Head of HR Indonesia

Louisdreyfuscompany; Jakarta Pusat; On-site; IDR 900,000,000 - 2,100,000,000; Full time

Job summary

Louisdreyfuscompany in Indonesia seeks a Head of HR to align the people agenda with the business strategy, lead transformation priorities, and drive sustainable growth. The role partners with the Country Leadership Team to translate global HR strategies into locally relevant actions while ensuring compliance with Indonesian laws.

As a member of the Indonesia Management Team, you will guide organizational change, talent strategy, governance, and employee relations, fostering a high-performance

Qualifications

• Strategic HR partner to executive leadership and management teams.
• Experience advising on organizational effectiveness and workforce planning.
• Knowledge of Indonesian employment laws and governance.

Responsibilities

• Act as trusted HR partner to Indonesia Management Team and advise on strategy.
• Lead Indonesia’s people agenda and transformation initiatives.
• Drive talent strategy, succession planning, leadership development, and performance management.

Skills

Strategic HR partner

Data-driven insights

Change leadership

Job description

Position Overview

The Head of HR - Indonesia is a strategic HR leader responsible for aligning the Indonesia people agenda with the company's business strategy, transformation priorities, and long-term growth ambitions.

As a member of the Indonesia Management Team, the role serves as a key business partner to the Country Leadership Team, providing strategic people insights, shaping organizational capabilities, and driving the implementation of HR strategies and initiatives to enable business performance and sustainable growth.

The role acts as the bridge between local business needs, Asia regional priorities, and global HR strategies, ensuring that global and regional initiatives are effectively translated into locally relevant actions while maintaining compliance with Indonesian employment laws, regulations, and business practices.

Beyond ensuring operational excellence and compliance, the role will be expected to proactively challenge status in quo, influence strategic decisions, and lead organizational and cultural transformation to build a high-performing, agile, and future-ready organization.

Main Responsibilities

A. Strategic Business Partnership

• Act as a trusted strategic HR partner and active member of the Indonesia Management Team, contributing to business strategy discussions and key management decisions.
• Develop a deep understanding of the Indonesia business strategy, operating model, growth opportunities, and business challenges, translating them into clear people and organizational priorities.
• Proactively advise and challenge business leaders on organizational effectiveness, workforce productivity, leadership capability, talent risks, and people-related business decisions.
• Integrate people considerations into business planning, ensuring the organization has the right structure, capabilities, and talent to deliver its strategic objectives.
• Build strong relationships with local business leaders and influence decisions through sound business judgment, data-driven insights, and a strong understanding of people dynamics.

B. Organization Transformation and Change Leadership

• Lead the people and organizational agenda supporting the company's strategic development and transformation in Indonesia.
• Lead change management initiatives, including stakeholder alignment, leadership communication, employee engagement, and organizational adoption.
• Identify organizational risks and resistance to change, proactively developing solutions to support successful transformation.
• Monitor the effectiveness of transformation initiatives and assess their impact on organizational performance, workforce productivity, and business outcomes.

C. Talent Strategy, Organizational Capability and Culture

• Develop and execute an integrated talent strategy aligned with Indonesia's business priorities and future capability requirements.
• Drive strategic workforce planning, identifying critical roles, future skill requirements, talent gaps, and workforce implications of business transformation.
• Strengthen talent acquisition, succession planning, leadership development, performance management, and retention of critical talent, to improve management effectiveness, and strengthen the organization's talent bench.
• Foster a high-performance culture that encourages accountability, collaboration, continuous improvement, and employee development.

D. Indonesian Employment Law, Employee Relations and Local HR Governance

• Ensure HR policies, practices, and employment decisions comply with applicable Indonesian employment laws, regulations, and relevant collective agreements.
• Provide sound guidance on employment contracts, compensation and benefits, working conditions, disciplinary matters, termination, severance, industrial relations, and dispute resolution.
• Proactively identify and manage employment-related legal, regulatory, reputational, and employee relations risks, engaging qualified legal counsel when appropriate.
• Maintain constructive relationships with employees, employee representatives, labor unions, and relevant external stakeholders, where applicable.
• Translate global and regional HR policies into locally compliant and commercially practical solutions, balancing corporate standards with Indonesian legal requirements and local business realities.
• Maintain robust HR governance, documentation, internal controls, and risk management practices.

E. HR Program Leadership and Execution

• Serve as the key HR representative for Indonesia, connecting local business needs with Asia regional and global HR strategies.
• Lead the implementation of regional and global HR programs in Indonesia, ensuring alignment with local business priorities and effective execution.
• Ensure core HR operations and service delivery remain effective, reliable, and fit for purpose, working with relevant local, regional, and global HR teams.
• Work closely with the Asia HR Leader, HR Business Partners, Centers of Expertise, and Shared B