Human Resources Business Partner

Key Responsibilities

The duties of an HRBP generally span four core personas: Strategic and Operation Partner, Emergency Responder, and Employee Mediator.

• Strategic Alignment: Partner with executives and line managers to design workforce plans that support long-term business growth and operational goals.
• Talent Management & Succession: Facilitate talent review sessions to identify high-potential employees, build robust leadership pipelines, and oversee succession planning.
• Performance & Coaching: Coach and guide managers on performance management, constructive feedback, and setting effective KPIs.
• Change Management: Act as a change agent during company transformations, structural redesigns, or cultural shifts to ensure smooth team transitions.
• Employee Relations: Manage and resolve complex employee relations issues, conduct objective investigations, and foster a positive workplace culture.
• Data-Driven HR: Analyze key HR metrics, including turnover, engagement, absenteeism, and workforce productivity, to identify workforce challenges and implement data-backed solutions.
• Compensation & Compliance: Advise leadership on compensation frameworks, benefits, and ensure compliance with applicable employment laws and company policies.
• Payroll Management: Oversee and support the end-to-end payroll process, including salary calculations, allowances, deductions, overtime, benefits, and statutory contributions, ensuring accuracy, timeliness, and confidentiality.
• Payroll Validation & Reconciliation: Conduct regular payroll validation and reconciliation, identify discrepancies, and coordinate with relevant stakeholders to ensure accurate payroll processing and employee records.
• HR Administration & Reporting: Maintain accurate employee data and prepare regular HR reports, dashboards, and workforce analytics to support management decision-making.
• Advanced Excel & HR Analytics: Utilize Microsoft Excel extensively for payroll analysis, HR reporting, workforce analytics, and data reconciliation, with strong proficiency in Pivot Tables, SUMIF/SUMIFS, VLOOKUP/XLOOKUP, COUNTIF/COUNTIFS, IF functions, and other advanced Excel functions.
• Process Improvement: Identify and implement improvements to HR and payroll processes through data analysis, automation, and standardized workflows to improve efficiency, accuracy, and compliance.

Qualifications

• Bachelor's degree in human resources, Psychology, Business Administration, Management, Accounting, or a related field.
• Minimum 5–8 years of progressive experience in Human Resources, with solid experience as an HR Business Partner, HR Generalist, or HR Manager.
• Strong hands-on experience in end-to-end payroll processing, including salary calculation, allowances, deductions, overtime, employee benefits, and statutory contributions.
• Good understanding of Indonesian employment regulations, payroll compliance, BPJS, PPh 21, and other statutory requirements.
• Proven experience in employee relations, performance management, talent management, organizational development, and workforce planning.
• Strong business acumen with the ability to understand business needs and translate them into effective HR solutions.
• Strong analytical and problem-solving skills with the ability to interpret HR and payroll data and provide actionable insights.
• Advanced proficiency in Microsoft Excel, particularly Pivot Tables, SUMIF/SUMIFS, VLOOKUP/XLOOKUP, COUNTIF/COUNTIFS, IF, data validation, and data analysis functions.
• Experience in preparing HR dashboards, payroll reports, headcount reports, and management reports using Excel.
• Experience handling and analyzing large employee and payroll datasets with a high level of accuracy and attention to detail.
• Strong communication, interpersonal, influencing, and stakeholder management skills.
• Ability to work independently, manage multiple priorities, and handle confidential employee and payroll information with discretion.
• Strong coaching and consulting skills with the ability to build effective relationships with employees, managers, and senior leadership.
• High level of integrity, professionalism, accountability, and confidentiality.
• English proficiency, both written and verbal, is preferred, particularly for communication with regional or global stakeholders.