People Success Partner (PSP)

The People Success Partner (PSP) 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

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 prior to 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.

Requirements

Benefits