HR - