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Resume #80106

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Career Objective: Human Resources Head/ Learning & Development Head

Current Position
General Manager Human Resources – Goodyear Indonesia - May 2007 - Current
Reporting directly to President Director (expatriate) based in Jakarta and functionally to HR Director Asia Pacific, based in Shanghai China. Responsible for the entire Human Resources aspects from Establishing strategic HR programs to Attract, Retain and Develop the best talent in organization, includes maintaining the conducive working environment with solid Industrial Relations between Union and Management.

Summary of Experience and Expertise

Organization Design and Management Development

Involved in design and development of organization structure for Sales and Manufacturing. The major engagements include developing a sales career path, training and development strategy and organization restructuring for manufacturing (Production, Engineering, QA and Supply Chain).

Achievements:
o Assessment and Development Center setting up and implementation on Talent Retention Program. Result was able to select key talents for overseas assignment programs in several affiliates in Asia Pasific (Australia, Hong Kong, Thailand) and participating in PM International MBA program sponsored by PM and INSEAD.
o Fully involved in Assessment / Development center establishment for full fledged organization hiring and development activities. This utilization continues not only for Sales and factory but also for hiring the new employees in setting up new factory in Jakarta. This series of selection tools have been utilized from ability test, personality, in basket simulation, group discussion and presentation, combining with Competency Based Interview. My role here as project leader, delivering training for trainers, and providing guidelines for assessor and ensuring the final rating calibration meet the company target. Result: 27 fresh graduates, 11 engineers are recruited from top notch universities in Indonesia with exceeding expectation result.

o Develop Management Trainee program 19 persons for Sales and Overseas MBA graduates. Result: Recruitment the best talent, established the Business acumen development program with business unit within 18 months; Result with Sales and Marketing Supervisor appointments, 3 Junior Managers appointed this year as the result of development assignments upon the participants.

o Identifying key competencies for Sales and Marketing department in order to develop Career Advancement for the Sales and Marketing trainees, supervisors and Middle Manager. Result: the Competency Model was taken place. As basis for development.

o Developing Sales & Marketing Organizations Advancement Plan/ Career path. Result ; The Advancement Planning training was taken, talent was identified based on the nominations per each department, then career path is followed by management communication and development assignments to all the key talents team. Out of 124 supervisors, new 2 Regional Sales Managers and 5 Sales Trainers for the area were appointed through Internal Selection.

o Establishing the 360 degree feedback assessment for all key positions across departments, starting for the initiative proposal to management, identifying the proper and proven assessment tools, defining mentors, effective mentoring and training for all Department Head and communication to employees o Succeed in establishing Performance Management for Sales team including developing Performance Appraisal forms from scratch, identifying the Key Performance Indicators, developing training materials and role plays, Coaching and Counseling Training delivery, Performance Appraisal session training delivery.
o Designing the customized approach Performance Appraisal Training module session to meet factory requirement.
Result: The complain from Trade Union has been resolved
Performance Appraisal session guidelines including the standard process establishment
The case study and role plays have been designed and incorporated in the training session.
Developing the Calibration guideline and ensure the methodology has taken in place properly either in the respective department or the across departments.

o Initiated the Quality Control Circle and 5-S system activities in the factory to increase the employee's productivity, health and safety. Starting from communicating the initiative once it has approved by management, developing the training modules, run the Training for Trainers, Coaching and Mentor guidelines, regular monitoring and the verification the improvement and cost saving.

o Setting up the Annual Sales Conference for all the Philip Morris and distributor's (350 employees) sales forces incorporating Recognition Award, Key Business presentation and Team Building Outbound and prominent guest speakers. Result: the teambuilding and knowledge developments were gained through the 4 days sessions and the star performer employees were being rewarded.

o Establish the Human Resources Intranet website comprising of Organisation structure and functions, Online Recruitment,, Self Learning programs, Human resources Policies, Link to Philip Morris International websites and other leadership references, Soft Skills and Self development articles

Human Resources Resourcing Strategy and HR Systems
Typical tasks include employer branding, develop HR policy procedures, compliance program recruitment strategy, competency based Interview and assessment and benefits design, improving performance management system and communicate the change, career development model and adjust the related HR policy according to the prevailing law.
Achievement:
o Hiring Sales 12 Management Team and 112 sales supervisors and 8 MBA graduates for Regional Trainee Program in 4 months, involving more than 1000 paper selections, 300 interviews and assessment sessions.
o Developed wide network/relationship with reputable recruitment agencies and has recruited 98% of total current employees for the company for almost 2 years.
o Hiring 31 new operator from fresh graduates through campus recruitment and other 12 engineer to setup new factory in Bekasi.
o Employer Branding strategy establishment and implementation in 7 prominent business campuses.
o Establishing Performance Management system across the department Commercials and Factory.
o Develop Human Resources Policy by combining the head quarter's policy and customizing in accordance with the Indonesia's prevailing regulations and law. This process is conducted through policy drafts proposal, focus group discussion and finally settle Management approval for implementation o Improve the Performance Appraisal implementation by revising the forms, KPI renewal, Performance Appraisal session standardization process and trainings o Managing through outsourcing more than 500 sales forces, including hiring, performance appraisal development, performance coaching and also termination.

