Plan, Lead, Direct, Develop and Establish HR Strategies, Policies and Activities of HRGA function to support company's goal and objective

Responsible for developing and executing human resources strategic program to support country business plan and strategic direction of the company also to ensure legal and regulatory compliances and general affairs practices are well in place accross Indonesia coverage1. Organisation Development To ensure the organisation have needed HR Infrastructure for helping the organisation to achieve business objective by developing job evaluation system, advising of job design and organisation structure, standardisation of job description, review workload analysis for man power planning, manage succession planning and retention, provide HR policies and procedures to be comply with statutory law and HR best practices2. Recruitment & SelectionTo ensure the quality of personnel hired are meet expectation in timely and cost effective manner3. Training& DevelopmentTo implement New Hire Orientation Program, plan and control Training Program/ Training Matrix to meet individual career development needs and company's objective plan4. Performance ManagementTo develop and monitor Performance management process to improve individual performance to continue the success of the company5. Compensation and BenefitTo design and monitor compensation and benefit program, budget planning, system and strategy that refer to statutory regulation, corporate guidelines and HR best practices in order to have internal equity and external competitiveness6. Employee RelationTo manage employee relation including with labour unions and monitor employee relation issues, manage employees dispute, create harmonious culture work, environment and communication. strengthen integrity and mutual respect and transparency of the organisation7. Legal & RegulatoryTo ensure legal and regulatory compliances refer to the statutory law and corporate guidelines are in place and well implemented8. General ServicesTo ensure activity of operational general services accross factories are effective and eficient

1. Identify and anticipate critical all business units issues and resulting implications for HR work. Prepare country level annual HR action plan2. Manage recruitment process including high potential talent using best practices selection processes3. Develop ongoing relationship with local universities and colleges to attract & recruit technical graduates4. Develop an orientation program for different level of new hires5. Implement annual performance review process accross operating companies, assign the outcome of the performance review to relevant HR proces i.e remuneration review, annual bonus, mgt incentive scheme, promotion review, training needs etc6. Identify training & development needs and appropriate training interventions on annual basis to address critical training needs7. Conduct Job Evaluation to be aligned with market position include Positions evaluation (Mercer IPE) and reguler review of market compensation levels via remuneration survey8. Established Job Grading, Salary Structure, Payroll system and Benefit standardization accross company operations.9. Prepare and manage HR Budget & Cost10. Manage and standardize GA services accross operations11. Campaign company facility efficiency in order for saving cost12. Manage and standardize personnel administration and HR reports13. Develop professional working relationship with relevant internal and external union official and take leadership role on behalf of the company in employer/union negotiation14. Establish Service Level Agreement (SLA) that refer to man power law and HR best practices15. Communicate with departing employees via exit interview process, highlight important issues raised by departing employees to senior management16. Ensure actual practice & company policies comply with local employment law & other statutory requirement17. Support Group level employee recognition program, i.e : Long Service Award

• Manages manpower planning and resourcing function• Developed, coordinated, and delivered in-house training, induction program, On the Job Training (OJT) also evaluation and reinforcement of training and development programs• Facilitates talent review and succession planning programs• Facilitate Investor in People (IiP) roadmap and delivered IiP requirements• Developed and managed performance management programs• Developed and managed compensation and benefit system• Revisited and refined HR policy and procedures to be in line with company business requirements• Manages HRIS and HR reports• Manages Expatriate Formalities • Maintains good relationship with labor union and customer• Ensure Foreign Corrupt Practice Act (FCPA) in place and well implemented• Facilitates ISO 9001 and OHSAS 18001 certification initiativesAchievement Star Employee 2008 “ For the effort in retaining IIP Certification for CEVA Indonesia by facilitating the training,communication and evaluation programs over the last 12 months as well as in ensuring the required HR management system and documentation are consistently in place according to the defined standars,also for the extra effort in accomplishing performance management initiatives and salary review for both CEVA Logistics and CEVA Freight employees within the time line

* To cater the needs of the divisions and implement HR practices accordingly in line with the business strategy. This includes : MPP (Manpower Planning), Training & Development and measurement of T&D effectiveness, Organizational Development, Employee Relations (Counseling, Grievances, Employee Programs, Communications), Exit Interview, Follow Up Probation Staff, Ensure Performance Evaluation, Employee movement (transfer, relocation, etc), Payroll , HRIS, Propose HR Policies, Liaise with internal & external parties including General Affairs.

* Ensure employee recruitment-selection activities are in place and well implement* Ensure HR administration activities are in place and well documentation* Monitor and review performance appraisal activities* Develop compensation benefit system and monitor application. * Implement employee relation activities

To ensure and coordinate Recruitment and Selection process, Performance Management program, Reward Management System, Skill and Competence Development also Succession Planning Program are in place and well impelementedAchievement:• Develop new Performance Appraisal System• Lead Slimming Project to have highly competence people• Develop Individual Development Program for supervisor above level