Regional HR Expert / Indonesia (Senior Manager / Deputy Director Level)

Role Overview:

Acting as a Center of Excellence (COE) Expert, you will focus on the design of the compensation compliance and organizational performance policy system in Indonesia. You will manage the SSOC system and take charge of compensation approval, analysis, and design. Furthermore, you will supervise and guide local recruitment, compliance, labor cost, and budget management across all local bases (including Apparel and Fabric bases).

Core Responsibilities:

• Compensation System: Design the compensation structure for Indonesia, formulate the fixed-to-variable pay ratio and salary adjustment matrix, and execute market percentile benchmarking.
• Benefits & Compliance: Manage the compliance of statutory benefits, including BPJS (social security), THR (religious holiday bonus), and severance pay regulations.
• Performance Policy: Develop company-level performance systems, design bonus pools, and establish both short-term and long-term incentive plans.
• Organizational Diagnosis: Formulate cross-base organizational structures and human efficiency standards, and conduct job value evaluations.
• Cost Control: Manage labor cost budgets, conduct market compensation research, and calculate the total volume for salary adjustments and bonus pools.

Qualifications & Competencies:

• Professional Skills: Highly proficient in Indonesian labor law, compensation and social security, THR, and severance pay regulations. Master compensation research methodologies and the application of market percentile data. Skilled in job evaluation (e.g., Hay Group) and job grading system design. Proven experience in designing and calculating bonus pools and long-term incentive plans.
• Language Requirement: Fluency in Indonesian (Bahasa Indonesia) is mandatory, Mandarin is a Plus.
• General Capabilities:
• Policy Expertise: Ability to systematically design compensation and performance policies.
• Data Rigor: Highly sensitive to numbers, ensuring all plans are calculable and actionable.
• Cross-Cultural Communication: Able to clearly explain policies to local teams.
• Risk Control: Strong grasp of compliance boundaries and prepared with union communication contingency plans.
• Personality Traits: Rigorous and meticulous with a zero-error standard for compensation data. High level of confidentiality awareness regarding sensitive compensation information. Objective and fair, ensuring everyone is equal before the policy. Resilient and stable, capable of handling high-pressure periods during salary adjustments and bonus seasons.