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Work Background
PT Cipta Harmoni LestariHead Of Human Resources
Aug. 2022Banten, IndonesiaManaging HR from end to End
Wartsila IndonesiaPeople Support Hub - Asia Pacific
Nov. 2020 - Aug. 2022Jakarta, Indonesia
Wartsila IndonesiaHuman Resources Manager
Jul. 2019 - Oct. 2020Greater Jakarta Area, Indonesia
Alfa Trans Raya & Baruna Dirga DharmaHR Manager
Feb. 2013 - Jul. 2015Greater Jakarta Area, IndonesiaIn charge of managing fullstream of HR. Start from managing operational HR, HR Budget, implement HR initiative, and manage IT services. Direct report to Director and and Chief Administration Officer
1. Develop HR Scorecard, cascading KPI to all HR personel, and managing HR performance
2. Act as business partner in organization restructuring, compensation & benefit to ensure the organization effectiveness
3. Managing talent for both company. Including define the competency dictionary, conduct competency assessment with user, identify successor and implement individual development plan for successor
4. Managing training, start from Training Need Analysis, develop training curriculum, deliver and evaluate training. 5. Develop and implement Employee Retention base on Employee Opinion Survey
6. Develop initiative to internalize Corporate Culture and Leadership Trait.
7. Identify HR business Process and develop SOP for HR Dept
8. Managing IT services, include identify SLA and monitoring services.
PT. Frisian Flag IndonesiaPeople & Organization Development
May. 2007 - Jan. 2011In charge of People & Organization Development activities. Involve in Functional Sales Competency Development, Develop Assessment Center, and World Class Manufacture. pool. • Maintain Succession Plan and Talent Pool database for key position by analyzing employees performance appraisal ratings, career path and competency fitness.
• Analyze and maintain competency model for managerial and supervisory level, including competency items, proficiency levels, behavior indicators, and requirement for jobs and position.
• Prepare, conduct and maintain regular job analysis and job evaluation for all positions using hay & Mercer method.
• Conduct training need analysis based on performance forms, come up with proposed training plans and Schedule, and Assist employees to close Competency gap by getting them in to public training/seminar.
• Plan, conduct and evaluate regular competency assessment, in liaison with consultants or internal assessors, to select candidates for Management & Supervisor Development Program.
• Plan, prepare and maintain overhead budget and costs control on all training & development programs, including budget preparation for upcoming year and control over year-to-date actual costs incurred
• Analyze and maintain individual training and development suggestions information acquired from Performance Plan / Appraisals in SAP system
• Prepares, maintains and analyzes Performance Plan, Interim Review and Performance Appraisal for all positions.
• Conduct training Evaluation Level 1 & 2 to determine training programmed effectiveness
• Act as internal auditor for ISO 9000:2000 and OHSAS 18000 Achievement:
• Achieve 80% internal promotion for managerial level from talent in 2009
• Improving productivity from 56,7 kg / man-hours to 120 kg kg/man-hours with 5S
• Save around Rp 766 Million in Sweet Condensed Milk Mixing Department using Competency Gap Reduction.
• Develop job family dan review org structure using job family
PT GarudafoodRecruitment & People Development Specialist
Jan. 2004 - May. 2007as Recruitment and People Development Specialist – Head Office
Based in Head Office of Garudafood Group and in charge of recruitment and Asessment process in Corporate and All Garudafood Group Business Unit. Support Man Power Need for All Garudafood business unit, training PIC recruimtment in BU, establish SOP Recruitment and SOP Asessment., and Talent Management Program. Involve in Project Develop Competency Based HRM, & Performance Management System • Fulfill Man Power Need.
• Conduct Assessment Center for All Garudafood Group Business Unit.
• Established SOP Recruitment and Assessment Center.
• Training PIC Recruitment in SBU.
• Managing consultant outsource for recruitment and assessment.
• Performance Management Review
• Talent Management
REDPATH MININGHead of HR
Aug. 2015 - Jun. 2019Papua Province, IndonesiaManaging all spectrum of HR
Accenture Management ConsultantConsultant
Jan. 2011 - Aug. 2012Talent & Organization Performance. Define and improve business process.
1. Automotive Manufacturing Company
Helping client to more focus on their core competencies by restructuring Share Service
Organization. Responsible in developing HR Share Service
• Defining and Improving business process in HR Area. Eg. Personnel Admin, Benefit Admin,
Recruitment, Payroll, Training and Development
• Ensure Integration process between HR and others department.
• Act as project leader for implementing Share Service Center in new Plant. Responsible in SSC HR, F&A, and IT. 2. Global Mining Company
Help client to increasing their HR effectiveness and efficiency by define current HR Operating model and HR process flow. Main responsibilities are in:
1. start from identify current current HR Operating model and HR process flow
2. Manage Stakeholder expectation, Identify Voice of Customer
3. Develop to be HR Operating Model and HR Process.
4. Identify and Deliver Quick win to help client experience benefit of the improvement
5. Manage project team and counterpart to meet the project time line
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