Human Resources Business Partner Manager

About the Role

At Tentang Anak, we move super fast because we work for the needs of 80 million Indonesian children & families that can't wait. We seek people who are hungry to solve the problem, accountable & bring speed in everything they do.

As we scale, our People team is moving from functional specialists to HR Business Partners who own the full people cycle for their departments. As HRBP Manager, you'll lead the HRBP team, set its priorities and standards, and make sure every department gets consistent, high-quality partnership — from manpower planning and hiring through onboarding, performance, development, engagement and exit. You'll also partner directly with your own portfolio of departments and be the first line for employee relations, so department leaders call you first when a people issue comes up.

What You'll Own

• Team leadership & development. Lead and develop the HRBP team, allocate departments and caseload fairly, set clear priorities and standards, and coach HRBPs to run their portfolios independently.
• Workforce planning. Collect manpower needs from all departments, run workload data and analysis, and flag workload and structure issues early so headcount decisions are made on evidence.
• Talent acquisition partnership. Partner with department heads and the C-level on hiring priorities and offer strategy, set the hiring standard the HRBP team runs, and personally lead and close senior and critical hires.
• Performance & talent decisions. Advise department heads and the C-level on probation outcomes, calibration, PIPs and promotion cases, bringing the evidence the HRBP team gathers so every decision is fair and consistent.
• Capability building. Work with department heads to pinpoint the capability gaps that matter most to their business goals, and turn them into clear learning priorities for each department.
• Engagement & retention. Bring eNPS and retention insights to leadership, coach department heads on their action plans, and lead retention conversations for critical talent and ensure no regretable resignation.
• Exit & employee relations. Act as first-line ER for your departments: run exit conversations and handover, and prepare documentation before disciplinary steps.
• Change management. Socialize org changes to company wide, ensure smooth transition and changes across organozation, and support leaders through each transition.

What Success Looks Like (First 6–12 Months)

• Department leaders across the company treat their HRBP as their first call on people matters, and manpower needs are agreed upfront rather than raised ad hoc.
• The HRBP team runs a consistent HR cycle in every department, with clear priorities and standards, and each HRBP manages their portfolio independently.
• Priority roles close within their agreed deadlines, with strong offer acceptance on key roles.
• Every new joiner has monthly probation reviews on record, and probation decisions are made on documented evidence.
• Performance reviews complete on time, with a calibration pack ready for every department each cycle.
• Each department has an eNPS action plan agreed with its leader and followed through.
• Employee relations cases and exits are handled early, consistently and with complete documentation.

Who Will Thrive Here

• You have 5+ years in HR, including at least 2 years managing a team or in a leadership position, with hands-on experience across the employee lifecycle, with a strong talent acquisition background is a plus.
• You're comfortable handling sensitive people matters — performance issues, probation decisions, employee relations — with fairness, discretion and good documentation.
• You work comfortably with departments and managers at every level, and they trust your advice.
• You can read workload and people data and turn it into a clear recommendation for a leader.
• You take full ownership, from planning to execution, and you move quickly in a fast-growing company.