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HR Manager – Indonesia Business (Based in Indonesia) Lead and oversee all Human Resources Operations across the Indonesia business entities (DUS, KTM, and MBM), ensuring HR policies, processes, and practices are aligned with Mitr Phol Group's strategic direction while complying with Indonesian labor laws, statutory requirements, and local cultural practices. Develop and implement the country HR strategy and annual people plan to support business objectives, organizational growth, workforce capability, and operational excellence. Partner with business leaders and Corporate HR as a trusted HR Business Partner to develop and implement people strategies and initiatives across workforce planning, organizational development, talent management, performance management, employee relations, employee engagement, organizational culture, succession planning, and change management, ensuring alignment with corporate direction, business objectives, and local market practices. Manage end-to-end HR operations including recruitment, onboarding, employee records, payroll coordination, compensation & benefits administration, employee services, Human Resource Information Systems (HRIS), and offboarding, ensuring operational efficiency and compliance. Analyze workforce, HR, and business data to identify trends, improve workforce productivity, optimize manpower utilization, and support data-driven decision making. Build and maintain effective relationships with key internal and external stakeholders, including labor unions, outsourced service providers, government authorities, local communities, and other business partners to ensure smooth business operations and effective collaboration. Lead employee and industrial relations activities, including collective bargaining support, disciplinary actions, dispute resolution, and negotiations with labor unions, while promoting a positive employee relations climate. Ensure full compliance with Indonesian labor legislation, employment regulations, immigration requirements (where applicable), occupational health and safety regulations, and all statutory reporting obligations. Prepare and manage the annual HR budget, monitor HR operating expenses, and identify opportunities to improve cost efficiency while maintaining service quality. Qualification: Bachelor's degree in Human Resources Management, Business Administration, Industrial Psychology, Law, or a related field. Minimum 8–10 years of progressive Human Resources experience, including at least 3–5 years in an HR Manager or HR Business Partner. Demonstrated ability to act as a strategic HR Business Partner, providing practical people solutions that align business objectives with corporate HR strategies. Strong analytical and problem-solving skills with the ability to interpret HR metrics and business data to support strategic decision-making and improve organizational effectiveness. Proven experience in managing end-to-end HR operations, including recruitment, payroll coordination, employee relations, performance management, talent management, and organizational development. Strong knowledge of Indonesian Labor Law, employment regulations, industrial relations, compensation & benefits, and statutory compliance requirements. Excellent stakeholder management, communication, negotiation, and influencing skills, with the ability to build strong relationships across all levels of the organization and with external stakeholders such as government authorities, labor unions, and outsourced service providers. Ability to manage multiple priorities in a dynamic, multicultural, and geographically dispersed business environment. Proficient in Microsoft Office applications (Excel, PowerPoint, Word). Excellent command of English (written and spoken). Proficiency in Bahasa Indonesia would be an advantage. Flexibility to undertake frequent travel to business locations across Indonesia in support of operational and business requirements.
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When you interview for an HR Manager role, expect this question: 'Tell me about a time you had to deliver difficult news to an employee or manage a conflict between team members.' This is not small talk. Hiring managers want to see how you handle empathy, honesty, and professionalism under pressure. Walk through a real example: the situation, what you said, and what changed because of how you handled it.
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