工作经历

• HR GA Manager

  Agros Global Indonesia

  2024.03-至今

  (1 年)

  Talent Acquisition & Onboarding : • Strategic Recruitment Planning: Collaborate with hiring managers to understand talent needs, develop effective sourcing strategies tailored to the specific skills required for our agriculture-focused roles (e.g., agronomists, farm operationsspecialists, agricultural technology experts, business development in the agriculture sector). • End-to-End Recruitment Process: Manage the entire recruitment lifecycle, from crafting compelling job descriptions that highlight the unique opportunities within our agricultural mission, sourcing candidates through diverse channels (onlineplatforms, industry networks, agricultural universities), screening applications, conducting engaging and insightful interviews, and managing candidate communication. • Employer Branding in Agriculture: Actively contribute to building our employer brand within the agricultural community, showcasing our innovative approach and positive impact on the industry to attract top talent passionate about agriculture and sustainability. • Offer Management & Negotiation: Prepare and extend competitive job offers, negotiate terms, and ensure a positive candidate experience throughout the offer process. • Smooth Onboarding & Integration: Design and implement a comprehensive onboarding program that effectively integrates new hires into our company culture, provides them with the necessary resources and knowledge about our agricultural operations and goals, and fosters a sense of belonging from day one. HR General Affairs & Compliance: • Business Entity Registration & Licensing: Oversee all aspects of business entity registration in Indonesia and ensure all necessary operational licenses and permits are secured and maintained, navigating the local regulatory landscape. • Government Registrations & Compliance: Manage all mandatory registrations with government bodies, including BPJS Ketenagakerjaan (Social Security for Employment), BPJS Kesehatan (Social Health Insurance), tax regulations, and other relevant Indonesian labor laws, ensuring ongoing compliance. • Payroll Administration: Manage the accurate and timely processing of payroll for all employees, ensuring compliance with Indonesian tax and labor regulations. • Policy Development & Implementation: Develop and implement HR and GA policies and procedures that align with Indonesian labor laws and best practices, while also being adaptable to the fast-paced environment of a startup. • Employee Relations: Serve as a point of contact for employee inquiries and concerns, fostering a positive and productive work environment. Address employee relations issues fairly and effectively. • Performance Management & KPI Establishment: Collaborate with leadership to establish clear and measurable Key Performance Indicators (KPIs) for all roles within the Indonesia team, aligned with our agricultural business objectives. Support the performance review process. • HR Systems & Record Keeping: Maintain accurate and up-to-date employee records and HR-related documentation, ensuring data privacy and compliance. • Office Administration & Vendor Management: Oversee general office administration, including managing relationships with vendors for office supplies, equipment, and other necessary services to ensure a functional and efficient workplace.
• HR GA Manager

  Beleaf Farms

  2023.04-2024.03

  (1 年)

