Lowongan Kerja Pulomerak Posisi Human Resources Manager di INEOS

Purpose of role

This role in charge of the full spectrum HR business partnership and HR Operations support to INEOS Aromatics business in Indonesia. This includes understanding business needs and translate it into HR solutions aligning with global/regional directions and following major procedures. Supports include but not are not limited to recruiting, industrial relations, organization development, compensation benefits, boarding/assimilation of key management roles, succession planning, HRIS launching and maintaining, post-acquisition HR integration, labor union management.

This role reports directly to the Head of HR, Asia and the country head with a dotted line.

This role is a team member of the Indonesia Leadership Team.

This role is currently also providing the HR support to the Acetyls business (this is being reviewed and subject to change).

Key Results/Accountabilities expected from role

Workforce Planning and Recruitment

• Work together with the country Head and the department heads to plan the succession for the key roles with a fully compliant, strategic but pragmatic way to sustain the business operations continuity and further development. Implementation the actions including recruiting internally or externally, as well as other actions.
• Lead the regional employer branding and other recruitment projects with pilot run in Indonesia.
• Lead the team to recruit and select the quality candidates within the timeline and budget. Participate in identified key positions interviews.
• Suggest local vendors of recruitment and manage the services.
• Support the key talent assimilation and integration including plan the boarding, providing HR advice, facilitating team assimilation activities, and obtaining feedback.

Industrial Relations and Collective Labour Agreement Bargaining

• Manage the industrial relations including addressing employee’s concerns, working with the Union closely, and being well informed of related legislations and market trend.
• Led the CLA bargaining. Define the negotiation strategy, align with stakeholders, and conduct the negotiation to achieve the expected results with the support of the Operations leadership.
• Plan, organize, and assess activities to engage employees.
• Define and implement the employee grievance procedure to ensure that employee’s voice is being heard. Played a key sounding board role to get the voice of employee.

Compensation and Benefit

• Led the local benefit harmonization to ensure global/regional alignment, market competitiveness, and cost effectiveness via a well-planned and pragmatic way.
• Communicate global compensation and benefit policies (like levelling, bonus) in a clear and timely manner. Contribute to global and regional C&B policies forming by data submission and sharing market practices as well as local related legislations.
• Continuously conduct market benchmark and review local benefit for cost efficiency and employee satisfaction improvement
• Led the team on the payroll and benefit administration to ensure accurate, timely, and efficient operations.

HRIS

• Responsible for Indonesia’s HRIS designing, configuration, and launching, as well as the following maintenance in the future

Talent Management & Business Partnership

• Review and manage succession plan with LT and define the suitable candidate for future succession
• Define key talent development program such as: Mentoring and Coaching with LT
• Review and develop talent management and career program
• Actively involve in company strategic initiatives which relate to people development
• Define retention program as needed.

Key challenges faced on the role

• Support the key organizational changes by providing local perspectives and HR views. Led the people changes to ensure proper communication, full compliance, and proper process to balance both business and employee needs
• Peer coach or support local business leaders on organization and people issues. Provide both fact-based analysis and HR views to support business decisions.
• Provide proactive and objective support to the Country Head and Plant Manager per request
• Contribute to regional or global project per request
• Support annual or mid-term budgeting plan by providing people related cost.
• Manage and develop local HR team

Experience & Expertise

• At least a bachelor’s degree or equivalent in human resources management, business administration, or related.
• Strong business and commercial acumen
• Deep knowledge in all HR functions, particularly compensation and benefit in local market
• Rich experience in labour union management and collective labour agreement bargaining.
• Experience of using and preferably even launching HRIS system
• Being sharp but objectives when provide HR advice and proposals. Being able to build business case based on facts and good judgement.
• Sound interpersonal skill. Good influencer at all levels.
• Drive change pragmatically but with strong persistence and sound process to achieve the desired results.
• Result and performance oriented.
• Good knowledge of the market talent and other HR trend.
• Knows Indonesia labour legislations very well
• Can work with regional and global team with good international view but clear local practice sharing.

Any Other Relevant Information

Main contacts and purpose of contacts

• Asia HR Tea: Agreed on key performance targets, periodical review on performance. Best practice sharing and alignment on processes.
• Global HR Team: Contribute to global projects by sharing local practices and perspectives.
• Indonesia Country Head and Site Director: Support on key people/organizational objectives. Align on HR priorities.
• Local Labour Authorities: Understand the local legislation changes to ensure full compliance. Communicate properly and timely for organizational changes
• Union: Get alignment on key people policy changes. Keep healthy relationship. CLA negotiation
• Global and local HR vendors (payroll, HRIS, manpower company): Manage HR services by working together to continuously drive efficiency and effectiveness
• Local managers: Support by advising on people/org related topics
• All employees: Team communication on key policies. Address issues reported. And plays the sounding board role.

Supervision of staff:

2 team members (direct).

Economic dimensions associated with role

• Support Aromatic business to achieve the annual target: NS: 267million; EBIT: 8million.
• Total number of employees in Indonesia: 139 permanent employees.