Employee Relations
Develop the employee relations strategy in promote and gradually develop Employee Relations programs at all levels within the company based on shared responsibilities and mutual respect among Management, Employees and Trade Union in order to ensure harmony and continuous improvement in productivity, working conditions and the quality of working life
Achievement:
o Established the Communication Strategy to ensure the communication channel are provided from management, staffs, floor employees and labor union.
o Set up and maintain the government and Manpower Department, Employer Association relations in the particular areas.
o Building the communication channels throughout the HR Open Hours sessions for floor employees and follow it up through monthly coordination management meeting with union, Employee Sport and Music activities, English Conversation Club, Photographer Club, Movie Days training, World Cup Football show, Family Gathering o Develop the CLA Negotiations Preparation training for all factory department managers and Trade Union by inviting Manpower Department, APINDO, and Union Association.
o Develop and establish Company Regulations in accordance with company policies and labor law and settle government approval.
o Led the Negotiation team for Collective Labor Agreement between Management team and Trade Union team. Result: CLA is agreed after 3 weeks of negotiation sessions, approved by government and communicate to employees without unrest.
o Managing Sales integration process and Factory Early Retirement and Closing.
o Managing Voluntary Separation Program for around 200 employees in Malang factory.
o Managing Integration process in factory during the last two years without any strike or production interruption, even the quality of our product reached the best 3 in the world from number 10 last year.
o This project covers: managing employee and union communication, employee early retirement program, separation process for 301 employees.
o Dispute settlement in Manpower Court for individual claim and Labor Union claim o Successfully conduct the Employee relations program during job uncertainty and unrest by establishing communication channel HR Open Hours, Entrepreneurship training, Job Hunting Training, Outbound and Motivation training.

Compensation & Benefit o Managing Annual Employee Remuneration Survey with Watson Wyatt and ensure the validity of submitted numbers and positions.
o Fully involve in determining Hay Grading for Philip Morris factory employees and commercial. Conduct Job Evaluation on Production, Engineering, Quality Assurance and Supply Chain o Reclassifying the job grade and setting up the grade structure for factory positions o Conducting total review Employee Compensation & Benefit for factory covering floor employees and staffs. Result ;
o Develop with C&B team the improvement for employee benefits covering medical outpatient, inpatient, accident and life insurance and Jamsostek o Increase the employee acceptance upon the Pension Program. The challenge were ; even though company also contribute (bigger) for the premium, employees still feel that their income is being deducted and could not be consumed directly.
o Establishing Factory Organization Change by below:
Developing the grade and positions matrix across department and positions descriptions, Competency review, and build Technical Competency Development program and soft skill competency trainings.

International Training
Internationally certified in various Training of HR Technical Knowledge, Management Skill, Leadership, Soft skill, Problem Solving tools and Project Management training from local and overseas (Germany, Italy, Japan, Malaysia, Korea, Thailand and some others affiliates).

* Labor Relations, ILO Training center Turine Italy
* Certified Assessor of SHL Ability test Singapore 2004.
* Assessment Center Assessor SHL Indonesia
* Internal Consultant Skills Training, Kuala Lumpur Malaysia 2004
* Competency Based Interview, Manheim Germany; Hong Kong
* HR Strategy, Assessment, Leadership and cross cultural Training and development, and Change Management Mannheim and Stuttgart Germany
* Media Issues Training – Hong Kong Malaysia
* Sales Competency Development Gillette Chiang Mai, Thailand
* High Impact Training Strategy, ASTD (American Society for Training & Development)
* Evaluating Training Result, ASTD

Other Courses attended:
* Labor Law Regular update by Manpower Office
* Dispute Settlement and Constitution Court decree
* Problem Solving and Decision Making, PPM Jakarta
* Productivity Improvement by QCC, 5S and TQM, PPM Jakarta

Education
2001
Advance Human Resources Management program – scholarship by Deutsche Stiftung Enwicklung Germany and ILO Headquarter Italy

1993
Economics Student Scholarship in Japan by JICA
1988 – 1995 Bachelor in Faculty of Economics, majoring in Accounting, Gadjah Mada University, Indonesia

Remuneration & package
SALARY IDR ………… per month over 15 months
BENEFIT Annual Management Bonus (15-20% of annual salary)
Company Car Honda CRV 2007 incl. fuel and maintenance cost
Driver Allowance 2,1 mio / months
Hand Phone and business calls reimbursement

Annual Leave 18 days/ year
Life Insurance
Pension fund
Outpatient and Inpatient Medical Insurance
Housing Loan:
Retention Program

Personal Data:
Birth date: January 5, 1970. Marriage status: Married with two children

References available upon request

DETAIL WORKING EXPERIENCES (prior to current employment)

May 1, 2006 – April 2007

PT Philip Morris Indonesia an affiliate of Philip Morris International, Altria Group, produces the world's top brand cigarettes in Indonesia such as "Marlboro, Long Beach and L&M"

Manager HR Employee Relations Philip Morris Operations, based in Jakarta (factories in Malang and Bekasi, Leaf Plantation in Bali, Lombok and Lumajang)

Reporting directly to Operations Director (expatriate) based in Jakarta and functionally to HR Department Head. Responsible for entire Human Resources Learning and Development aspects and Employee Relations in the operations of PT Philip Morris Indonesia.