  To manage and oversee all Human Resources, General Affairs, and Recruitment functions for the company, ensuring a positive and productive work environment that supports the company's growth, particularly within the context of a dynamic agriculture startup. This role involves strategic planning, operational execution, team supervision, and direct contribution to building a strong and engaged workforce. I. Recruitment & Talent Acquisition : • Full Recruitment Lifecycle Management: o Needs Assessment & Planning: Collaborate with hiring managers to understand current and future hiring needs across all departments, including specialized roles within agriculture (e.g., Agronomists, Farm Managers,Agricultural Technicians, Supply Chain Specialists for agricultural products). o Job Description Development: Create compelling and accurate job descriptions that attract qualified candidates for a variety of roles, from technical agricultural positions to administrative and operational staff. o Sourcing Strategies: Develop and implement proactive and diverse sourcing strategies to attract both active and passive candidates. This includes utilizing online job boards (local and international where relevant), professional networking platforms (e.g., LinkedIn), industry-specific agricultural platforms, employee referrals, campus recruitment (partnering with agricultural universities/vocational schools), and potentially engaging with recruitment agencies specializing in agriculture. o Candidate Screening & Evaluation: Efficiently screen applications and resumes, conduct initial phone/video interviews to assess qualifications, cultural fit, and motivation, with a keen understanding of the specific skills required for agricultural roles. o Interview Process Management: Coordinate and schedule interviews, develop interview guides, train hiring managers on effective interviewing techniques, and participate in interview panels. Ensure a positive and professional candidate experience. o Assessment & Testing: Implement relevant assessments (e.g., technical tests for agricultural roles, aptitude tests) to evaluate candidate skills and suitability. o Offer Management & Negotiation: Prepare and extend competitive job offers, negotiate terms and conditions of employment, and ensure compliance with local labor laws. o Onboarding & Integration: Design and implement a comprehensive onboarding program to effectively integrate new hires into the company culture and their respective roles, including providing necessary information about the agricultural operations and company values. o Building Talent Pipelines: Proactively build and maintain talent pipelines for critical and recurring roles within the agricultural sector to ensure a consistent flow of qualified candidates. o Employer Branding: Contribute to building a strong employer brand that resonates with potential candidates, highlighting the unique opportunities and impact of working in an agriculture-focused startup. II. Human Resources Management: • Policy Development & Implementation: Develop, implement, and maintain HR policies and procedures that align with the company's values and comply with local labor laws, adapting them to the specific needs of an agriculture startup environment (e.g., policies related to seasonal work, field operations). • Employee Relations: Serve as a point of contact for employee inquiries and concerns, fostering a positive and open communication environment. Address employee grievances and conflicts fairly and effectively. • Compensation & Benefits Administration: Manage the payroll process, administer employee benefits programs (e.g.,health insurance, leave policies), and ensure competitive and fair compensation structures relevant to the local market and agricultural industry. • HR Data Management & Reporting: Maintain accurate and up-to-date employee records, generate HR reports, and provide insights to the Founder/CEO on key HR metrics. • Legal Compliance: Ensure compliance with all relevant labor laws and regulations in Indonesia, staying updated on any changes that may impact the company's HR practices, particularly those related to agricultural employment. • Employee Engagement & Retention: Develop and implement initiatives to foster employee engagement, motivation, and retention, understanding the unique challenges and rewards of working in an agriculture startup. III. General Affairs Management : • Office Administration: Oversee the day-to-day operations of the office, ensuring a clean, safe, and efficient work environment. This may include managing office supplies, equipment maintenance, and vendor relationships. • Facility Management (as applicable): Depending on the scale of the company, this may involve overseeing the maintenance and security of office spaces and potentially any on-site facilities related to agricultural operations (e.g.,storage, processing areas). • Procurement & Vendor Management: Manage relationships with vendors for office supplies, equipment, and other general affairs needs, potentially including suppliers relevant to the agricultural operations. • Travel & Accommodation: Coordinate travel arrangements and accommodations for employees as needed, potentially including travel to agricultural sites or industry events. • Health & Safety: Ensure a safe and healthy work environment for all employees, implementing safety protocols relevant to both office and potential agricultural field operations. • Company Events & Activities: Organize company events, team-building activities, and employee engagement initiatives to foster a positive company culture, potentially incorporating elements relevant to the agricultural context (e.g., farmvisits, harvest celebrations).
• Head of HR

  Smoot Motor Indonesia & Swap Energi Indonesia

  2022.04-2023.04

  (1 年)

