HR Business Partner (Manager)

Citadel Pacific Ltd.; Daerah Khusus Ibukota Jakarta; On-site; IDR 1,019,367,991 - 1,359,157,322; Full time

Job summary

A multi-national company operating in Indonesia is seeking an experienced HR Business Partner to lead HR initiatives aligning with business goals. The candidate will manage employee relations, governance, and performance management. The role requires 7–10 years of HR experience, with a solid background in labor relations and multi-OpCo environments. Strong business acumen and skills in people analytics are essential for success in this crucial position.

Qualifications

• 7–10 years of HR experience with strong labor relations and governance.
• Experience in multi-OpCo environments preferred.
• Ability to analyze people metrics effectively.

Responsibilities

• Align people strategies with business goals.
• Manage employee relations and labor cases.
• Lead performance management cycles.
• Facilitate talent review discussions and engagement surveys.
• Partner on workforce planning and salary initiatives.

Skills

Labor relations

Governance

Business acumen

People analytics

Executive communication

Job description

CITADEL Pacific Ltd. – Indonesia Operations

The HR Business Partner serves as the HR leader at the Operating Company providing advisory to leaders on organizational development, manpower planning, culture and engagement, employee relations, policy and governance amongst others. This role aligns the HR strategy to business goals and ensures that efficient and effective HR solutions support and enable people through strong collaboration and partnership with the Centers of Excellence and HR Shared Services.

Responsibilities

Business Partnership & Culture Enablement

• Align people strategies with business goals and OpCo priorities
• Reinforce Group Purpose and Values through leadership behaviors and people practices
• Drive compliance and governance

Labor Relations, Industrial Peace & Governance

• Manage ER and labor cases within delegated authority
• Promote industrial peace through proactive issue resolution
• Ensure consistent application of policies and due process

Performance Management & Leadership Enablement

• Lead performance cycles and calibration discussions
• Support managers in performance conversations and PIPs
• Ensure completeness and fairness of performance documentation

Talent, Succession & Employee Engagement

• Facilitate talent review discussion, succession planning and readiness tracking
• Lead engagement survey rollout and action planning
• Monitor progress of engagement and development actions

Total Rewards & Workforce Planning

• Support manpower planning aligned with budgets
• Partner with COEs on salary and retention initiatives
• Provide people cost inputs to business planning

People Analytics & Business Insights

• Translate workforce trends and emerging risks
• Use analytics to support people decisions

HR Operations Enablement & Shared Services Partnership

• Validate HR transactions and execution accuracy
• Resolve operational issues and elevate recurring concerns
• Act as liaison between business and Shared Services

Change Management & Communication

• Lead people impact and change management for restructures and integrations
• Enable leaders with clear and effective change communication

Other tasks that may be assigned from time to time

Qualifications

• 7–10 years HR experience with strong labor relations, governance, and multi-OpCo experience
• With business acumen, people analytics, and executive communication skills