May 1, 2006 – April 2007
Manager HR Employee Relations based in Malang (Malang Factory, Leaf Plantation in Bali, Lombok and Lumajang)

Key Accountabilities
* Acting as business partner for Operations Director and playing a strategic role in HR areas in manufacturing (423 employees and Leaf Operations (85 employees) to support them in achieving their business goals and objectives and ensure Philip Morris Indonesia as a better place to work.
*

July 2004 – May 1, 2006 PT Philip Morris Indonesia an affiliate of Philip Morris International, Altria Group, produces the world's top brand cigarettes in Indonesia such as "Marlboro, Long Beach and L&M"

Manager HR Employee Relations Philip Morris Operations, based in Jakarta (factories in Malang and Bekasi, Leaf Plantation in Bali, Lombok and Lumajang)

Reporting directly to Operations Director (expatriate) based in Jakarta and functionally to HR Department Head. Responsible for entire Human Resources Learning and Development aspects and Employee Relations in the operations of PT Philip Morris Indonesia.

Manager HR Employee Relations based in Malang (Malang Factory, Leaf Plantation in Bali, Lombok and Lumajang)

Jan 2003 – July 2004 Manager Management Organization Development (MOD)

* Developing and maintaining key talents by providing comprehensive assessment and development center, training programs, including overseas assignments for highly potential employees
* Ensuring key talents identification process take in place by providing comprehensive development programs, such as: Advancement Planning (Succession Planning) Program, Mid-Year Career Development Discussion, Annual Performance Appraisal (MAP) Program.
* Developing the training material and delivering it across the country with Sales Training team.
* Build performance appraisal for PM Strike Forces with Sales Management team to ensure the business target were achieved.
* Involve in setting up Sales Management Trainee Program starting from formulating the curriculum, hiring, assessment and monthly coaching.
* Member of Asia Pacific Coaching Team for Regional Management Trainee Program in ensuring hiring and assessment key talents candidates, curriculum completion, and monthly coaching.
* Human Resources Intranet set up and maintainance.
* All the achievements that have mentioned above.

December 2001 – Jan 2003 Manager Human Resources for Sales and Recruitment

* Acting as business partner for Sales Director and playing a strategic role in HR areas to support them in achieving Sales Strategic Goals.
* Provide full HR support by defining, designing, developing, implementing and evaluating all aspects of Human Resource, Management Development functions and Employee Relations.
* Hiring 12 Sales Management team (managers) and 112 sales supervisors during 2002, 4 months ahead of the given target. Successfully rolled out New Employee Orientation program for new hires.
* Review compensation and benefits to ensure its competitiveness in market by conducting salary survey and develop informal networking with other HR Managers from other FMCG companies.

* Rolling out yearly performance management and work closely with managers during the process.
* Review and develop required HR policy for sales management team i.e: business trip guidelines, sales management trainee guidelines, hiring internal and external candidates and exit interview
* Drive and coordinate Sales Conference Program including inviting key note speaker, teambuilding activities to improve employee's team work cohesiveness

2000- 2001

January – May 2001 PT GILLETE INDONESIA
A leading multinational consumer goods company focusing on GILLETTE razor manufacturing and distributor for Oral B toiletries and BRAUN dental treatment equipment

MANAGEMENT DEVELOPMENT MANAGER
* Setting up Human Resources Policy requirement in accordance with ISO 9001.
* Developing Sales Training module in accordance with Gillette world Class Sales Standard including its delivery across the nation.

* Managing Training Needs Analysis, Training Module development and Delivery for all Gillette commercial and factory's employees

* Managing Performance Appraisal process from the initiation, training delivery and the implementation process accordingly.

* Setting up Performance Improvement teams, monitor and coaching and gaining result on cost saving activity and quality improvement.

* Reviewing Job evaluation, salary survey and communicating the result to employees

* Involve in factory Closing team. Result the factory was able to be closed in an appropriate way and 24 out of 90 employees were continuing their job outside through external outplacement program. And the rest of employees were equipped with entrepreneurship skills to start their own business.

International Assignment in Germany and Italy for Advance Human Resources Management Program, conducted by Deutsche Stiftung Enwicklung Germany and ILO Headquarter, Tourine Italy.

Comprising of full 5 months Advance Human resources Professional Course and Certification. It covers: Assessment tools, competency based interview Management development, Managing Change Management, Labor Relations and also Learning Best practices from top notch industries in Germany (Daimler Chrysler, Lufthansa Group, Fiat Italy etc,

1996 - 2000
PT Kabel Metal Indonesia
A leading cable manufacturer a subsidiary company of Gajah Tunggal Group

Training Department Assistant Manager
1995 – 1996 GAJAH TUNGGAL GROUP
Indonesia's Conglomerate which line of business on tire manufacturing, cable, insurance and banking.

Corporate Relations Executive

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