Country HR Business Partner, Indonesia

3 weeks ago

Jakarta, Jakarta, Indonesia Corteva Agriscience Full time

GROWING WHAT MATTERS STARTS WITH YOU

As the world's only major agriscience company completely dedicated to agriculture, we're building a culture that stays curious, thinks differently, acts boldly and takes a stand on what's right for our customers, our co-workers, our partners and our planet. We know we've got big challenges to solve - we hope you'll be part of the solution. Working at Corteva connects you with more than 20,000 colleagues united by a shared vision to grow what matters. We offer career opportunities across more than 140 world-class R&D facilities and in more than 130 countries.

We're hiring a Country HR Business Partner – Indonesia.

Learn how you can be our voice in the conversation about the future of agriculture.

Based at the Jakarta office, as the HR Business Partner, you play an important role in providing strategic, operational and advisory support to the full spectrum of HR function.

You will be the first point of contact for queries and champion for the implementation of HR policies and strategies that include attraction, career development, compensation and benefits, training and development, and change management. Ample opportunities will be presented to you to interact with regional directors and work on exciting global HR initiatives as you play an important role in facilitating and helping colleagues Grow What Matters with Corteva Agriscience.

Main Responsibilities:
  1. Strategic planning:
    Help the organization become future-ready by focusing on the existing workforce and preparing them for the future. Areas they need to work on include:
    • Reskilling and upskilling: Identify training needs and assist the L&D function in aligning training programs with business objectives.
    • Strategic workforce planning: Ensure the company's workforce has the right size, shape, cost, and agility for the future.
    • Succession planning: Select and develop key talent to ensure there are talents to fill critical roles.
  2. Coaching and consulting leadership about HR matters:
    Have a clear understanding of how current and future challenges affect the people in the organization to give key stakeholders practical advice and coaching.
    • Conduct weekly or bi-monthly meetings with business leaders and provide HR advice where necessary.
    • Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help ensure compliance.
    • Provide guidance on the creation and implementation of HR processes and policies.
  3. Building a competitive organization:
    Help the organization win clients by acquiring and retaining the best talent. This role plays a part in making sure the business can strategize, train, and adapt to develop the best product.
    • Conduct day-to-day performance management guidance for line managers (e.g., mentoring, career planning, coaching, etc.).
    • Help line managers deal with organizational, people, and change-related issues.
    • Optimize organizational design to increase productivity and improve business performance.
    • Collaborate with other members of the People Team on implementing innovative and inclusive recruitment strategies.
    • Develop or assist in creating a future-proof compensation and benefits strategy.
    • Implement reward and recognition interventions to increase bottom-line results and employee engagement.
  4. Being a company culture and employee experience champion:
    Help build and maintain a strong organizational culture, as well as continuously improving the employee experience.
    • Give advice and suggestions for culture-related initiatives, such as cultural transformation.
    • Implement HRM interventions on employee wellness, Diversity, Equity, Inclusion and Belonging, or talent management.
    • Work with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and minimize unwanted turnover.
Qualifications

To Grow What Matters, You Will Need:

  • Educational Background: A bachelor's degree in human resources, Business Administration, or a related field is usually required. A master's degree or MBA can be an added advantage.
  • Experience: At least 10 years of experience in all facets of HR roles (including Payroll Management), with a significant portion in strategic HR positions. Experience in multi-national multi-operation industries can be particularly valuable.
  • HR Expertise: Deep understanding of HR functions, including talent management, employee relations, performance management, and organizational development.
  • Business Acumen: Ability to understand and align HR strategies with business objectives. This includes working closely with senior leaders to create and execute people strategies.
  • Leadership Skills: Strong leadership and coaching abilities to guide senior leaders and their teams through organizational changes and performance issues.
  • Local Knowledge: Strong familiarity with local labor laws, regulations, and cultural nuances in Indonesia.
  • Strategic Thinking: Proactive and data-driven approach to HR, focusing on long-term business goals and employee engagement.
  • Communication Skills: Excellent communication and interpersonal skills to effectively collaborate with various stakeholders.
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