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.
