Head of People Strategy

About the Role

The Head of People Strategy is a leadership role responsible for designing, implementing, and overseeing the organization's human capital functions, spanning talent strategy, organizational development, and industrial relations. This role acts as a strategic business partner to senior leadership, ensuring the organization attracts, develops, and retains top talent while fostering a high-performance culture and maintaining strong industrial relations compliance.

Job Description

Business Partnering

• Act as a strategic advisor to department heads and senior leadership on all people-related matters

• Translate business objectives into actionable people strategies and initiatives

• Partner with leadership to drive organizational change and transformation efforts

Organization Development

• Design and implement organizational structures that support business growth and efficiency

• Drive organization effectiveness initiatives to improve productivity, accountability, and operational efficiency

• Develop competency framework and career architecture to guide talent development across the organization

• Conduct organizational health assessments and culture diagnostics to inform transformation priorities

• Lead change management initiatives and culture transformation programs

• Facilitate leadership development and succession planning processes

Manpower Planning

• Develop workforce planning strategies based on business forecasts and growth projections

• Create and maintain headcount budgets aligned with financial planning cycles

• Build workforce models to support strategic business cases

Talent Acquisition

• Oversee end-to-end recruitment processes from sourcing to onboarding

• Develop diverse sourcing channels and partnerships with educational institutions

• Implement structured interview processes and assessment methodologies

Talent Management

• Design and manage performance management systems and review cycles

• Implement talent calibration processes and nine-box talent assessments

• Design and implement learning, career development, and internal mobility programs aligned with organizational and employee growth

• Identify and develop high-potential talent to strengthen the leadership pipeline

• Develop and execute retention strategies for critical and high-performing talent segments

• Partner with the Compensation & Benefits function to ensure talent strategy aligns with reward structures and grading

Employee Relations

• Establish and enforce HR policies, procedures, and employee handbooks

• Handle employee grievances, disciplinary actions, and conflict resolution

• Advise managers on employee performance issues and corrective actions

Employee Engagement

• Design and execute employee engagement surveys and feedback mechanisms

• Develop programs to enhance workplace culture and employee satisfaction

• Track engagement metrics and develop action plans based on survey results

Industrial Relations

• Manage relationships with the Manpower department

• Ensure compliance with labor laws, regulations, and statutory requirements

• Handle industrial disputes and liaise with government labor authorities

Requirements and Preferred Qualifications

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Psychology, Industrial Engineering, Management, or a related field. A Master's degree is an advantage.

• Minimum 8 years of progressive Human Resources experience, with at least 5 years in a managerial or leadership role.

• Professional HR certification is an advantage.

Functional Expertise

• Proven experience leading HR Business Partnering, Organization Development, Talent Management, and Talent Acquisition functions.

• Demonstrated experience in organizational design, workforce planning, job architecture, job evaluation, and competency framework development.

• Strong experience in designing and implementing performance management, succession planning, leadership development, and talent review processes.

• Experience leading organizational transformation, culture change, and change management initiatives.

• Experience developing HR policies, governance, and people processes aligned with business growth.

• Experience managing HR budgets, headcount planning, and annual manpower planning processes.

• Strong understanding of Indonesian labor laws, employment regulations, and HR compliance requirements.

• Prior exposure to industrial relations, liaising with government labor authorities (Disnaker), and managing relationships with labor unions/Manpower Department is strongly preferred.

Tools & Analytical Skills

• Strong analytical skills with experience utilizing HR metrics and people analytics to support strategic decision-making.

• Hands-on experience with HRIS platforms and Microsoft Office applications; experience with Darwinbox, or similar systems is an advantage.

Leadership & Interpersonal Skills

• Proven ability to partner with senior leadership to develop and execute people strategies that support business objectives.

• Excellent communication, facilitation, negotiation, and stakeholder management skills.

• Strong project management skills with the ability to manage multiple strategic initiatives simultaneously.

• High integrity, business acumen, strategic mindset, and the ability to influence across all organizational levels.