  End-to-End Mass Recruitment for Technical and Engineering Roles: o Demand Planning & Forecasting: Collaborate with hiring managers in engineering and technical departments to understand current and future hiring needs for technicians and engineers, including skill sets, experience levels, and timelines. o Sourcing Strategy Development: Design and implement effective sourcing strategies for attracting a high volume of qualified technicians and engineers. This includes leveraging online job boards (e.g., LinkedIn, Indeed,specialized industry platforms), professional networks, university partnerships, and potentially organizing recruitment events or open houses. o Job Description Creation & Optimization: Craft compelling and accurate job descriptions that highlight the unique opportunities within the EV industry and our startup environment, ensuring they attract the right talent pool. o Candidate Screening & Assessment: Efficiently review and screen a large volume of applications and resumes, utilizing various assessment methods (e.g., technical assessments, online tests, initial phone screenings) to identify qualified candidates. o Interview Process Management: Coordinate and conduct interviews (phone, virtual, in-person) with technical and engineering candidates, ensuring a positive and consistent candidate experience. This includes scheduling, preparing interview guides, and providing timely feedback. o Stakeholder Collaboration: Partner closely with hiring managers throughout the recruitment lifecycle, providing regular updates on candidate pipelines, challenges, and progress. o Offer Management & Negotiation: Extend job offers to successful candidates, negotiate terms in a fair and competitive manner, and manage the offer acceptance process. o Recruitment Reporting & Analytics: Track and analyze recruitment metrics (e.g., time-to-hire, source of hire,cost-per-hire) to identify areas for improvement and optimize recruitment strategies. o Building Talent Pipelines: Proactively build and maintain a strong network of potential technician and engineering candidates for future hiring needs in the rapidly evolving EV landscape. o Employer Branding in Recruitment: Contribute to showcasing our company culture and employer value proposition to attract top technical talent who are passionate about the electric vehicle revolution. HR General Affairs (GA) Responsibilities in a Startup Environment: • Employee Onboarding & Offboarding: Manage the full onboarding process for new hires, ensuring a smooth integration into the company culture and providing necessary resources. Oversee the offboarding process with professionalism and adherence to legal requirements. • HR Policy & Procedure Implementation: Assist in the development, implementation, and communication of HR policies and procedures that align with legal requirements and best practices, adapting them to the unique needs of a growing startup. • Employee Relations: Serve as a point of contact for employee inquiries and concerns, fostering a positive and productive work environment. Address employee relations issues with fairness and consistency. • Performance Management Support: Support the implementation of performance review processes, providing guidance to managers and employees. • Training & Development Coordination: Assist in identifying training and development needs and coordinating relevant programs to enhance employee skills and knowledge, particularly in the specialized field of electric vehicles. • Compensation & Benefits Administration: Support the administration of compensation and benefits programs, ensuring accuracy and compliance. • HRIS Management: Maintain and update employee records in the Human Resources Information System (HRIS), ensuring data accuracy and confidentiality. • Office Administration & Facility Management: Oversee general office administration tasks, including vendor management, office supplies, and ensuring a safe and functional work environment. This is crucial in the early stages of a startup. • Compliance & Legal Requirements: Stay updated on relevant labor laws and regulations, ensuring the company's HR practices are compliant. • Culture Building Initiatives: Contribute to fostering a positive and engaging company culture that aligns with the innovative spirit of an EV startup.
• Head of People

  GajiGesa

  2021.04-2022.04

  (1 年)

