Job Description
Overview
Kepala Gading, Indonesia | Posted on 02/20/2026
Formulate and implement a people strategy aligned with overall business objectives.
Establish scalable organizational structures, job frameworks, and grading systems.
Partner with leadership on manpower planning and succession strategies.
Prepare the organization for expansion, restructuring, and transformation initiatives.
Talent Acquisition & Employer Branding
Lead comprehensive recruitment strategies across all organizational levels.
Strengthen employer branding initiatives to attract high-quality talent.
Develop structured hiring methodologies, including assessments and interview frameworks.
Improve hiring efficiency while maintaining strong candidate quality.
Collaborate closely with business leaders to address workforce requirements.
Performance Management & KPI Framework
Develop and oversee performance management systems.
Ensure alignment between individual KPIs and company-wide objectives.
Implement transparent and equitable performance appraisal processes.
Foster a results-oriented and accountability-driven culture.
Link performance results to compensation, rewards, and development programs.
Design and implement structured training initiatives.
Establish leadership development and succession planning programs.
Identify high-potential employees and create defined career progression paths.
Promote continuous professional development and skill enhancement.
Manage onboarding and long-term employee development programs.
Compensation, Benefits & Rewards
Develop competitive and sustainable compensation frameworks.
Conduct salary benchmarking to maintain market competitiveness.
Manage incentive schemes, bonus structures, and reward systems.
Ensure fairness, transparency, and internal pay equity.
Monitor manpower costs in alignment with business performance.
Culture, Engagement & Change Management
Cultivate and reinforce company values and culture.
Lead employee engagement programs and initiatives.
Encourage collaboration, trust, and open communication.
Serve as a strategic culture advisor to leadership.
HR Operations, Compliance & Governance
Ensure adherence to labor laws, regulations, and internal policies.
Oversee payroll, attendance, contracts, and employee records management.
Maintain HR SOPs, policies, and governance frameworks.
Manage employee relations, disciplinary cases, and grievance processes.
Uphold ethical and fair people practices across the organization.
Implement and optimize HRIS and workforce analytics systems.
Drive digital transformation and automation within HR processes.
Provide workforce insights and analytics to leadership.
Utilize data to improve retention, productivity, and performance.
Standardize KPI tracking and automation company-wide.
Deliver data-driven recommendations for long-term strategic decisions.
Leadership & Stakeholder Management
Act as a strategic advisor to the CEO and executive team.
Partner with department heads on workforce matters.
Lead and develop the HR/HC team.
Communicate effectively across all organizational levels.
Facilities & Infrastructure Management
Oversee management of offices, factories, warehouses, and showrooms.
Ensure facility maintenance, cleanliness, utilities, and operational functionality.
Coordinate repairs, renovations, and minor construction projects.
Manage leases, tenancy agreements, and facility documentation.
Maintain workplace safety and compliance standards.
Asset & Non-Production Inventory Management
Supervise company assets including office equipment, vehicles, and tools.
Maintain accurate asset tracking and tagging systems.
Oversee procurement, maintenance, and disposal of assets.
Office Administration & Support Services
Manage office supplies and general consumables.
Coordinate mail, courier services, travel, and accommodations.
Support meetings, corporate events, and company functions.
Maintain proper administrative documentation and filing systems.
Security, Safety & Compliance
Supervise security operations and access control systems.
Implement workplace health, safety, and emergency response programs.
Coordinate safety inspections and evacuation drills.
Liaise with relevant authorities regarding compliance matters.
Source and manage GA vendors and service providers.
Negotiate and oversee contracts for security, cleaning, maintenance, and utilities.
Monitor service performance, SLA compliance, and cost effectiveness.
Ensure timely contract renewals and licensing updates.
Transportation & Non-Core Logistics
Manage company vehicles, drivers, fuel usage, and maintenance schedules.
Ensure vehicle licensing, insurance, and regulatory compliance.
Corporate Administration & External Relations
Manage corporate licenses, permits, and regulatory documentation.
Coordinate with government institutions and external stakeholders.
Support corporate governance documentation and filings.
Assist with external engagements and corporate events.
Budgeting & Cost Control
Develop and manage GA budgets and expenditures.
Monitor spending and identify cost optimization opportunities.
Coordinate invoice processing and payments with Finance.
Ensure procurement aligns with company policies.
Systems, SOP & Process Enhancement
Develop and update GA standard operating procedures.
Implement asset and facility management systems.
Drive process optimization and automation initiatives.
Maintain documentation readiness for audits and compliance checks.
Team Supervision & Daily Operations
Lead GA team members including administration staff, drivers, and security personnel.
Allocate responsibilities, schedules, and performance standards.
Maintain discipline, accountability, and service quality.
Provide training and ensure adherence to established procedures.
Qualifications & Experience
Bachelor’s degree in Human Resources, Psychology, Business, or related field
Master’s degree or professional HR certification preferred
10+ years of progressive HR / human capital experience
Proven experience in organizational development, talent management, and leadership roles
Strong understanding of labor law and HR best practices
Experience in fast-growing or transformation environments is a plus
Strategic thinking with strong execution ability
High emotional intelligence and leadership presence
Strong communication and influencing skills
Ability to balance people empathy with business discipline
Data-driven and systems-oriented mindset
High integrity and confidentiality
High employee engagement and retention
Strong leadership pipeline and succession readiness
Clear performance accountability across the organization
Competitive and fair compensation structure
Low compliance and employee relations issues
HR viewed as a business partner, not a support function
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