Senior People Success Partner

The Senior People Success Partner is a strategic and operational HR-business liaison responsible for managing the entire employee lifecycle across client accounts and internal teams. The PSP will partner closely with Client Success Managers (CSMs), People & Culture teams, and business leaders to provide exceptional employee experience, ensure compliance with local employment practices, promote engagement, and drive people strategies that support talent retention and organizational growth.

1. PLANNING

• Support data collection and analysis of People-driven metrics and reports (e.g., turnover, headcount, attrition).
  

• Provide policy research, updates, and documentation support.
  

• Collaborate with CSMs to assess workforce needs and assist in resource forecasting.
  

• Analyze workforce trends to advise on proactive talent and succession planning.
  

• Develop and present strategic workforce reports and dashboards.
  

• Lead HR-related project initiatives aligned with strategic goals (e.g., retention programs, client HR alignment).
  

• Translate client demands into action plans (e.g., upskilling, right-sizing, retention interventions).
  

• Identify and address risks in workforce stability, including early warning signs of dissatisfaction.
  

2. ONBOARDING

• Conducting New Employee Onboarding (NEO).
  

• Conduct onboarding sessions and gather new hire feedback after 30, 60, and 90 days to identify areas for improvement.
  

• Monitor early employment engagement (first 90 days) and suggest improvements to processes and programs.
  

• Assist New Hire Onboarding (ensure device delivery, log-ins, training schedule, etc., are all ready before client endorsement).
  

• Send Go Live Email to Client (every Friday, after NEO completion to notify client that new hire is ready for client training).
  

• New Hire Meet & Greet every Friday.
  

• Conduct 10-day and 30-day pulse/temp checks and relay findings to client and CSM.
  

• Oversee and continuously improve the end-to-end onboarding experience, ensuring alignment with Booth & Partners' culture.
  

• Analyze onboarding feedback and metrics to identify and implement enhancements to the process.
  

• Conduct HR training for Supervisors and Managers.
  

3. PARTNERING & ENGAGEMENT

• Serve as the go-to HR partner for employees and clients for day-to-day HR-related support via ZohoDesk, email, or chat.
  

• Process and escalate client/employee requests (overtime, reimbursements, pay concerns) efficiently.
  

• Facilitate internal HR approvals (leaves, overtime, commendations, etc.) in the absence of line managers.
  

• Administer and analyze employee satisfaction surveys, Monthly catch-ups and Quarterly Business Reviews.
  

• Advise on employee relations, leadership coaching, team engagement, and organizational health.
  

• Conduct monthly pulse checks and focus group discussions to track employee sentiment.
  

• Partner with CSMs to ensure embedded staff are connected to Booth & Partners’ core values and culture.
  

• Coordinate employee movement documentation (regularization, promotions, GIG memos).
  

• Act as mediator and HR advisor in employee-client conflict resolution.
  

• Own performance evaluation data collection, consolidation, and submission for incentives or promotions.
  

• Drive employee recognition, CSR programs, and culture-building initiatives.
  

• Conduct training for leaders and managers on people leadership, performance conversations, and team engagement.
  

• Support engagement campaigns, event logistics, participation tracking, and budget oversight.
  

4. HR OPERATIONS

• Manage the offboarding process: resignation handling, clearances, exit interviews, client approvals, and documentation.
  

• Provide advisory on client ramp-ups, downsizing, or transitions with HR best practices.
  

• Cascade timely HR updates (e.g., holidays, legal changes, policy updates).
  

• Attend client implementation meetings, HRBP huddles, and business reviews.
  

• Lead planning and execution of client visits and internal coordination meetings.
  

• Partner with internal teams on legal compliance, international standards, SLAs, and data protection.
  

• Oversee incident handling: fact-finding, documentation, IRs/NTE/NOD drafting and submission.
  

• Ensure alignment of performance management tools and employee development plans.
  

5. REWARDING

• Facilitate monthly and annual performance evaluation tracking.
  

• Coordinate incentive plan creation, approvals, and payout processing.
  

• Support annual merit review process and skills development identification.
  

• Drive awareness and implementation of recognition and rewards (R&R) programs.
  

• Advise CSMs and clients on recognition opportunities tied to performance and culture.
  

• Promote recognition efforts, including shout-outs, commendations, and spotlighting top performers.
  

Requirements

• Education: Bachelor’s degree in HR Management, Psychology, or a related field.
  

• Experience: 3–5 years combined experience in HR business partnering and client services roles.
  

• Core Competencies: Experience in employee relations, engagement programs, performance management, and HR operations.
  

• Communication: Strong interpersonal and communication skills to work across stakeholders and teams.
  

• Analytical Skills: Excellent analytical and reporting skills; able to draw insights from people data.
  

• Technical Proficiency: Familiarity with tools such as ZohoDesk, Google Workspace, KAMI, and performance dashboards.
  

• Knowledge Base: Deep understanding of Philippine labor laws and international client expectations.
  

• Mindset: Strategic thinker with the ability to manage details and long-term planning.
  

Working Conditions:

• Must be willing to work in a hybrid work setup, with offices in BGC, Taguig City and Makati City
  
• Must be willing to work in the night shift between 10 PM - 7 AM, 11 PM - 8AM, or 12 AM to 9AM
  

Benefits