  GajiGesa, Jakarta I. Talent Acquisition & Recruitment : • Strategic Talent Planning: Developing and executing comprehensive talent acquisition strategies aligned with GajiGesa's business objectives and growth plans, specifically within the fast-paced Fintech sector. • End-to-End Recruitment Management: Overseeing the entire recruitment lifecycle for all levels of positions, from entry- level to senior leadership, ensuring a seamless and positive candidate experience. • International Recruitment Expertise: Leading the recruitment efforts for expatriate IT Engineering roles, including sourcing, screening, and onboarding candidates from diverse global locations such as India, Thailand, and Uganda. This involves navigating international labor laws and cultural nuances. • Sourcing Innovation: Implementing creative and effective sourcing strategies, utilizing various channels including online platforms, professional networks, referrals, and direct outreach to attract high-caliber talent, particularly within the competitive tech industry. • Employer Branding: Enhancing GajiGesa's employer brand to attract top talent by showcasing our unique culture, values, and growth opportunities within the Indonesian Fintech ecosystem. • Stakeholder Management: Collaborating closely with hiring managers across all departments to understand their talent needs, provide guidance on the recruitment process, and ensure timely and successful hires. • Recruitment Process Optimization: Continuously evaluating and improving recruitment processes and tools to enhance efficiency, reduce time-to-hire, and ensure a fair and equitable hiring process. • Vendor Management: Managing relationships with external recruitment agencies and vendors when necessary, ensuring cost-effectiveness and quality of service. • Reporting & Analytics: Tracking and analyzing key recruitment metrics to provide insights, identify areas for improvement, and report on recruitment performance to senior leadership. II. Culture & Employee Development: • Culture Champion: Cultivating and promoting GajiGesa's core values and fostering a positive, inclusive, and high- performance company culture that aligns with our startup ethos. • Employee Engagement Initiatives: Designing and implementing programs and initiatives to enhance employee engagement, motivation, and retention, recognizing the unique needs of a growing Fintech company. • Performance Management: Developing and implementing a fair and effective performance management system that supports employee growth, provides constructive feedback, and aligns individual goals with company objectives. • Learning & Development: Identifying employee development needs and designing and delivering learning and development programs to enhance skills, knowledge, and career progression within the organization. • Employee Relations: Serving as a point of contact for employee relations matters, ensuring fair and consistent application of company policies and fostering a positive and respectful work environment. • Compensation & Benefits: Collaborating on the development and administration of competitive compensation and benefits packages that attract and retain top talent within the Indonesian market. • HR Policy & Compliance: Ensuring compliance with all relevant labor laws and regulations in Indonesia and developing and implementing HR policies and procedures that support a fair and equitable workplace. III. General Affairs (GA) Management: • Workplace Environment: Overseeing the maintenance and functionality of the office environment, ensuring a safe, comfortable, and productive workspace for all employees. • Vendor Management (GA): Managing relationships with various GA vendors, including office supplies, maintenance, and other related services, ensuring cost-effectiveness and quality. • Office Operations: Managing day-to-day office operations, including facilities management, office supplies, and administrative support. • Health & Safety: Implementing and maintaining health and safety protocols within the workplace. • Administrative Support: Overseeing administrative functions to ensure efficient office operations. HR & Recruitment Manager Agt 2019 - Apr 2021 Akar Inti Teknologi (BCA Group), Jakarta Talent Acquisition & Recruitment : • End-to-End Recruitment Management (Internal & External): Oversee the entire recruitment lifecycle for all IT technical positions, from understanding hiring needs and crafting compelling job descriptions to conducting interviews, managing assessments, extending offers, and ensuring a positive candidate experience. This includes both direct hires for our internal teams and sourcing candidates for external outsourcing placements at client sites. • Strategic Sourcing & Talent Pooling: Proactively identify and engage with top IT talent through various channels, including online platforms, professional networks, industry events, and referrals. Build and maintain a robust talent pipeline to meet current and future hiring demands for both internal and external projects. • Stakeholder Collaboration: Partner closely with hiring managers across different departments to understand their specific technical requirements and team dynamics, ensuring alignment on candidate profiles and selection criteria for both internal and external roles. • Assessment & Selection: Develop and implement effective assessment methods (technical tests, coding challenges,behavioral interviews, etc.) to evaluate candidates' skills and cultural fit for both internal and client-facing positions. • Vendor Management (for External/Outsourcing): Liaise with external recruitment agencies or vendors when necessary to support the sourcing of specialized IT talent for outsourcing assignments, ensuring adherence to quality standards and contractual agreements. • Employer Branding & Candidate Experience: Contribute to enhancing our employer