Cycle: Safe and Effective Faculty Recruitment, Retention, and Dismissal Practices.
