Job Description:
• Lead the Country HR agenda by translating business priorities into integrated people, organization, and workforce strategies that strengthen operational performance, organizational capability, and long-term business sustainability.

• Act as the strategic people partner and trusted advisor to the Commercial Director, Plant Director, and leadership team, providing commercially sound and legally defensible guidance on organization, workforce, talent, performance, and employee-related matters.

• Shape the organization and workforce for future business needs through organization design, strategic workforce planning, headcount governance, succession planning, critical-role management, and capability development.

• Lead industrial and employee relations by managing union engagement, collective bargaining, salary and bonus negotiations, employment disputes, disciplinary matters, mediation, and other formal industrial-relations processes while safeguarding business continuity and organizational stability.

• Govern compensation, benefits, payroll, and labour costs to ensure internal equity, external competitiveness, payroll accuracy, regulatory compliance, financial discipline, and alignment with approved business plans.

• Drive a high-performance and meritocratic culture through effective performance management, talent reviews, potential calibration, differentiated rewards, employee recognition, development planning, and structured management of underperformance.

• Build a sustainable talent and leadership pipeline by leading talent acquisition, employer branding, onboarding, talent development, succession readiness, and targeted capability-building for critical business and operational roles.

• Strengthen employee engagement and organizational culture by translating employee feedback into measurable actions and leading initiatives in employee voice, recognition, communication, inclusion, collaboration, and organizational effectiveness.

• Establish strong HR governance and employment compliance by ensuring that HR policies, employment practices, contracts, decisions, and documentation comply with Indonesian labor laws, collective agreements, Company regulations, and applicable regional and global standards.

• Oversee HR operations, General Affairs, and Security to ensure effective service delivery, accurate employee administration, appropriate operational controls, reliable vendor performance, workplace support, and continuity of critical people-related processes.

• Enable evidence-based management decisions through accurate people analytics, workforce and labour-cost reporting, organizational insights, HR systems, data governance, and proactive identification of people and employment risks.

• Lead the Country HR team and connect Indonesia with the wider organization by developing team capability, strengthening manager ownership of people matters, representing Indonesia in regional and global HR initiatives, and ensuring effective implementation of corporate programs and transformation projects.

Job Requirements:
·       Bachelor’s degree in human resources, Management, Law, Psychology, Business Administration, Industrial Relations, or another relevant discipline.

·       A postgraduate qualification in Business Administration, Human Resources, Law, or a related field is preferred.

Relevant professional certification in HR management or industrial relations is preferred.  
• Minimum 10 years of progressive Human Resources experience, including substantial experience in a managerial or country HR leadership capacity.

• Strong experience in a multinational manufacturing or industrial environment.

• Demonstrated experience in industrial relations, labor-union negotiations, employment-law compliance, employee relations, and labor-dispute management.

• Strong experience in compensation and benefits, payroll governance, workforce planning, headcount and labour-cost management.

• Demonstrated experience in organization development, talent management, succession planning, performance management, recruitment, and capability development.

• Experience working with regional or global HR organizations and implementing cross-country or enterprise-wide initiatives.

• Experience with HR information systems, people analytics, audit requirements, and employee-data governance.

• Fluency in Bahasa Indonesia and strong command of spoken and written English.

• Strong business and financial acumen, with the ability to translate people decisions into operational and financial impact.

• High level of integrity, judgment, discretion, and personal accountability.

• Strong negotiation, influencing, conflict-resolution, and stakeholder-management capability.

• Able to provide firm, independent, and evidence-based professional advice, including when challenging senior stakeholders.

• Strategic and systematic thinker with strong execution discipline.

• Able to manage sensitive, high-risk, and confidential matters with composure and appropriate urgency.

• Strong analytical capability and attention to detail.

• Strong written communication, presentation, and policy-drafting skills.

• Able to operate effectively across plant, commercial-office, regional, and headquarters environments.

• Adaptable, resilient, proactive, and capable of managing multiple priorities in a rapidly changing business environment.

• Demonstrates a global mindset while maintaining strong understanding of local business, culture, and regulatory requirements.

Prysmian , as an Equal Opportunity Employer, aims to attract and recruit individuals with diverse backgrounds, skills, and abilities. We strongly believe that diversity brings significant value at all levels of the organization, increasing the possibility of capturing market opportunities and maximizing value for our customers and stakeholders. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are.

All Managers and HRs in Prysmian are responsible for ensuring DE&I policies are respected during the recruiting process, as well as recognizing and mitigating unconscious biases that must not influence our selection processes. All persons will be considered for employment without regard to their race, ethnicity, religion, nationality, origin, citizenship status, socio-economic status, age, sex, gender identity or expression, sexual orientation, marital status, disability, military service or veteran status, pregnancy, parental leave, medical conditions, or any other characteristic protected by applicable federal, state or local laws. Prysmian will endeavor to make a reasonable accommodation for any disclosed physical or neurological condition or disability of a qualified applicant unless the accommodation would impose an undue hardship on the operation of our business.

Visit our DE&I Page to learn more about Prysmian's commitments.

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