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I. Key Responsibilities:
- Recruitment and Onboarding:
- Lead and manage the recruitment process, including job postings, candidate screening, interviews, and selection.
- Develop and implement orientation programs to ensure new employees integrate effectively into the company.
- Evaluate candidates' relevant knowledge, skills, soft skills, experience, and abilities.
- Monitor and apply best practices in HR recruitment.
- Provide analytical and data-driven recruitment reports to other team members.
- Employee Relations:
- Act as the main point of contact for employees to resolve issues and conflicts.
- Design and develop Employee Relations (ER) policies, processes, and tools to implement necessary changes across the organization.
- Handle union relations activities, including dealing with disciplinary cases and offering best practice advice to management.
- Support and coordinate cultural and behavioral changes required for all company IR/ER programs.
- HR Policy and Corporate Compliance Governance:
- Develop and update HR policies and procedures to comply with local labor laws and regulations.
- Ensure the organization follows best practices in HR management and complies with legal requirements.
- Optimize and update company regulations to ensure both legal compliance and overall organizational interests.
- Compensation and Benefits:
- Manage compensation programs, including salary reviews, bonuses, and benefits administration.
- Ensure compliance with legal and regulatory requirements related to compensation and benefits.
- Performance Management:
- Develop and oversee a performance evaluation system that promotes high performance.
- Review and evaluate employees' work history.
- HR Analytics and Reporting:
- Monitor HR metrics (such as turnover rate, time to hire) and report HR activities to senior management.
- Use data to make informed decisions and improve HR processes.
- Develop and manage the annual HR budget, including salaries, benefits, training programs, recruitment, employee engagement programs, and other HR-related costs.
- Collaborate with the CHRO and senior management to ensure the HR budget aligns with overall business goals.
- Perform financial forecasting to predict future HR costs, including workforce planning, compensation adjustments, and benefits changes.
- Leadership and Strategic HR:
- Work closely with senior management to develop HR strategies that align with business objectives.
- Lead and develop the HR team to provide superior HR services throughout the organization.
- Administrative Management:
- Responsible for routine administrative management, including office assets, fleet, hotel and ticket vendors, visa processing, and more.
- More than 8 years of practical experience in the HRGA field.
- Strategic HR leadership experience, having managed an HRGA team of more than 8 members.
- Familiar with Indonesian labor laws, experienced in handling employee relations and company regulations, and capable of optimizing labor costs in compliance with local legal requirements (preferably with connections to the local Ministry of Manpower).
- Honest, with high integrity, strong sense of responsibility, and proactive in taking on tasks.
- Efficient in decision-making, capable of leading team members to achieve goals within the required timeframe.
- Experience in the food and beverage or retail industry is preferred.
- Educational background in Human Resource Management or Psychology is preferred.
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