Job Description

Summary Description:
Be the first point of contact for employee and manage end-to-end employee lifecycle, from employee onboarding, talent development, employee relations, employee engagement, until exit process for Corporate Functions (HR, LCRA, Finance and IT). As business partner to the functions to ensure effective and efficient talent management in including permanent employee and contract-outsource. In addition also be the guardian of culture/culture champion. Ensure that all people- and employment-related processes comply with company regulations as well as Indonesian labor law and other applicable regulations.

Detail Job Responsibilities:

People Partner

• Accountable to partner with stakeholders for specialist to staff level in implementing people strategy and translating into action plan to deliver business objective.

Organization Development

• Supports with business leaders on organization design and workforce planning (manpower planning) to build up sustainable organization for business growth.

• Support business leaders and accountable for adhering to the organization design and manpower plan (MPP).

Recruitment & Onboarding

• Identify future and current recruitment needs of the business and work closely with the Talent Acquisiiton team to recruit the best talent for the company

• Support onboarding to new hires to provide an understanding of the culture and their role in the company.

Talent Development

• Support the Organization & People Review (OPR) process & meeting/ discussions to align the organization with the needs of the business and identify employees for succession plans.

• Accountable to ensure OPR action plan is executed as agreed with business leaders.

• Develop a competency model/career book, including but not limited to position validation, competency mapping and development, functional capabilities and analysis.

• Develop a competency-based training & development plan based on the Competency Framework.

• Support the discussion with business leaders on people career plan.

• Support the business in preparing Performance Improvement Plan, Individual Development Plan, coaching on people issues.

Budget Management

• Accountable for budget People Compensation (promotion, re-band etc.) for its stakeholder population.

• Support in monitoring and assessing Institutional & People HR budget package and working collaboratively with the package owners.

Employee Relation

• Be the first point of contact for various employee matters, including career development discussion, succession planning, capability needs, policy-process-procedure related queries, employee relations, queries on rewards.

• Support in employee activities to improve engagement, included but not limited to conventions, offsite, innovative projects.

Employee Retention

• Drive specific employee engagement and employee experience action plan as agreed with business leaders

• Conduct retention (ad-hoc & strategic) discussion

HR Related Process

• Ensure delivery of HR process, policy and procedure comply with Labor law

• Provide administrative support with regards to P&P process from Onboarding to Offboarding

• Conduct ad-hoc process improvement as needed

Leaders Catch up & Data Analytic

• Support in translating people analytic data into actionable strategic plan, to be shared to leadership in Corporate functions.

Location(s)

Kraft Heinz is an Equal Opportunity Employer – Underrepresented Ethnic Minority Groups/Women/Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity and other protected classes.