HR Director - Bingin ULUWATU

Bingin Villa Management; Denpasar; On-site; IDR 1,800,000,000 - 3,000,000,000; Full time

Job summary

Bingin Villa Management is seeking an HR Director to lead culture, people strategy, and the HR function across our 50+ luxury villas in Bali. You will partner with the owners and General Manager, shaping policies, workforce planning, and leadership development to scale the business while preserving our unique hospitality culture.

You will ensure governance, compliance with Indonesian labour law, and the implementation of an HRIS and dashboards to measure outcomes.

Qualifications

• 10+ years in HR with senior leadership experience.
• Hospitality sector experience preferred.
• Strong knowledge of Indonesian labour law and BPJS.
• Proven ability to turn culture into measurable results.

Responsibilities

• Shape and guard our culture across all villas and teams.
• Set the people strategy and design an organisation that scales.
• Build and lead the HR function and HR operations systems.
• Advise owners and General Manager on people decisions with data.
• Own workforce planning, pay, performance and risk management.

Skills

HR Leadership

Culture Building

Data Analytics

Stakeholder Management

Tools

HRIS

Excel

Google Sheets

Job description

General Manager (operational) and Owners (strategic and governance)

LOCATION

Bingin, Bali. On site, with regular time across our villas in Bingin, Uluwatu and Pecatu

SCOPE

100+ employees across every department and a growing portfolio of 50+ luxury villas

LEADS

HR team: HR officers, payroll and recruitment

PARTNERS WITH

Every Head of Department, Finance and Quality

EMPLOYMENT

Full time

The purpose of this role

To shape a culture our people are proud to belong to and our guests can feel, then prove it with numbers. You will turn our values into everyday behaviour in every villa, build the systems that keep that culture strong as we grow, and work side by side with every department so that people decisions and business decisions are made together.

About us

Bingin Villa Management is a villa property management company based in Bingin, Bali. We look after a growing portfolio of 50+ luxury villas across Bingin, Uluwatu and Pecatu, with a team of 100+ people who deliver the stay our guests and owners expect.

We are growing quickly, and we want to grow the right way. That starts with our people. We are looking for an HR Director who will shape our culture, measure what matters, and build an HR function that the whole business trusts and relies on.

The role

The HR Director is a member of the senior leadership team and the most senior people leader in the company. You will own and guard our culture, set the people strategy, design an organisation that can keep scaling, and build the HR function itself. You will also act as an independent safeguard on how people are led and treated.

You will advise the owners and the General Manager on every major people decision, from organisation design and senior hires to pay, culture and risk, and you will back that advice with data.

Reporting line

• General Manager (operational): day-to-day priorities, HR support to every department and alignment with operational plans.
• Owners (strategic and governance): people strategy, organisation design, senior hires, pay and the HR budget, compliance and people risk.
• HR team: builds and leads HR officers, payroll and recruitment.
• Leadership reporting: presents a monthly people report to the owners and GM alongside Finance and Quality.

Culture, values and engagement

• Work with the owners and GM to define our values and the everyday behaviours that bring them to life, in plain language every team member understands, in Bahasa Indonesia and English.
• Build the values into every stage of the employee journey: hiring, onboarding, probation, performance reviews, promotions and exits.
• Hold leaders accountable as culture carriers, so how they lead counts as much as the results they deliver.
• Create the rhythms that keep culture alive across a spread-out team: briefings, town halls, supervisor communication and celebrating wins.
• Own employee recognition, including our points-based recognition programme, so the right behaviour is noticed and rewarded quickly.
• Keep the culture consistent across every villa, so a housekeeper in Pecatu and a villa manager in Bingin share the same standards and the same sense of belonging.
• Build a culture that fits Bali, working with local customs and the ceremonial calendar rather than around them.

