Human Resources Specialist

Job Overview:

We are seeking an HR Specialist with a manufacturing experience. This role serves as a strategic partner to plant operations, owning end-to-end recruitment for director operators and office staff, while demonstrating a solid understanding of factory dynamics—shift scheduling, piece-rate compensation logic, and seasonal workforce fluctuations. Beyond recruitment expertise, you must have working knowledge of C&B, talent development, and employee relations. English is a must; Mandarin proficiency is a significant plus. You will thrive in a fast-paced Chinese-invested manufacturing environment, driving organizational effectiveness and cultural integration.

Key Responsibilities:

1. Full-Cycle Recruitment (Core Priority)

• Manage the entire recruitment lifecycle for production operators, technicians, engineer, specialist and other staff—from demand validation, sourcing, screening, structured interviewing, salary negotiation, offer extension to onboarding.
• Develop and optimize local Indonesian recruitment channels (JobStreet, Indeed, offline labor markets, vocational schools, agencies, employee referrals). Build a tiered talent pool system tailored to local labor behaviors to reduce cost-per-hire.
• Maintain a recruitment dashboard with weekly tracking of channel conversion rates, interview-to-offer ratios, acceptance rates, and probationary retention, using data to drive strategy adjustments.

2. Manpower Efficiency Support for Plant Operations

Collaborate with production heads on monthly/quarterly manpower forecasting, creating agile recruitment contingency plans to address sudden shortages (e.g., illness, seasonal homecoming).

Understand grassroots HR pain points: assist in reviewing attendance anomalies, overtime compliance, and piece-rate payroll data verification with the C&B team, ensuring HR policies are effectively implemented on the shop floor.

3. Full-Spectrum HR Collaboration & Organizational Development

C&B & Performance: Participate in salary review research and performance data collection; assist in refining frontline KPI scorecards aligned with safety, quality, and productivity metrics.

Talent Development: Support the pipeline building for team leaders through skills competitions and internal promotion assessments; coordinate new-hire orientation programs.

Employee Relations & Culture: Drive cultural initiatives (e.g., Safety Month, Quality Star awards) at the plant level; handle basic labor disputes and foster a harmonious production atmosphere. Support organizational restructuring, team consolidation, and change management projects.

4. Other Duties

Complete cross-border HR tasks assigned by department head (e.g., expatriate support, headquarters reporting).

Job Requirements:

Must-Have:

Education: Bachelor degree or above

Language: Fluent English for daily documentation and headquarters communication; Mandarin proficiency is a strong plus for direct reporting to Chinese management.

Experience: Minimum 3 years in recruitment, with proven experience in manufacturing/plant HR, specifically familiar with the recruitment pace and channel challenges of frontline production roles.

Industry Acumen: Deep understanding of factory operations (shift systems, cleanroom protocols, OHS compliance), and willingness to interact with shop-floor employees regularly.

Core Competencies:

Channel Resource Sensitivity: Practical experience in the local Indonesian labor market; does not rely on a single channel and has awareness of labor dispute prevention.

Resilience & Delivery: Ability to multitask during peak hiring seasons and adapt to urgent-order staffing demands.

Data Literacy: Proficient in Excel for recruitment reporting and basic manpower cost analysis.

Professionalism: Fair, detail-oriented, culturally inclusive, with strong conflict-resolution instincts.

Preferred Qualifications (Bonus Points):

Prior HR experience in Chinese/Taiwanese/Japanese-invested manufacturing firms, with familiarity of their management culture (e.g., daily reporting, rapid response mechanisms).

Hands-on involvement in plant-level organizational transformation (e.g., line consolidation, job re-profiling) or corporate culture reshaping.

HR certifications (e.g., CHRP) or labor law training credentials.