The Assistant HR Manager – People Relations & Development is responsible for leading the company’s employee relations and people development initiatives in support of business goals, employee engagement, organizational effectiveness, and a positive workplace culture within a BPO environment. The role ensures the consistent application of company policies, proper handling of employee concerns and administrative cases, and the execution of development initiatives that strengthen employee experience, leadership capability, and organizational effectiveness. This role is also expected to help drive learning and development programs and personally facilitate training sessions, workshops, and interventions as needed.Key ResponsibilitiesPeople RelationsLead the People Relations function, including case management, employee concerns, disciplinary processes, investigations, mediation, and policy administration.Ensure timely, fair, and consistent handling of employee relations issues in line with company policies, labor regulations, and due process requirements.Partner with Operations, HR, and business leaders to address escalations, improve employee climate, and minimize employee relations risk.Review and recommend updates to the code of conduct, employee handbook, disciplinary guidelines, and related HR policies.Track and analyze people relations trends such as attrition drivers, grievances, infractions, behavioral concerns, and recurring workplace issues, and recommend preventive actions.Provide coaching and guidance to line leaders on employee handling, documentation standards, performance conversations, and conflict resolution.Support hearing facilitation, documentation review, notice preparation, and case resolution recommendations.People Development and Organizational EffectivenessLead the design and implementation of people development programs that support culture-building, engagement, values reinforcement, leadership development, and change management.Manage employee engagement initiatives, survey administration, action planning, and follow-through on identified improvement opportunities.Partner with stakeholders to identify organizational capability gaps and recommend interventions such as workshops, team sessions, communication initiatives, and development programs.Help drive a strong performance culture by aligning development initiatives with business priorities, leadership expectations, and employee experience goals.Support organizational change efforts, including communication planning, manager enablement, and adoption activities.Develop and monitor metrics, dashboards, and program outcomes to measure effectiveness and guide decision-making.Learning and Development SupportHelp assess learning and development needs across teams and functions in partnership with business leaders and HR stakeholders.Design, coordinate, facilitate, and where needed personally deliver training programs, workshops, and learning sessions for employees, people leaders, and support teams.Create or customize training materials, facilitator guides, presentations, and learning content based on business and organizational needs.Evaluate learning effectiveness through attendance, feedback, knowledge checks, behavioral improvement, and business impact indicators, and recommend enhancements to programs.Leadership and Stakeholder ManagementSupervise and guide team members assigned to People Relations and Development initiatives.Build strong working relationships with Operations leaders, support functions, and site leadership to ensure practical and business-aligned HR solutions.Present findings, trends, and recommendations to management in a clear and data-driven manner.Ensure confidentiality, professionalism, and sound judgment in handling sensitive employee and organizational matters.RequirementsAt least 4–6 years of progressive HR experience, with strong exposure to employee relations, organizational development, and training facilitation or learning programs.Strong knowledge of employee relations practices, including case handling, investigations, policy implementation, workplace conflict management, conflict resolution, mediation, and labor and policy compliance.Experience in employee engagement, culture-building, leadership development, survey action planning, organizational interventions, change management, and leadership coaching.Demonstrated ability to facilitate workshops, conduct training sessions, and engage participants across different levels of the organization.Strong communication, facilitation, stakeholder management, influencing, and problem-solving skills.Ability to work with data, generate insights, and translate findings into actionable interventions.Experience with project management and execution.High level of discretion, maturity, and ability to manage sensitive and confidential employee or organizational matters.Eligible to work in the Philippines and currently residing in the Philippines.Preferred CompetenciesBachelor’s degree in Human Resources, Psychology, Behavioral Science, Business Administration, Education, or a related field.Experience in a BPO, shared services, or high-volume multi-site environment.BenefitsHMO with 1 free dependent upon hireLife Insurance20 PTO credits annuallyCareer Growth and LearningA laptop will be provided by the company
The Assistant HR Manager – People Relations & Development is responsible for leading the company’s employee relations and people development initiatives in support of business goals, employee engagement, organizational effectiveness, and a positive workplace culture within a BPO environment. The role ensures the consistent application of company policies, proper handling of employee concerns and administrative cases, and the execution of development initiatives that strengthen employee experience, leadership capability, and organizational effectiveness. This role is also expected to help drive learning and development programs and personally facilitate training sessions, workshops, and interventions as needed.
Key Responsibilities
People Relations
- Lead the People Relations function, including case management, employee concerns, disciplinary processes, investigations, mediation, and policy administration.
