Experience

PT ASABRI (Persero)

• Indonesia
• Insurance
• 100 - 200 Employee

• Learning & Culture Manager

  • Jul 2022 - Present



FUSE GROUP

• Indonesia
• Financial Services
• 200 - 300 Employee

• Talent Acquisition Business Partner Manager

  • May 2022 - Jul 2022

  FUSE Group is a Insurtech Startup Company that provide partners and customer needs. Responsibilities: - Managing hiring process from job posting until onboarding activity - Design and develop hiring strategic to make an effective and efficient hiring process - Maintaining manpower planning vs man power mapping - Monitoring and ensuring all manpower request fulfilled as company needs - Ensuring employee pipeline based on competencies and skills needed - Creating & updating… Show more FUSE Group is a Insurtech Startup Company that provide partners and customer needs. Responsibilities: - Managing hiring process from job posting until onboarding activity - Design and develop hiring strategic to make an effective and efficient hiring process - Maintaining manpower planning vs man power mapping - Monitoring and ensuring all manpower request fulfilled as company needs - Ensuring employee pipeline based on competencies and skills needed - Creating & updating job description - Provide recruitment report - Building and managing relationship with external parties (Recruitment Consulting, Head Hunting) Show less FUSE Group is a Insurtech Startup Company that provide partners and customer needs. Responsibilities: - Managing hiring process from job posting until onboarding activity - Design and develop hiring strategic to make an effective and efficient hiring process - Maintaining manpower planning vs man power mapping - Monitoring and ensuring all manpower request fulfilled as company needs - Ensuring employee pipeline based on competencies and skills needed - Creating & updating… Show more FUSE Group is a Insurtech Startup Company that provide partners and customer needs. Responsibilities: - Managing hiring process from job posting until onboarding activity - Design and develop hiring strategic to make an effective and efficient hiring process - Maintaining manpower planning vs man power mapping - Monitoring and ensuring all manpower request fulfilled as company needs - Ensuring employee pipeline based on competencies and skills needed - Creating & updating job description - Provide recruitment report - Building and managing relationship with external parties (Recruitment Consulting, Head Hunting) Show less



PT TTS ABADI

• Indonesia
• Food and Beverage Services
• 1 - 100 Employee

• Human Resources Manager

  • Nov 2020 - Apr 2022

  1. Having a role as a HR generalist, responsible for full spectrum of HR activities including manpower planning, talent acquisition, performance management, learning and development, employee relations, succession planning and organizational development 2. Ensuring company get the best talented person that fit with company's culture 3. Monitoring performance management for each employee 4. Maintain, develop and implement all necessary policies and procedures to ensure that the HR… Show more 1. Having a role as a HR generalist, responsible for full spectrum of HR activities including manpower planning, talent acquisition, performance management, learning and development, employee relations, succession planning and organizational development 2. Ensuring company get the best talented person that fit with company's culture 3. Monitoring performance management for each employee 4. Maintain, develop and implement all necessary policies and procedures to ensure that the HR function operate effectively 5. Handling industrial and employee relation 6. Maintaining all things related to General Affairs 7. Advise to management on all aspects of employee and on the interpretation 8. Maintain a good partnership with all departments within the organization Show less 1. Having a role as a HR generalist, responsible for full spectrum of HR activities including manpower planning, talent acquisition, performance management, learning and development, employee relations, succession planning and organizational development 2. Ensuring company get the best talented person that fit with company's culture 3. Monitoring performance management for each employee 4. Maintain, develop and implement all necessary policies and procedures to ensure that the HR… Show more 1. Having a role as a HR generalist, responsible for full spectrum of HR activities including manpower planning, talent acquisition, performance management, learning and development, employee relations, succession planning and organizational development 2. Ensuring company get the best talented person that fit with company's culture 3. Monitoring performance management for each employee 4. Maintain, develop and implement all necessary policies and procedures to ensure that the HR function operate effectively 5. Handling industrial and employee relation 6. Maintaining all things related to General Affairs 7. Advise to management on all aspects of employee and on the interpretation 8. Maintain a good partnership with all departments within the organization Show less



iLOTTE

• Indonesia
• Retail
• 1 - 100 Employee

• HR Learning & Development

  • Feb 2019 - Oct 2020

  Roles & responsibilities as Learning & Development are: 1. Designing Learning & Development Architecture 2. Doing Training Need Analysis (TNA) to define the fit development program for employees 3. Running some initiative programs related to company value internalization 4. Analyze Performance Appraisal Result to find out where the gap competencies are 5. Prepare administration for internal and external training 6. Create training calendar for the whole year as a result of… Show more Roles & responsibilities as Learning & Development are: 1. Designing Learning & Development Architecture 2. Doing Training Need Analysis (TNA) to define the fit development program for employees 3. Running some initiative programs related to company value internalization 4. Analyze Performance Appraisal Result to find out where the gap competencies are 5. Prepare administration for internal and external training 6. Create training calendar for the whole year as a result of TNA 7. Activate and execute some development activities (non-training) 8. Define Individual Development Program for high potential people 9. Collaborate with HR Business Partner (HRBP) to communicate all the development program & activities to be executed to all employee 10. Creating a module of internal soft skill training 11. Delivering internal soft skill training 12. Evaluating training and making some suggestion for improvement of the summary report Show less Roles & responsibilities as Learning & Development are: 1. Designing Learning & Development Architecture 2. Doing Training Need Analysis (TNA) to define the fit development program for employees 3. Running some initiative programs related to company value internalization 4. Analyze Performance Appraisal Result to find out where the gap competencies are 5. Prepare administration for internal and external training 6. Create training calendar for the whole year as a result of… Show more Roles & responsibilities as Learning & Development are: 1. Designing Learning & Development Architecture 2. Doing Training Need Analysis (TNA) to define the fit development program for employees 3. Running some initiative programs related to company value internalization 4. Analyze Performance Appraisal Result to find out where the gap competencies are 5. Prepare administration for internal and external training 6. Create training calendar for the whole year as a result of TNA 7. Activate and execute some development activities (non-training) 8. Define Individual Development Program for high potential people 9. Collaborate with HR Business Partner (HRBP) to communicate all the development program & activities to be executed to all employee 10. Creating a module of internal soft skill training 11. Delivering internal soft skill training 12. Evaluating training and making some suggestion for improvement of the summary report Show less



