HR Manager (Chinese Speaking)

Job Title: HR Manager (Indonesia Branch)

【Key Responsibilities】

I. HR System Development & Localization of Headquarters Policies (System Building)

1. Based on Indonesian regulations including the Labor Protection Act (LPA), Social Security Law, and Personal Data Protection Act (PDPA), lead the drafting and issuance of bilingual (Indonesian/English) Employee Handbooks, standard employment contract templates, and other HR management policies that fully comply with local laws.

2. Adapt the HR management systems, processes, and core cultural values of the China headquarters to the Indonesian legal context, ensuring efficient implementation and execution of group policies at the Indonesia branch.

II. Recruitment & Talent Supply Chain Development (Recruitment Execution)

1. Manage full-cycle recruitment for the Thailand branch across all levels, from management to technical engineers (data center O&M, electrical/HVAC engineers, etc.) and administrative support roles. Develop differentiated recruitment strategies and execution plans.

2. Establish and maintain a diversified local recruitment channel system, including local job portals, LinkedIn international channels, talent pools via the Indonesia China Chamber of Commerce (INACHAM) or similar, and targeted partnerships with vocational schools, to build a sustainable talent supply chain.

III. Compensation & Benefits Management (C&B)

1. Build a competitive and budget-aligned local compensation system based on Indonesia market salary data.

2. Handle monthly payroll calculation, overtime pay computation, social security contributions, and individual income tax filing.

IV. Full Employee Lifecycle Management & Compliance Risk Control (Operations & Risk Management)

1. Oversee the entire employee lifecycle (onboarding, probation, transfer, offboarding) at the Indonesia branch, establishing standardized SOPs to ensure compliance with both Indonesian and Chinese labor regulations.

2. Manage employee relations, including handling complaints, disputes, and disciplinary issues. Establish a robust employee grievance mechanism to mitigate employment risks.

3. To meet BOI application requirements or accommodate headcount growth, draft, publish, and periodically update written work rules as required by law, serving as a key reference in labor disputes.

4. Manage Non-B business visas, work permit applications, and extensions for expatriate Chinese employees, ensuring their legal entry and stay in Indonesia.

VI. Cross-Cultural Communication & Headquarters Liaison (Bridge Role)

1. Act as the primary communication bridge between the Indonesia branch and the China headquarters, ensuring accurate, timely, and unambiguous information flow between the two sides.

2. Support headquarters management in understanding local Indonesian policies, cultural norms, and market dynamics, providing decision-making support for business expansion and localized management.

【Qualifications】

Basic Requirements

1. Education: Bachelor's degree or above; HR Management, Business Administration, Law, or related fields preferred.

2. Language: Proficient in English (business-level listening, speaking, reading, and writing); Mandarin Chinese fluency preferred.

3. Experience: Minimum 5 years of HR management experience, with at least 2 years of hands-on full-scope HR experience in Indonesia. Experience in manufacturing or data center/high-tech industries preferred.

4. Legal Knowledge: In-depth understanding of Indonesian Labor Protection Act (LPA), social security regulations, individual income tax laws, and PDPA compliance requirements. Hands-on experience handling labor disputes and government affairs.

5. Full-Function Competence: Solid hands-on experience in core HR functions including recruitment, C&B, employee relations, and performance management.

6. Technical Skills: Proficient in Microsoft Office and HR management systems/HRIS.

Preferred Qualifications

1. Prior experience as an HR leader or core member of a Chinese-invested company's Indonesia branch.

2. Practical experience in building an HR system from scratch (0→1) during the start-up to operational phase.

3. Familiarity with BOI application process, BOI employment reporting, and incentive management.

4. Background in data center, telecommunications, or infrastructure construction industries.

5. Hands-on experience in PDPA compliance implementation and foreign employee work visa processing.

6. Cross-cultural team management experience with proven ability to communicate and collaborate effectively in a multicultural environment.