HR Manager / HR & GA Manager

Stellar Nexus Advisor

Tangerang

On-site

IDR 350,000,000 - 500,000,000

Full time

3 days ago

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Job summary

Xinghai is a professional services company expanding its HR leadership in Indonesia, based in Tangerang. We seek an experienced HR Manager to establish and continuously improve our HR system, handling recruitment, employee relations, compliance, attendance and HR operations while enabling management to build a professional, accountable organization.

The role requires strong execution, deep knowledge of Indonesian employment regulations, and hands-on experience in PKWT/PKWTT, onboarding,

Qualifications

Bachelor’s degree or above in Human Resources, Law, Psychology, Management or related field.
Minimum 7 years HR-related working experience.
Minimum 3 years in HR Supervisor/HR Manager role.
Strong knowledge of Indonesian employment regulations and employee relations.
Hands-on experience with PKWT, PKWTT, attendance, leave, discipline, and termination processes.
Strong recruitment experience including professional and management positions.

Responsibilities

Independently manage recruitment lifecycle from job analysis to onboarding.
Conduct structured pre-employment background checks and reference checks.
Ensure HR practices comply with Indonesian regulations and manage employee relations.
Establish attendance, leave management, and fair disciplinary processes.
Develop and implement HR policies, SOPs, and HR reporting.

Skills

HR management

Recruitment

Employee relations

HR policy

Documentation

Education

Bachelor’s degree or above in HR or related field

Job description

Xinghai is a professional services company serving enterprises operating and investing in Indonesia.

As our business and team continue to grow, we are looking for an experienced and execution-oriented HR Manager / HR & GA Manager to establish and continuously improve our human resources management system in Indonesia.

This position is not limited to HR administration. We are looking for someone who can independently manage recruitment, employee relations, employment compliance, attendance and discipline, performance management, and HR operations, while helping management build a professional, accountable and high-performing organization.

Key responsibilities

1. Recruitment & Talent Acquisition

Independently manage the full recruitment cycle, including job analysis, sourcing, screening, interviewing, reference checking, offer management and onboarding;
Develop effective recruitment channels through JobStreet, LinkedIn, Glints, referrals, recruitment agencies and direct sourcing;
Proactively source candidates for professional and management positions rather than relying only on incoming applications;
Build and maintain candidate pipelines for key positions;
Work with department managers to define clear candidate profiles and selection standards;
Improve recruitment quality and reduce hiring mistakes.

2. Background Check & Candidate Risk Assessment

Conduct structured pre-employment background checks for selected candidates;
Verify employment history, position, education and relevant professional qualifications where appropriate;
Conduct professional reference checks with previous supervisors, HR departments or other appropriate professional references;
Assess candidate stability, work reliability, professional discipline and integrity;
Identify inconsistencies or potential risks before employment;
Prepare clear background-check conclusions and recommendations for management.

3. Employee Relations & Indonesian Employment Compliance

Ensure HR practices comply with applicable Indonesian employment regulations;
Manage and advise management on matters relating to:
PKWT and PKWTT;
Employment agreements;
Probation or applicable initial employment arrangements;
Employee attendance;
Sick leave and other leave;
Disciplinary matters;
Resignation;
Termination of employment;
Compensation and employee entitlements;
BPJS and related employment administration.
Provide practical and legally compliant solutions to employee-relations issues;
Maintain proper documentation and evidence for disciplinary and employment-related matters;
Support management in reducing employment and labor-dispute risks.

4. Attendance, Leave & Employee Discipline

Establish and maintain clear attendance and leave-management procedures;
Monitor attendance, lateness, absence and leave patterns;
Manage sick-leave documentation and appropriate verification procedures;
Identify abnormal attendance patterns and report material issues to management;
Ensure disciplinary matters are handled consistently, fairly and with proper documentation;
Improve overall employee reliability and workplace discipline.

5. Performance Management

Work with management and department heads to establish practical performance-management mechanisms;
Support the development of measurable KPIs for different positions;
Track employee performance and initial-period performance where applicable;
Identify high performers, employees requiring improvement and potential personnel risks;
Support Performance Improvement Plans (PIP) and other performance-management actions where appropriate;
Promote a performance culture based on facts, data and accountability rather than subjective impressions.
Develop, implement and continuously improve HR policies and SOPs, including:
Recruitment;
Background checks;
Onboarding;
Employee information management;
Employment contracts;
Leave and sick leave;
Performance management;
Confidentiality;
Resignation and termination;
Employee handover and offboarding.

6. Employee Data & HR Reporting

Maintain accurate and complete employee records, including:
Employee information;
Employment status;
Employment agreements;
Salary information;
BPJS;
Performance records;
Disciplinary records;
Recruitment status.
Provide management with regular HR reports covering, where applicable:
Total headcount;
New hires;
Resignations;
Recruitment progress;
Attendance and lateness;
Abnormal absence patterns;
Employee performance risks;
Turnover;
Key talent risks.

7. Organization & Management Support

Support management in organizational structure and workforce planning;
Assist department heads in clarifying job responsibilities and reporting relationships;
Help management improve accountability and execution across teams;
Identify organizational and people-related risks and propose practical solutions;
Support the future development of the HR team as the company grows.

Requirements

Mandatory Requirements

Bachelor’s degree or above, preferably in Human Resources, Law, Psychology, Management or a related field;
Minimum 7 years of HR-related working experience;
Minimum 3 years of experience in an HR Supervisor, HR Manager or equivalent management role;
Strong practical knowledge of Indonesian employment regulations and employee relations;
Hands-on experience handling PKWT, PKWTT, employment agreements, attendance, leave, employee discipline, warning letters, resignation and termination processes;
Strong recruitment experience, including professional and management-level positions;
Experience conducting reference checks and candidate background verification;
Able to independently handle employee-relations cases and provide practical recommendations to management;
Strong documentation and HR administration capabilities;
Strong execution and follow-up skills;

Preferred Qualifications

Previous experience working in a Chinese-owned company, multinational company or professional-services organization;
Experience supporting a growing company or building HR systems from an early stage;
Experience managing a team;
Experience recruiting accounting, tax, finance, consulting or other professional positions;
Working proficiency in English;
Mandarin Chinese capability is a strong advantage but is NOT mandatory;
HSK certification is an advantage but not required.

The Person We Are Looking For

Integrity

Able to handle confidential employee and management information professionally.

Stability

Has a stable career history and is interested in building a long-term career with the company.

Execution

Does not stop at identifying problems; follows through until issues are resolved.

Accountability

Takes ownership of responsibilities and delivers agreed results on time.

Emotional Maturity

Able to handle employee complaints, conflicts and difficult situations calmly and professionally.

Fact-Based Management

Uses facts, records and data to evaluate employee issues rather than relying primarily on personal impressions.

Professional Independence

Able to understand management objectives while providing professional HR advice and identifying employment-law risks when necessary.

Strong Follow-up

Able to establish clear owners, deadlines and follow-up mechanisms and ensure agreed actions are completed.

What This Role Is NOT

This position is not simply an HR Administrator position.

The successful candidate is expected to independently manage important HR matters, establish effective HR systems, improve recruitment quality, strengthen employee discipline and support the company in building a reliable and professional team.

Application

Please submit your updated CV and include: