NBOA Conference Recap: HR Insights for Independent Schools

Quick look: Human resources (HR) is evolving rapidly, and independent schools are feeling the impact. As today’s HR landscape grows more complex, school leaders are rethinking how they manage and support their workforce. At this year’s National Board Officers Association (NBOA)’s annual conference, several key themes emerged, highlighting four important insights that are shaping a new approach to HR.

The NBOA Annual Meeting brings independent school leaders and industry experts together to discuss current trends, challenges, and opportunities impacting their communities. This year, ExtensisHR was represented by Molly Myer, School Solutions Sales Expert, and Matt Follett, School Solution Sales Manager, who connected with peers from across the country.

Through their conversations, several key themes emerged, highlighting the growing complexity of workforce management and opportunities for schools to strengthen their people strategies. Here’s what stood out.

Greater HR support is in high demand

Independent school leaders and staff are no strangers to wearing multiple hats. Between academic instruction, financial and budget management, and community engagement, their plates are clearly full. In fact, 84% of educators report not having enough time to complete most tasks during the workday.

As a result, HR responsibilities often become an additional burden on already stretched teams. Certified HR expertise helps fill those gaps, ensuring schools stay informed, compliant, and positioned to leverage the latest strategies.

Today, more schools are turning to professional employer organizations (PEO) to fill those gaps, bringing structure, guidance, and efficiency to day-to-day operations. With the right partner, schools can offload administrative strain and let staff focus more on their mission and growth.

Flexible healthcare and employee benefits are gaining traction

Competitive benefits are no longer optional, they’re essential for attracting and retaining top talent. But today’s teachers and staff want more than traditional medical, dental, and vision coverage. To meet expectations, schools are increasingly exploring expanded, flexible benefits offerings, including:

• Telehealth and healthcare advocacy
• Family-forming and fertility support
• Cancer care, including prevention and treatment resources
• Health savings account (HSA) and flexible spending account (FSA) options

While these offerings are highly valued, they often come at a higher cost for schools sourcing benefits independently. Economies of scale through a PEO enables schools to access Fortune 500-level benefits at more manageable price points. This helps schools provide more competitive healthcare plans to staff without overextending budgets.

Navigating HR compliance remains a top concern

Staying compliant is one of the most persistent challenges facing independent schools. They must navigate a wide range of requirements, including:

• Wage and hour laws: Labor practices must align with the Fair Labor Standards Act (FLSA), state pay transparency guidelines, and other relevant standards.
• Leave management: Schools must track leave requests and approvals while ensuring policies comply with the Family and Medical Leave Act (FMLA) and other laws.
• AI policy adoption: This protocol helps schools use AI technology while preventing exposure to data privacy breaches and cybersecurity threats.
• Anti-discrimination mandates: Title IX, the Americans with Disabilities Act (ADA), and other Equal Employment Opportunity (EEO) laws prevent biased practices among staff.

Effective HR strategies allow schools to remain compliant, maintain operational stability, avoid potential risks and costly penalties, and strengthen staff trust and retention.

Stronger employee relations drive a healthier school community

Highly engaged staff empower academic success and growth. Many independent schools are increasingly investing in programs that enhance the overall employee experience, including:

• Diversifying staff training: Expanding beyond mandatory compliance training to include new hire onboarding, conflict resolution, leadership skills, and more.
• Professional development programs: Create clear career growth and skill-building pathways for each role.
• Optimizing performance management: Using defined objectives and goals to help staff understand where their work excels and where it can be improved.
• Encouraging employee feedback: Helps your team feel valued and heard with one-on-one meetings, employee pulse surveys, and ongoing dialogue.
• Developing an employee recognition program: Celebrating individual contributions and team efforts.

These initiatives help foster a more connected workplace, one that’s better equipped to contribute to the school’s long-term success.

Enjoy a PEO solution designed for how schools operate

Turning these HR insights into action requires a strategic approach. ExtensisHR’s PEO solution for schools helps independent schools simplify HR operations, strengthen compliance, and elevate the employee experience.

Our independent school partners benefit from:

• A dedicated service team, including a School Account Manager
• Expert guidance across regulatory compliance, employee relations, and HR strategy
• Fortune 500-level benefits at more cost-efficient prices through economies of scale
• Access to SchoolCloud®, a centralized tech platform that simplifies HR management with white-glove support

Get the HR support you deserve without compromising the autonomy that makes your school unique. Contact us to learn more about how we support independent schools, or discover what sets ExtensisHR apart as a trusted PEO partner.