Senior Human Resources Business Partner

Booth

Taguig, Philippines

6-10 Years

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Posted 8 hours ago
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Job Description

Senior People Success Partner

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

Key Responsibilities

1. Planning & Strategy

Collect and analyze HR metrics (turnover, headcount, attrition) to support strategic decision-making.
Conduct policy research, maintain documentation, and provide updates as needed.
Collaborate with CSMs to assess workforce needs and assist in resource forecasting.
Analyze workforce trends and provide insights for proactive talent and succession planning.
Develop and present workforce reports and dashboards.
Lead HR projects aligned with strategic goals, such as retention programs and client HR alignment initiatives.
Translate client demands into actionable HR plans (e.g., upskilling, right-sizing, retention interventions).
Identify and address risks to workforce stability, including early warning signs of dissatisfaction.

2. Onboarding & Early Engagement

Conduct New Employee Onboarding (NEO) sessions.
Collect feedback from new hires at 30, 60, and 90 days and identify areas for improvement.
Monitor early engagement during the first 90 days and recommend enhancements to processes and programs.
Ensure all onboarding essentials (devices, logins, training schedules) are prepared before client endorsement.
Send Go Live emails to clients every Friday after onboarding completion to confirm readiness for client training.
Host weekly New Hire Meet & Greet sessions.
Conduct 10-day and 30-day pulse checks and relay insights to clients and CSMs.
Continuously improve the end-to-end onboarding experience in alignment with Booth & Partners culture.
Conduct HR training for supervisors and managers.

3. Partnering & Employee Engagement

Serve as the primary HR partner for employees and clients via ZohoDesk, email, or chat.
Handle and escalate employee and client requests efficiently (overtime, reimbursements, pay concerns).
Facilitate internal HR approvals in the absence of line managers (leaves, overtime, commendations).
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.
Ensure embedded staff align with Booth & Partners core values and culture.
Manage employee movement documentation (regularization, promotions, GIG memos).
Act as mediator and HR advisor in employee-client conflict resolution.
Collect, consolidate, and submit performance evaluation data for incentives or promotions.
Lead employee recognition, CSR initiatives, and culture-building programs.
Conduct training for leaders on people management, performance conversations, and team engagement.
Support engagement campaigns, event logistics, participation tracking, and budget management.

4. HR Operations

Manage offboarding processes, including resignation handling, clearances, exit interviews, and client approvals.
Advise clients on ramp-ups, downsizing, or transitions using HR best practices.
Communicate timely HR updates (holidays, legal changes, policy updates).
Attend client implementation meetings, HRBP huddles, and business reviews.
Plan and execute client visits and internal coordination meetings.
Partner with internal teams on legal compliance, SLAs, and data protection.
Oversee incident handling, documentation, and preparation of official HR reports (IRs/NTE/NOD).
Ensure performance management tools and employee development plans are aligned.

5. Reward & Recognition

Track monthly and annual performance evaluations.
Coordinate incentive plan creation, approvals, and payouts.
Support annual merit review processes and skills development initiatives.
Promote recognition and rewards (R&R) programs tied to performance and culture.
Advise CSMs and clients on recognition opportunities.
Highlight top performers and facilitate shout-outs and commendations.

Requirements

Education: Bachelor's degree in HR Management, Psychology, or a related field.
Experience: 6–10 years in HR business partnering and client service roles.
Core Competencies: Employee relations, engagement programs, performance management, HR operations.
Communication: Strong interpersonal and written communication skills to engage multiple stakeholders.
Analytical Skills: Ability to analyze people data and derive actionable insights.
Technical Skills: Familiarity with ZohoDesk, Google Workspace, KAMI, and performance dashboards.
Knowledge: Deep understanding of Philippine labor laws and international client expectations.
Mindset: Strategic thinker with strong attention to detail and long-term planning ability.

Working Conditions