Talent Acquisition Superintendent

PT Indexim Coalindo; Jakarta Pusat; Sur place; IDR 400 000 000 - 700 000 000; Plein temps

Résumé du poste

PT Indexim Coalindo in Jakarta seeks a Talent Acquisition Superintendent to own how we attract and hire talent across our coal and gold operations. You will set the sourcing strategy, define how hiring runs across sites, and provide leadership with a clear, data-backed view of the talent pipeline.

Based in Jakarta, you will work with Directors and business leaders to translate manpower plans into hiring priorities and collaborate with site HR teams to deliver them.

Qualifications

• 7–10 years in Talent Acquisition, including at least 3 years leading a team or function.
• Experience directly sourcing and closing managerial-level hires.
• Strong BEI and structured assessment capabilities.
• Proven ability to negotiate with senior stakeholders.
• Willingness to travel to mining sites as needed.

Responsabilités

• Lead the sourcing and selection strategy for professional, specialist, and managerial roles.
• Build and run our direct sourcing engine and talent mapping activities.
• Design and enforce a consistent hiring process across all sites.
• Own the recruitment budget and drive cost-per-hire down while maintaining quality.
• Provide leadership with data-driven visibility into hiring progress and risks.

Connaissances

Sourcing strategy

LinkedIn Recruiter

Talent mapping

BEI (Behavioral Event Interviewing)

Metrics & reporting

Stakeholder negotiation

Travel to mining sites

Formation

Bachelor's degree (S1) in Psychology / HRM / Law

Outils

LinkedIn Recruiter Corporate

Description du poste

Why This Role

Mining runs on people who are hard to find, and finding them is getting harder every year.

We are looking for a Talent Acquisition Superintendent to take ownership of how we attract and hire talent across our coal and gold operations. You will set the sourcing strategy, define how hiring runs across our sites, and give leadership a clear, data-backed view of where our talent pipeline stands.

Based in Jakarta, you will sit close to where decisions are made — working directly with our Directors and business leaders to turn manpower plans into hiring priorities, then with site HR teams across our operational districts to deliver them.

What You Will Own

• Hiring for critical roles. Lead the sourcing and selection strategy for professional, specialist, and managerial positions — the ones that are hardest to fill and matter most to operations.
• Sourcing capability. Build and run our direct sourcing engine: LinkedIn Recruiter Corporate, talent mapping, and industry networking — reaching the market ourselves rather than buying access to it.
• Hiring standards across sites. Design and enforce a consistent hiring process across all operational areas, so every district runs the same standard regardless of who is recruiting.
• Budget and efficiency. Own the corporate recruitment budget and drive Cost-per-Hire down without compromising quality.
• Visibility for leadership. Turn hiring data from every site into a single executive dashboard that tells management what is working, what is stalled, and where the risk is.

What You Bring

• Bachelor's degree (S1) in Psychology, Human Resource Management, Law, or a related field.
• 7–10 years in Talent Acquisition, including at least 3 years leading a team or function.
• Track record of directly sourcing and closing managerial-level hires — mining, energy, construction, or heavy industry experience is a strong advantage.
• Solid command of structured assessment and Behavioral Event Interviewing (BEI).
• Comfort working with numbers: recruitment metrics, funnel analysis, and reporting that stands up in front of senior management.
• Proven ability to negotiate and to hold your ground with senior stakeholders.
• Willingness to travel to mining sites as needed.

What Will Make You Successful Here

You will do well in this role if you are comfortable operating without a fully built system, if you prefer solving a hiring problem at its root rather than filling one requisition at a time, and if you can be direct with senior leaders about what is realistic and what is not