brand to attract top IT talent. Ensure a positive and professional experience for all candidates throughout the recruitment process, reflecting our company values for both internal and external opportunities. • Recruitment Reporting & Analytics: Track key recruitment metrics (time-to-hire, cost-per-hire, source of hire, etc.) and provide regular reports and insights to management, identifying areas for improvement in our talent acquisition strategies for both internal and external staffing. • Acquisition Talent Integration: Lead the HR aspects of local company acquisitions, including conducting due diligence on talent, managing communication with employees, overseeing the transition process, and ensuring a smooth onboarding experience for new employees joining Akar Inti Teknologi. HR & Company Culture: • Culture Champion: Be a key advocate for our company culture, actively promoting our values, fostering a collaborative and innovative environment, and driving initiatives that enhance employee engagement and satisfaction within our IT startup setting. • Employee Relations: Serve as a point of contact for employee inquiries and concerns, fostering open communication and working to resolve issues fairly and effectively. • Performance Management Support: Support the implementation of performance management processes, providing guidance to managers and employees on goal setting, feedback mechanisms, and development planning. • Learning & Development Coordination: Identify training and development needs and coordinate relevant programs to support employee growth and skill enhancement within the dynamic Fin-tech and IT landscape. • HR Policy & Compliance: Ensure HR policies and procedures are up-to-date, legally compliant, and effectively communicated to employees Recruitment Manager Des 2018 - Agt 2019 Atome (Previously Kredit Pintar), Jakarta As the Lead Recruitment & Talent Acquisition, you will be a pivotal force in building and scaling the talent engine for Kredit Pintar and Shopintar, two dynamic players in the Fintech space. You will spearhead all recruitment activities across Indonesia, from entry-level to executive leadership, while also providing crucial hiring support for our growing offices in Singapore and Shanghai. Beyond finding exceptional individuals, you will be instrumental in establishing robust recruitment processes and contributing to a thriving, high-performing culture that aligns with our fast-paced, innovative startup environment. Key Responsibilities: Full-Cycle Recruitment Management : • End-to-End Recruitment for Indonesia: Own and drive the complete recruitment lifecycle for all roles within Kredit Pintar and Shopintar in Indonesia. This includes: o Needs Assessment: Collaborating closely with hiring managers to understand their talent requirements, team structures, and strategic goals. o Job Description Creation: Crafting compelling and accurate job descriptions that attract top talent and clearly articulate role responsibilities and expectations. o Sourcing Strategy Development: Designing and implementing innovative sourcing strategies to tap into diverse talent pools, including online job boards, social media, professional networks, referrals, and direct outreach. o Candidate Engagement: Building strong relationships with potential candidates, providing a positive and engaging experience throughout the recruitment process. o Screening and Assessment: Conducting thorough resume screenings, initial interviews, and coordinating various assessment methods (technical tests, case studies, etc.) to evaluate candidate qualifications and cultural fit. o Interview Coordination: Managing the interview process efficiently, ensuring smooth communication between candidates and hiring teams. o Offer Management: Preparing and extending competitive job offers, negotiating terms, and ensuring a seamless onboarding transition. • Mass Recruitment Initiatives: Designing and executing effective mass recruitment strategies for entry-level and high- volume roles, leveraging efficient processes and technologies. • Executive Search (C-Level): Directly managing the recruitment process for Head and Director-level positions, employing sophisticated sourcing and engagement techniques to attract top leadership talent. • International Hiring Support: Collaborating with hiring managers and HR teams in Singapore and Shanghai to provide recruitment support, including sourcing candidates within the local markets and coordinating interview processes. Strategic Recruitment & Talent Planning: • Recruitment SOP Development (Indonesia): Developing, documenting, and implementing a comprehensive Standard Operating Procedure (SOP) for all recruitment activities in Indonesia, ensuring consistency, efficiency, and compliance. • Recruitment Budget Management: Developing and managing the annual recruitment budget for Indonesia, optimizing resource allocation and ensuring cost-effectiveness. • Selection and Talent Mapping: Proactively identifying and mapping talent in the external market relevant to Kredit Pintar and Shopintar's current and future needs, building talent pipelines for critical roles. Performance Management & Reporting: progress across all levels and locations, including key metrics, challenges, and proposed solutions. • Service Level Agreement (SLA) Management: Ensuring timely fulfillment of all recruitment SLAs, maintaining high levels of responsiveness and efficiency throughout the hiring process. Team Leadership & Collaboration: • Recruiter Supervision: Leading, mentoring, and developing a team of 3 recruiters, fostering a collaborative and high- performing environment. • Cross-Functional Collaboration: Partnering closely with HR Business Partners, hiring managers, and other stakeholders to ensure a seamless and effective recruitment process aligned with business objectives.
• HR & Recruitment Manager

