<![CDATA[Kepemimpinan kepala madrasah memiliki peran strategis dalam mengoptimalkan manajemen sumber daya manusia (SDM) untuk mendukung implementasi Merdeka Belajar. Penelitian ini bertujuan untuk menganalisis bentuk penerapan kepemimpinan adil, strategi optimalisasi manajemen SDM, serta faktor pendukung dan penghambat penerapannya di MAS Amaliyah Sunggal. Penelitian menggunakan pendekatan kualitatif dengan jenis penelitian deskriptif dan pendekatan grounded theory. Data diperoleh melalui observasi, wawancara mendalam, dan dokumentasi terhadap kepala madrasah, guru, dan tenaga kependidikan. Analisis data dilakukan melalui reduksi data, penyajian data, dan penarikan kesimpulan, sedangkan keabsahan data diuji menggunakan triangulasi serta kriteria credibility, transferability, dependability, dan confirmability. Hasil penelitian menunjukkan bahwa kepemimpinan adil diwujudkan melalui pembagian tugas sesuai kompetensi, pengambilan keputusan secara partisipatif, evaluasi kinerja yang objektif, serta perlakuan yang setara terhadap seluruh warga madrasah. Optimalisasi SDM dilakukan melalui pembinaan, supervisi, pelatihan, pemberian motivasi, penghargaan, dan dukungan terhadap pengembangan profesional guru sesuai tuntutan Merdeka Belajar. Faktor pendukung meliputi objektivitas kepala madrasah, budaya kerja yang positif, komunikasi terbuka, dan komitmen seluruh warga sekolah, sedangkan faktor penghambat meliputi senioritas serta belum optimalnya pengembangan kompetensi tenaga kependidikan. Penelitian ini menegaskan bahwa kepemimpinan adil mampu menciptakan budaya organisasi yang profesional, kolaboratif, dan adaptif serta berkontribusi terhadap peningkatan kualitas pengelolaan SDM di madrasah. The principal's leadership plays a strategic role in optimizing human resource management (HRM) to support the implementation of the Merdeka Belajar policy. This study aims to analyze the implementation of fair leadership, strategies for optimizing human resource management, and the supporting and inhibiting factors affecting its implementation at MAS Amaliyah Sunggal. This research employed a qualitative descriptive approach using grounded theory. Data were collected through observations, in-depth interviews, and documentation involving the principal, teachers, and administrative staff. Data were analyzed through data reduction, data display, and conclusion drawing, while data trustworthiness was ensured through triangulation and the criteria of credibility, transferability, dependability, and confirmability. The findings reveal that fair leadership is reflected in the equitable distribution of duties based on competence, participatory decision-making, objective performance evaluation, and equal treatment of all school members. Human resource optimization is carried out through continuous coaching, supervision, professional training, motivation, rewards, and support for teachers' professional development in line with the Merdeka Belajar policy. Supporting factors include the principal's objectivity, a positive organizational culture, open communication, and the commitment of all school members, whereas the main obstacles are seniority and the limited professional development opportunities for administrative staff. This study concludes that fair leadership fosters a professional, collaborative, and adaptive organizational culture while contributing significantly to improving human resource management in Islamic senior high schools.]]>