People analytics and measurement

• Build and own a people metrics framework, with clear definitions, baselines and targets agreed with the owners and GM.
• Run a simple monthly people dashboard for the owners and GM.
• Turn numbers into decisions: every report ends with what it means and what we will do about it.
• Track the return on HR programmes, so training, incentives and benefits are judged by what they deliver.
• Act as a true business partner to every Head of Department, with a regular one-to-one and a joint people plan for each team.
• Work with Finance on the labour budget, payroll, service charge and people cost forecasting.
• Work with Operations and Quality so that staffing, training and onboarding are ready before each new villa launch.
• Join cross-department meetings and projects as a contributor, not only as a policy owner.
• Help leaders solve problems together across teams, and step in early when friction between departments affects guests or staff.

People strategy and organisation design

• Build a 3-year people strategy aligned with the company’s growth plans, including new villas, services and locations.
• Design the organisation structure, spans of control, reporting lines and decision rights as we scale.
• Lead workforce planning: forecast headcount, skills and labour cost against the business plan and budget.

Talent acquisition and employer brand

• Build a recruitment engine that can hire at speed without lowering standards, from frontline to senior leadership.
• Develop talent pipelines with Bali hospitality schools, universities and training institutes.
• Position the company as a preferred employer in the Uluwatu hospitality market.

Total rewards

• Design a market-benchmarked pay structure with clear grades and bands for every role.

Performance, leadership and succession

• Introduce a performance management system with clear KPIs, regular reviews and fair, consistent outcomes.
• Build a leadership development programme for supervisors, managers and the senior team.
• Coach senior managers, supervisors and staff on leadership style, team dynamics and difficult conversations.
• Identify high-potential staff, create career paths and put succession plans in place for every critical role.

Employee relations

• Run a trusted, confidential channel for staff concerns, including concerns about managers, with escalation to the owners.
• Manage complex employee relations cases, investigations and disputes, including bipartite negotiation and Disnaker mediation.

Governance, compliance and risk

• Ensure full compliance with Indonesian labour law, including the Job Creation Law and its implementing regulations.
• Own the company regulations (Peraturan Perusahaan), HR policies, delegation of authority for people decisions and the employment contract framework.
• Identify and manage people risks: key-person dependency, labour disputes, health and safety, and misconduct.
• Act as an independent safeguard, raising concerns directly with the owners when needed.

HR operations and systems

• Implement an HRIS for records, attendance, leave and payroll, replacing manual processes.
• Make sure HR data is accurate, secure and available when leaders need it.

Who we are looking for

Experience

• 10+ years in HR, with at least 5 in a senior HR leadership role (HR Director, Head of HR or HR Business Partner to a leadership team).
• Hospitality background strongly preferred: hotels, resorts, villa groups or serviced residences with large frontline teams.
• A track record of shaping or turning around culture in a multi-site business. We will ask you to walk us through a real example: what you changed, how you did it and how you knew it worked.
• Proven record of building or transforming an HR function in a fast-growing business.
• Deep knowledge of Indonesian labour law, BPJS, Disnaker processes and expatriate permits.
• Experience designing pay structures, performance systems and leadership programmes.

Skills

• Data and measurement: confident building HR dashboards and KPIs, comfortable in Excel or Google Sheets and an HRIS, and able to explain what the numbers mean to people who are not HR specialists.
• Business partnering: understands how operations, revenue and finance work, and speaks the language of each department.
• Communication: fluent in Bahasa Indonesia and English, with strong writing and presentation skills.
• Leads by example and is visible on the ground, in the villas and back of house, not just in the office.
• A strategic thinker who can also roll up their sleeves and do the work.
• A natural collaborator who builds strong relationships with other Heads of Department and gets things done through them.
• Credible with owners and senior leaders, and trusted by frontline staff.
• A genuine listener who earns trust quickly across cultures: local teams, expat leaders and owners alike.
• The courage and judgement to challenge senior leaders, including the GM and owners, when it is the right thing to do.
• Calm and fair under pressure, with excellent discretion.