  Honestbee

  2018.04-2018.11

  (8 个月)

  Honestbee, Jakarta Honestbee is Asia's leading online concierge and delivery service for all your lifestyle needs. With our technical expertise, data- fuelled operations and our network of partners, people experience how life’s just easier with honestbee.We are solving the riddles of e-Commerce and logistics across the SE Asia. We work on practical solutions for the real world and we are obsessed about building a marketplace for services that awes and delights our customers - that’s our commitment to them! Talent Acquisition & Employer Branding (Emphasis on Strategic Recruitment): • End-to-End Recruitment Lifecycle Management: Oversee and execute the complete recruitment process for all roles within honestbee Indonesia, from initial candidate sourcing and assessment through to conducting comprehensive interviews and managing offer negotiations and onboarding. • Strategic Talent Sourcing for Leadership Roles: Develop and implement targeted recruitment strategies to attract and secure top-tier talent for Senior Management and C-Level positions within Indonesia, leveraging a deep understanding of the local market and executive search methodologies. • International Hiring Support (Engineering - Singapore): Collaborate closely with the Singapore team to provide dedicated recruitment support for engineering positions, including sourcing, screening, and coordinating interviews to ensure a seamless hiring process across borders. • Developing and Executing Recruitment Strategies: Proactively design and implement effective recruitment strategies encompassing job posting optimization, employer branding initiatives to enhance honestbee's visibility as an employer of choice, strategic talent planning to anticipate future needs, and a streamlined pre-hire process to ensure a positive candidate experience. • Leveraging Data for Recruitment Improvement: Utilize data reports and performance metrics related to the recruitment process to identify areas for optimization and drive continuous improvement in efficiency and quality of hires. • Supporting Recruitment Projects & Events: Contribute to ad-hoc recruitment projects and participate in career fairs or other events to build our talent pipeline and employer brand presence. HR Operations & Compliance: • Maintaining HR Handbooks & Policies: Ensure all HR handbooks are up-to-date and compliant with Indonesian government HR policies and regulations, providing clear guidance to employees and management. • Payroll & Statutory Compliance: Prepare accurate monthly payroll reports for submission to our outsourced vendor and relevant government bodies, ensuring timely and compliant processing. • Employee Tax & Insurance Guidance: Act as a knowledgeable point of contact for employees regarding tax filing procedures and insurance matters, providing clear and helpful guidance to navigate these processes. Employee Relations & Performance Management: • Performance Management Support: Provide guidance and support to managers at all levels in addressing performance issues, including coaching employees, developing improvement plans, and ensuring fair and consistent application of performance management processes. • Supporting Staff Exits: Manage the offboarding process with professionalism and sensitivity, ensuring compliance with legal requirements and a positive experience for departing employees. General Administrative Support: • Provide support with various other administrative duties as needed to ensure the smooth operation of the HR and general affairs functions within the startup environment.
• Talent Acquisition & HR Manager

  Bluefox International

  2016.11-2018.03

  (1 年)

  1. Strategic Talent Acquisition & Recruitment Excellence: • Spearhead the end-to-end recruitment process for all levels across the organization, from entry-level to senior leadership, demonstrating a proven ability to attract, assess, and secure top talent. • Successfully led and executed the recruitment of C-Level expatriate roles and various managerial positions • Develop and implement innovative and effective sourcing strategies to identify high-caliber candidates in diverse geographical locations, particularly within Asia and South America for upcoming expansions. • Manage relationships with external recruitment agencies and partners as needed, ensuring cost-effectiveness and quality of hires. • Conduct thorough interviews and assessments, utilizing behavioral-based techniques to evaluate candidate suitability for both skills and cultural fit within BlueFox International's dynamic environment. • Collaborate closely with hiring managers to understand their specific needs and provide expert guidance throughout the recruitment lifecycle. • Continuously evaluate and improve the recruitment process to ensure efficiency, fairness, and a positive candidate experience. • Stay abreast of global talent market trends and best practices to maintain a competitive edge in attracting top talent. 2. Human Resources Operations & Employee Lifecycle Management: • Oversee and manage the full employee lifecycle, including onboarding, performance management, employee relations, training and development, and offboarding processes. • Develop and implement HR policies and procedures that align with local labor laws and promote a positive and productive work environment across all operational countries. • Administer compensation and benefits programs, ensuring competitiveness and compliance. • Act as a point of contact for employee inquiries and concerns, fostering open communication and resolving issues effectively and empathetically. • Support the development and implementation of training programs to enhance employee skills and support organizational growth. • Maintain accurate and up-to-date employee records and HR systems. • Contribute to the development of a strong company culture that reflects BlueFox International's values and fosters employee engagement. 3. General Affairs & Retail Operations Support: • Manage the day-to-day general affairs operations, ensuring a smooth and efficient working environment for all employees, particularly supporting the needs of our expanding offline retail locations. Principle Consultant Okt 2014 - Nov 2016 BGC Group, Jakarta
• Recruitment Manager

  Reckitt Benckisser

  2014.04-2014.11

  (8 个月)

  Handle recruitment for Indonesia
• Senior Research Associate

  Research Associates

  2011.01-2014.01

  (3 年)

  Recruitment Consultant

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