- Ensure timely, fair, and consistent handling of employee relations issues in line with company policies, labor regulations, and due process requirements.
- Partner with Operations, HR, and business leaders to address escalations, improve employee climate, and minimize employee relations risk.
- Review and recommend updates to the code of conduct, employee handbook, disciplinary guidelines, and related HR policies.
- Track and analyze people relations trends such as attrition drivers, grievances, infractions, behavioral concerns, and recurring workplace issues, and recommend preventive actions.
- Provide coaching and guidance to line leaders on employee handling, documentation standards, performance conversations, and conflict resolution.
- Support hearing facilitation, documentation review, notice preparation, and case resolution recommendations.
People Development and Organizational Effectiveness
- Lead the design and implementation of people development programs that support culture-building, engagement, values reinforcement, leadership development, and change management.
- Manage employee engagement initiatives, survey administration, action planning, and follow-through on identified improvement opportunities.
- Partner with stakeholders to identify organizational capability gaps and recommend interventions such as workshops, team sessions, communication initiatives, and development programs.
- Help drive a strong performance culture by aligning development initiatives with business priorities, leadership expectations, and employee experience goals.
- Support organizational change efforts, including communication planning, manager enablement, and adoption activities.
- Develop and monitor metrics, dashboards, and program outcomes to measure effectiveness and guide decision-making.
Learning and Development Support
- Help assess learning and development needs across teams and functions in partnership with business leaders and HR stakeholders.
- Design, coordinate, facilitate, and where needed personally deliver training programs, workshops, and learning sessions for employees, people leaders, and support teams.
- Create or customize training materials, facilitator guides, presentations, and learning content based on business and organizational needs.
- Evaluate learning effectiveness through attendance, feedback, knowledge checks, behavioral improvement, and business impact indicators, and recommend enhancements to programs.
Leadership and Stakeholder Management
- Supervise and guide team members assigned to People Relations and Development initiatives.
- Build strong working relationships with Operations leaders, support functions, and site leadership to ensure practical and business-aligned HR solutions.
- Present findings, trends, and recommendations to management in a clear and data-driven manner.
- Ensure confidentiality, professionalism, and sound judgment in handling sensitive employee and organizational matters.
Requirements
- At least 4–6 years of progressive HR experience, with strong exposure to employee relations, organizational development, and training facilitation or learning programs.
- Strong knowledge of employee relations practices, including case handling, investigations, policy implementation, workplace conflict management, conflict resolution, mediation, and labor and policy compliance.
- Experience in employee engagement, culture-building, leadership development, survey action planning, organizational interventions, change management, and leadership coaching.
- Demonstrated ability to facilitate workshops, conduct training sessions, and engage participants across different levels of the organization.
- Strong communication, facilitation, stakeholder management, influencing, and problem-solving skills.
- Ability to work with data, generate insights, and translate findings into actionable interventions.
- Experience with project management and execution.
- High level of discretion, maturity, and ability to manage sensitive and confidential employee or organizational matters.
- Eligible to work in the Philippines and currently residing in the Philippines.
Preferred Competencies
- Bachelor’s degree in Human Resources, Psychology, Behavioral Science, Business Administration, Education, or a related field.
- Experience in a BPO, shared services, or high-volume multi-site environment.
Benefits
- HMO with 1 free dependent upon hire
- Life Insurance
- 20 PTO credits annually
- Career Growth and Learning
- A laptop will be provided by the company
SuperStaff is a comprehensive outsourcing solutions provider offering call center services offshore in the Philippines, nearshore in Colombia, and onshore in the United States.
Initially a captive market for its mother company, servicing the health and biopharma sectors for decades, SuperStaff diversified internationally. Three years ago, we managed to grow in size and expand our service portfolio. As we gain competencies in multiple industry verticals, we extend our clout in servicing start-ups and Forbes-ranked enterprises with back-end support and transformative BPO solutions.
SuperStaff is a comprehensive outsourcing solutions provider offering call center services offshore in the Philippines, nearshore in Colombia, and onshore in the United States.
Initially a captive market for its mother company, servicing the health and biopharma sectors for decades, SuperStaff diversified internationally. Three years ago, we managed to grow in size and expand our service portfolio. As we gain competencies in multiple industry verticals, we extend our clout in servicing start-ups and Forbes-ranked enterprises with back-end support and transformative BPO solutions.
