HR Division Head - Technology

Lippo Indonesia; Tangerang; On-site; IDR 1,500,000,000 - 2,500,000,000; Full time

Job summary

Lippo Indonesia is seeking an HR Division Head to lead the HR function in Indonesia, focusing on aligning HR strategies with business goals, and driving talent acquisition, management, and organizational development. The role requires senior HR leadership experience and strong stakeholder engagement to support technology-driven growth.

The position covers compensation and benefits, employee relations, HR operations, and workforce planning, with a focus on building high-performance teams across

Qualifications

• Bachelor's degree in Human Resources Management, Psychology, Business Administration, or related field.
• Master's degree is an advantage and preferred for senior leadership roles.
• Minimum 10–15 years HR experience with at least 5 years in senior HR leadership.

Responsibilities

• Develop and execute HR strategies aligned with business objectives and growth.
• Oversee talent acquisition, management, development, and succession planning.
• Lead compensation, benefits, and employee relations with governance and compliance.
• Drive HR operations, payroll, policies, and reporting while ensuring legal compliance.
• Partner with senior leaders to forecast workforce needs and design organizational changes.
• Promote a high-performance culture with accountability, collaboration and continuous improvement.

Skills

Leadership

Strategic thinking

Data-driven

Stakeholder management

Communication

English proficiency

Problem-solving

Education

Bachelor's degree in HRM/Business Admin

Master's degree (advantage)

Tools

HRIS systems

Payroll software

MS Office

Job description

The HR Division Head is responsible for developing and executing human resources strategies that support business objectives, organizational effectiveness, and sustainable growth. This role oversees the full spectrum of HR functions, including talent acquisition, talent management, organizational development, compensation and benefits, employee relations, and HR operations, while ensuring the availability of skilled and high-performing talent to support the company’s technology-driven business.

Key Responsibilities

1. HR Strategy & Business Partnership

• Develop and implement HR strategies aligned with the company's business objectives, organizational priorities, and long-term growth plans.
• Partner with senior management and business leaders to identify workforce requirements, organizational challenges, and talent priorities.
• Provide strategic HR insights and recommendations to support business performance, organizational effectiveness, and workforce productivity.

2. Talent Acquisition & Workforce Planning

• Lead workforce planning and recruitment strategies to attract and retain qualified professionals across technical and non-technical functions.
• Ensure effective recruitment of specialized talent, including IT professionals, project managers, solution architects, and other business-critical positions.
• Build talent pipelines and succession plans for key positions to support business continuity and organizational growth.

3. Talent Management & Organizational Development

• Lead performance management, talent reviews, succession planning, and career development initiatives.
• Develop learning and development strategies to strengthen leadership capabilities, technical competencies, and employee readiness for evolving business needs.
• Drive organizational development initiatives, including organization design, workforce optimization, and change management.
• Foster a high-performance culture that promotes accountability, collaboration, innovation, and continuous improvement.

4. Compensation, Benefits & Employee Engagement

• Oversee compensation and benefits strategies to ensure internal equity, external competitiveness, and cost effectiveness.
• Lead employee engagement, retention, and recognition initiatives to strengthen employee satisfaction and organizational commitment.
• Review HR policies and practices to ensure alignment with business requirements and market benchmarks.

5. HR Operations & Employee Relations

• Oversee HR operations, including payroll coordination, employee administration, HR policies, and personnel records.
• Ensure compliance with applicable Indonesian labor laws and employment regulations.
• Manage employee relations, disciplinary matters, grievance handling, and workplace conflict resolution.
• Establish efficient HR processes, systems, and reporting mechanisms to improve service quality and operational effectiveness.
• Establish HR metrics and dashboards to monitor workforce productivity, recruitment effectiveness, employee turnover, engagement, and HR costs.
• Analyze workforce trends and translate HR data into actionable business recommendations.
• Drive HR digitalization, process standardization, and continuous improvement initiatives.
• Lead, develop, and mentor the HR team to ensure strong functional capabilities and effective service delivery.
• Establish clear performance objectives and accountability across HR functions.
• Promote collaboration between HR and business units to ensure consistent HR practices and effective execution of company-wide initiatives.

Qualifications & Requirements

• Bachelor's degree in Human Resources Management, Psychology, Business Administration, or a related discipline; a Master's degree is an advantage.
• Minimum 10–15 years of progressive HR experience, with at least 5 years in a senior HR leadership or managerial role.
• Proven experience managing comprehensive HR functions in a medium-to-large organization, preferably within the technology, IT services, telecommunications, consulting, or other project-based industries.
• Strong understanding of strategic HR management, talent acquisition, organizational development, performance management, compensation and benefits, and employee relations.
• Experience in workforce planning and managing specialized talent in a competitive labor market.
• Strong knowledge of Indonesian labor laws and HR compliance requirements.
• Demonstrated ability to partner with senior management and translate business needs into effective HR strategies.
• Strong leadership, stakeholder management, analytical, communication, and problem-solving skills.
• Proficiency in English and experience working in a professional corporate environment.
• Strategic thinking combined with strong execution, a data-driven mindset, and the ability to manage organizational change.