PT Darya - Varia Laboratoria Tbk

• Pharmaceutical Manufacturing
• 700 & Above Employee

• Performance & Talent Management Supervisor

  • Oct 2017 - Jan 2019

  1. Accountable for whole performance appraisal process start by setting up the corporate initiative and ensure key performance indicator for each employee 2. Ensure mid-year and year-end performance review run as well as the schedule 3. Provide whole performance employee data related to compensation and benefit needed 4. Handling Talent and Career Management system, include promotion process and development area for high potential people 5. Create tools to be used for talent… Show more 1. Accountable for whole performance appraisal process start by setting up the corporate initiative and ensure key performance indicator for each employee 2. Ensure mid-year and year-end performance review run as well as the schedule 3. Provide whole performance employee data related to compensation and benefit needed 4. Handling Talent and Career Management system, include promotion process and development area for high potential people 5. Create tools to be used for talent management 6. Create competencies as needed (especially for Performance Management) 7. Support organization development project (Work Load Analysis & Job Evaluation) Show less 1. Accountable for whole performance appraisal process start by setting up the corporate initiative and ensure key performance indicator for each employee 2. Ensure mid-year and year-end performance review run as well as the schedule 3. Provide whole performance employee data related to compensation and benefit needed 4. Handling Talent and Career Management system, include promotion process and development area for high potential people 5. Create tools to be used for talent… Show more 1. Accountable for whole performance appraisal process start by setting up the corporate initiative and ensure key performance indicator for each employee 2. Ensure mid-year and year-end performance review run as well as the schedule 3. Provide whole performance employee data related to compensation and benefit needed 4. Handling Talent and Career Management system, include promotion process and development area for high potential people 5. Create tools to be used for talent management 6. Create competencies as needed (especially for Performance Management) 7. Support organization development project (Work Load Analysis & Job Evaluation) Show less



PT. Lativi Mediakarya (tvOne)

• Indonesia
• Broadcast Media Production and Distribution
• 400 - 500 Employee

• Talent & Career Management Supervisor

  • Jan 2017 - Sep 2017

  Job description as Talent & Career Management Supervisor : 1. Design Talent Management Concept : Talent Pool 2. Design tvOne Career Path 3. Responsible for employee competencies 4. Responsible for empolyee promotion, mutation, rotation 5. Responsible for employee grading 6. Create development program for talent employee 7. Understanding and implement competency matrix 8. Implement Human Asset Value & design development program based on Human Asset Value result

• Organizational Development Specialist

  • Sep 2015 - Jan 2017

  1. Responsible of Organization Development Scope 2. Design organization structure based on organization needed 2. Maintain Man Power Planning (MPP) and Man Power Mapping (MPM) 3. Make sure Performance Management System running as well according prosedures 4. Running Talent Management & Career Management System 5. Review Job Desc 6. Review Competency 7. Review Grading



SOHO Global Health

• Indonesia
• Pharmaceutical Manufacturing
• 500 - 600 Employee

• Performance Management Executive

  • May 2011 - Aug 2015

  1. Make sure that Performance Management System running as the rule 2. Make sure that employees have they own Performance Result that related to salary adjustment 3. Give an explaination about performance management concept to employees 4. Assist employees to set Key Performance Indicator based on Balance Scorecard 5. Provide guidance to employees to select development activities based on gap competencies and needs 6. Build performance management online concept 7. Developing… Show more 1. Make sure that Performance Management System running as the rule 2. Make sure that employees have they own Performance Result that related to salary adjustment 3. Give an explaination about performance management concept to employees 4. Assist employees to set Key Performance Indicator based on Balance Scorecard 5. Provide guidance to employees to select development activities based on gap competencies and needs 6. Build performance management online concept 7. Developing performance management online concept 8. Determined Potential Employees based on Performance Review Show less 1. Make sure that Performance Management System running as the rule 2. Make sure that employees have they own Performance Result that related to salary adjustment 3. Give an explaination about performance management concept to employees 4. Assist employees to set Key Performance Indicator based on Balance Scorecard 5. Provide guidance to employees to select development activities based on gap competencies and needs 6. Build performance management online concept 7. Developing… Show more 1. Make sure that Performance Management System running as the rule 2. Make sure that employees have they own Performance Result that related to salary adjustment 3. Give an explaination about performance management concept to employees 4. Assist employees to set Key Performance Indicator based on Balance Scorecard 5. Provide guidance to employees to select development activities based on gap competencies and needs 6. Build performance management online concept 7. Developing performance management online concept 8. Determined Potential Employees based on Performance Review Show less