Introduction
Schools, academies, and multi-academy trusts are being stretched beyond their core mission of teaching and learning. Now more than ever, education leaders are taking on roles that resemble running a business—especially when it comes to managing staff.
With endless priorities competing for attention, schools need to focus on what they do best: teaching and nurturing pupils. To free up time and resources, many schools and trusts are turning to external support for essential functions like HR. In this article, we cover all the factors to consider when selecting an HR provider.
Should you use an external HR provider?
With staff shortages in schools now higher than ever, your people are your most valuable asset, and how you care for them can make or break your operations, including your staff retention. Choosing the right HR provider is a crucial decision that requires careful consideration. The difference between a decent provider that “does the job” and an excellent provider that goes above and beyond can impact everything in your infrastructure, from legal compliance to your staff’s well-being, to your daily operations. This decision should not be taken lightly.
What to look for when evaluating your new HR provider
What experience does the provider have in education?
HR in education has its own unique challenges, like specific laws and pay structures. It’s important to find an HR provider with prior experience working with schools and trusts, as they will be better equipped to deal with complex regulations and offer solutions that fit your school's needs.
✅ Sector experience
Look for a provider with a history of working with educational institutions. They should know how to handle education-specific regulations and understand the details of educational HR, such as teacher contracts and pay scales.
✅ Client testimonials
Seek feedback from other schools or MATs that use the provider. Or check out the provider's website for client testimonials.
✅ Case studies
Review their success stories and how they have resolved prior educational challenges.
Do they provide regular updates on HR policies?
HR practices and regulations are continuously evolving, and as a school leader, you likely don’t have time to review every new policy in detail. Ask if the provider offers a regular newsletter summarising updates for example. A provider dedicated to CPD will keep their team informed on industry changes and ensure they stay current with HR practices and regulations so you don’t have to.
✅ CPD programs
Ask about their commitment to ongoing learning.
✅Training initiatives
Evaluate their approach to internal training and how they keep up to date with industry changes.
Are they flexible?
MATs need a provider who can adapt to their changing needs while effectively managing risks. A flexible approach ensures the provider can meet your school's specific requirements while minimising potential risks.
✅Adaptability
Evaluate their flexibility in adjusting services.
✅Risk management
Assess their strategies for handling risks and complex HR issues.
Do they have in-house legal expertise?
Employment law is complex, and even more so in education. (We've even written a 32-page guide about it.)
You should ensure that your HR provider has in-house experts who can support you with sensitive legal cases in your school. Legal matters like disputes, settlement agreements, and tribunal cases require proper legal counsel. If something comes up in your school, you don't want to be stuck with a provider that cannot help you, leaving you with costly traditional legal fees.
✅ Legal backing
Confirm if they have in-house legal expertise or partnerships with legal professionals specialising in education.
✅ Compliance management
Evaluate their track record in managing compliance with educational regulations.
Do they have a proactive and innovative approach?
A proactive HR provider will address current needs and anticipate future challenges, offering best practices and innovative solutions.
✅ Proactive engagement
Look for providers who stay ahead of industry trends.
✅ Innovative solutions
Assess their use of modern HR technologies and practices.
Are they GDPR compliant?
Compliance with GDPR is not just a legal requirement; it’s crucial for securely managing employee data. Make sure your HR provider effectively handles GDPR requirements. This will ensure that personal data is protected and help you avoid potential legal issues in the future.
✅ Data protection policies
Verify their data protection policies.
✅ GDPR expertise
Ensure they manage GDPR compliance effectively.
What is their corporate governance and financial management like?
Proper management and financial stability are vital for service providers. Make sure your provider shows strong corporate governance and financial oversight, as these factors contribute to stable and efficient HR operations.
✅ Governance practices
Evaluate their adherence to governance standards.
✅ Financial management
Ensure transparent processes for payroll and financial tasks.
Choosing the right HR provider is worth the effort
Choosing the right HR provider for your school, academy, or trust is a significant decision that requires careful consideration. However, when you find the right team, you'll gain peace of mind knowing that all your HR needs—both the ones you’re aware of and those you may not be—are being expertly managed as an extension of your school’s team.
Juniper could be your perfect match!
With over 200 years of combined education HR experience, Juniper's team of experts could be the provider you've been searching for.
If you join-up with Juniper, you’ll get access to the UK's leading HR experts for the education sector and receive bespoke support, advice and resources, giving you a complete HR solution at an affordable price.
Get in touch today for a free consultation with one of our school education HR experts.
