Key Responsibilities :

Business Partnering & Talent Strategy

Serve as a strategic HR advisor to business leaders, aligning people initiatives with organizational goals and overall company strategy.
Drive workforce planning, organizational design, and talent acquisition to support business growth and capability needs.
Partner with managers to identify talent gaps, succession plans, and career development pathways for key roles.
Contribute to the design and implementation of performance management and reward frameworks that reinforce business priorities.

Employee & Industrial Relations (ER/IR)

Proactively manage employee relations matters, including grievances, conflict resolution, investigations, and disciplinary processes.
Ensure that employment practices align with legal and company standards, maintaining fairness and compliance.
Foster constructive relationships with employees, and where applicable, with labor unions or employee representatives.
Support preparation and representation in employment-related audits, reviews, or legal proceedings when required.

Performance, Engagement & Culture

Coach leaders to effectively manage performance, strengthen team engagement, and build a culture of accountability and inclusion.
Monitor employee morale and engagement through surveys, feedback sessions, and workplace observations.
Partner with leadership to drive initiatives that enhance employee experience and organizational culture.

Learning & Development

Identify capability and development needs across teams and partner with L&D to deliver impactful learning solutions.
Support leadership development and succession programs to strengthen the talent pipeline and build future capability.
Promote a culture of continuous learning and growth throughout the organization.

HR Operations & Analytics

Ensure timely and accurate execution of core HR processes, including onboarding, offboarding, promotions, and policy implementation.
Utilize HR analytics and reporting to provide insights into workforce trends, attrition, and engagement to guide business decisions.
Collaborate with payroll, compensation, and benefits teams to deliver a seamless employee experience across the employment lifecycle

Qualifications & Skills:

Bachelor's degree in Human Resources, Business Administration, or a related field. A Master's degree or HR certification (e.g., SHRM-CP, PHR) is a plus.
5+ years of experience in Human Resources, with a focus on recruitment, performance management, and talent development.
Strong communication skill, both in Bahasa Indonesia and English.
Strong experience managing performance review cycles, providing guidance on performance feedback, and driving employee development strategies.
Excellent communication, interpersonal, and coaching skills to build relationships with stakeholders at all levels.
Proven ability to influence business leaders and drive positive organizational change.
Knowledge of HR best practices, employment laws, and performance management principles.
Ability to manage multiple projects and prioritize tasks in a fast-paced, dynamic environment.
Available to start immediately.
Willing to comply with the work-from-office policy.

Human Resources Business Partner