Chief Human Resources Officer

• Build and execute HR strategy aligned with business growth priorities.
• Partner with founders and leadership to design the future organizational structure.
• Ensure workforce planning, role clarity, and succession are embedded early.

• Lead employer branding, recruitment, and onboarding to attract high-caliber talent.
• Define competency frameworks, performance systems, and career pathways.
• Create leadership development and succession pipelines to future-proof growth.

• Shape company culture — balancing startup agility with scalable policies.
• Drive employee engagement, retention, and inclusion across teams.
• Ensure people programs reflect both business needs and employee aspirations.

• Standardize HR policies, compensation frameworks, and benefits at scale.
• Ensure compliance with Indonesian labor law and prepare for regional frameworks.
• Introduce HR technology and analytics for data-driven people decisions.

• 10+ years in HR leadership within SMEs, startups, or fast-growing consumer-driven industries, with direct experience in both building and transforming HR functions.
• Proven track record in scaling HR from early-stage foundations to structured, regional-ready organizations — including setting up systems, policies, and governance that enable sustainable growth.
• Strategic HR expertise: skilled at designing and executing people strategies aligned to business objectives, funding milestones, and expansion plans.
• Organizational design & transformation: experience in redesigning structures, defining role clarity, and leading organizational change programs that prepare companies for the next stage of scale.
• Change management leadership: ability to navigate resistance, manage transitions, and embed new ways of working without disrupting business momentum.
• Talent engine builder: demonstrated success in creating scalable recruitment processes, leadership pipelines, and development programs that fuel growth.
• HR operations mastery: hands-on expertise in payroll, compliance, compensation, and performance systems — with the judgment to balance startup agility and professional structure.
• Commercial mindset: able to link people strategy directly to revenue, productivity, and investor expectations, with a track record of influencing leadership decisions.
• Trusted advisor and operator: capable of engaging at boardroom level while rolling up sleeves to execute day-to-day HR priorities.
• Global/Regional perspective: familiarity with Southeast Asia talent markets, labor laws, and cultural nuances that impact regional expansion.

Substance