HR Business Partner

Cermati; Jakarta Pusat; On-site; IDR 167,400,000 - 234,360,000; Full time

Job summary

Cermati is seeking an experienced HR business partner to embed our vision and values through strong people practices. You will partner with leaders to strengthen leadership, performance, and talent processes, while driving employee engagement and effective HR support across the business.

The role requires deep HR expertise, empathy, and the ability to manage complex stakeholder relationships in a fast-growing tech environment. You will contribute to workforce planning and policy development.

Qualifications

• Extensive HR business partnering experience with leadership teams
• Experience as People Partner or HRBP in high-growth tech environments is ideal
• Strong stakeholder management and collaboration skills
• Excellent written and verbal communication with high empathy
• Able to manage projects and programs end-to-end
• Thorough understanding of local labour laws and risk mitigation strategies

Responsibilities

• Embed and reinforce Vision and Values through people practices
• Partner with stakeholders to improve business efficiency and leadership style
• Provide guidance on performance management, appraisal, talent acquisition and succession planning
• Develop manpower planning and talent development to support business growth
• Coach leaders to enhance people management and employee engagement
• Support other HR duties and projects as assigned

Skills

HRBP experience

People management

Stakeholder management

Communication

Empathy

Project/Program management

Employment law knowledge

Job description

Vision and Values
Ensures that our people practices are effective in embedding and reinforcing our values and that we develop our first-line leaders to be strong ambassadors of the vision and values

HR Expertise
Builds strong partnerships and acts as a confidante, coach and constructive challenger to stakeholders to help improve business efficiency and leadership style.
Support full scope of HR functions for assigned business units and advise line people on HR matters such as performance management, appraisal process, talent acquisition, succession planning, career development, disciplinary process etc.
Share knowledge and best practice with other HRBPs and HR colleagues, and give influence in the development and improvement of HR policies and processes.

Employee Relations
Provide support and guidance to leaders to deal with employee issues and improve their people management skills. Provide support during key discussion and process including managing difficult conversation.
Regularly find out employees’ sentiment through pulse checks or the like, and implement necessary changes to improve the situation.

Talent Management and Workforce Planning
Work alongside business Heads and Managers in doing medium and long-term Manpower Planning and People Development to support business expansion.
Pro-actively expand and grow the talent pipeline by reaching out to passive candidates, building and maintaining relationships with them.

Performance Management
Drive formal and informal performance evaluation, coach both employees and leaders to boost their performance.

Employee Engagement
Design and implement programs to improve employee experience. Build strong relationships and communication channels with both leaders and employees.

Supporting other HR duties/projects as assigned.

Qualifications

• At least 7years of progressive and hands-on HR experience, with a minimum of 3years of People Partner or HRBPexperience, ideally from high-growth, technology-focused organizations, or from consultancy
• Team player who quickly builds trust and collaborative working relationships with business leaders and HR colleagues
• Strong problem solving and stakeholder management skills
• Excellent communication and interpersonal skills with high empathy skills
• Project/Program Management, able to plan, organize and manage resources to bring about the successful completion of a specific project
• Employment Law: maintain a thorough understanding of compliance and legal requirements based on local labour laws; is able to identify risks and provide mitigation strategies and consult with business leaders on such strategies