Experience

SC Johnson Europlant

• Manufacturing
• 300 - 400 Employee

• • Jul 2022 - Present

  Field HR Manager of :SC Johnson Europlant BV, SC Johnson Europe BV, SC Johnson Benelux BVBA, SC Johnson Belgium

• • Mar 2022 - Jun 2022



SC Johnson

• United States
• Manufacturing
• 700 & Above Employee

• • Apr 2016 - Feb 2022

  Report to Global Talent Management, Change & CultureKey stakeholders: APAC HR Sr. Dir, Fin Sr. Dir, Regional Commercial SVP, & Regional Prod. Supply, Global HR Specialized in Talent & Career, Performance, Employee Engagement, Culture & Change. Based in KL hub office responsible for APAC. In 2016-2018 I covered ACT, AFNE, Middle EastCreate Sales capability building in GC, India, ASEAN. Ensure high employee engagement score measured by GEOS & GPTW. Provide advise/feedback & guidance for HR to create a significant actionManage high performance driven org. with transparent & fair performance, dev. plan & successful career/succession to ensure strong pipeline across functions. Manage culture building & change by provide guidance, tools, feedback to ensure strong external/internal company employer branding. Intensively support stakeholders on Talent Management process excellence execution, with continuously provide clear direction, guidance, feedback/coaching 2019 - current: Expanded Role (60% Regional, 40% Global) 1. Responsible on Global Performance Management which applied across organization & regions (NA, EMEA/AFNE/ACT, LATAM, APAC)2. As Global process owner at HR Delivery Center on related process guides such as Performance, Career/Succession/Development, Global Onboarding, Great Place to Work (GPTW)3. Core board member on Leadership Development, Values & Culture, Inclusion & Diversity, L&D transition to Workday Learning Key Achievement1. Highest employee engagement score Vs global/ other regions & other FMCG 2. Strengthened APAC leadership pipeline by increase internal promotion rate (25%) at Manager & above, female leaders3. Improve 2020 Performance Process fits current situation (Covid19) with excellence execution: HQ, NA, EMEA/ACT/AFNE, LATAM, APAC4. Improve Career & Succession process using Workday 'live' to speed up processes & minimize HR admin work5. Globally, #1 in excellence execution at any Talent initiatives Show less

• • Oct 2014 - Mar 2016

  Scope of work: Talent Acquisition, Development, and Retention. Manage HR operations from end to end process; recruitment, development, compensation, HR administration, include office services. Lead HR team and manage day to day activities, ensure high deliverable and speed of actions. Manage change smoothly during organization transformation without dispute. Identify the right talent who will lead JHHP business to grow in Indonesia competitive market. Ensure the employee capability meet commercial competence level in both soft and technical skills. As commercial business partner, I am subject matter expert in handling talents. Our development program focus into reduce capability gap through implementation of 70-20-10 development approach. Cascade Sales and Marketing competence from Commercial Career Development Guide to commercial employees. Develop technical understanding from each function for effective measurement and development implementation. Educate managers on Career planning by deep involvement in MSD level lead discussion. This initiative successfully develops manager ownership into their team development and readiness.Main Achievement: HQ Officer award from Global HR Executive Committee for high performance in leading the team during the absence of HR Director and limited resources for 1,5 year (as interim HR Director), successfully maintain high HR Performance result/service and customer satisfaction to HRBP for quick and proactive service through Organization changes without any industrial relation disruption.Successfully strengthened leadership pipeline and promote from within (associate Managers and above level in commercial, manufacturing). Proven record during 2016 major business transformation (advised by BCG) all our top talents are well positioned as per their career and succession plan Show less

• • Apr 2011 - Oct 2014

  Responsible with all the training programs as well as Leadership to strengthen organization bench strength.Harmonious alignment with HQ development programs in US with country flavors for the best contribution for our company in IndonesiaThe Leadership programs available for top senior level management. While the manufacturing and commercial training plays important keys in people capability both managers in product supply and sales have a direct report to me.in between I am also take initiatives to be responsible with implementation of Leadership programs and initiatives in Asia, ANZ region aligned with HQ initiatives. Show less



Gold's Gym Indonesia

• Indonesia
• Wellness and Fitness Services
• 100 - 200 Employee

• Head of Human Resource

  • Jun 2010 - Apr 2011

  Primary Objectives: Implement the organization’s human resource strategy so that the organization attracts, manages, develops and retains the employees it needs to achieve its current and future business objectives. Key Activities: Direct a variety of human resource-related programs to ensure that the organizations current and future human resource requirements are met and the employees are recruited, managed, organized, trained, evaluated, and rewarded in accordance with organizations human resource strategy. These programs may include recruitment, training and development, compensation/remuneration, benefits, performance evaluation, organizational development, relocation, equal employment / affirmative action, health, safety and employee wellness, human resources administration, human resource information systems, payroll, employee communications, employment/industrial/labor relations. Liaise with functional or operational area managers to develop and implement local human resource strategies that are appropriate for their business needs, but consistent with the organization’s overall human resource strategy. Evaluate the organization’s future workforce needs in order to recommend changes to the organization’s human resource strategy and adapt existing current human resource programs to meet these needs. Lead, direct, evaluate and develop a team of human resource professionals to ensure that the organization’s human resource strategy is implemented effectively within established budgets and that the organization complies with all relevant regulations, laws, and employment standards. Reports to: Owner, CEO & Corporate Vice President of Human Resource Additional Role: Learning & Development Head of Anugerah Corporation (PT. Combiphar Pharmacy) Show less



APRIL

• Singapore
• Paper and Forest Product Manufacturing
• 700 & Above Employee

• Talent Management & Career Manager

  • Aug 2009 - Jun 2010

  Responsible with the talent, career and succession planning management in APRIL Indonesia Direct Report to : General Manager HR Indonesia 2nd line Report to : HR Director APRIL Asia (HQ, Singapore) Main responsibilities: ~ Design and implement company-wide processes to identify 'high potential' individuals and ensure their effective development to drive business performance and grow capability ~ Deliver business-wise succession plans for critical roles and identifying talent retention risks by working with business leaders and HR colleagues ~ Design and implement effective business-wide performance management processes that drive performance and employee engagement ~ Successfully integrate talent and performance management with other business-wide HR processes such as resourcing and training Show less



PT. Mitra Adiperkasa Tbk

• Indonesia
• Retail
• 700 & Above Employee

• Ass. Manager Training & Development

  • Sep 2007 - Aug 2009

  To assist the manager preparing yearly department objectives, budget, and action plans. Managing teams to achieve objectives & evaluate the performance. Analyze the company training needs. Conduct or arrange for ongoing service training, technical training and personal development classes for staff members. Coordinate and evaluate the SBU annual training needs analysis, training matrix plan. Develop testing and evaluation procedures, and alternative training methods if expected improvements are not seen. Monitor, evaluate and record training activities and program effectiveness Show less



PT Propan Raya ICC

• Retail
• 200 - 300 Employee

• Training & Development Unit Head

  • Oct 1999 - Sep 2007

  Prepare department objectives and action plans, budget for corporate and HRM department Managing teams to achieve objectives & evaluate the performance Conduct orientation sessions and arrange on-the-job training for new hires & transfers Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors Develop new training programs or modify and improve existing programs Evaluate instructor performance and the effectiveness of training programs, providing recommendation for improvement Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops Develop testing, evaluation procedures, alternative training methods if expected improvements are not seen. Monitor, evaluate and record training activities and program effectiveness Show less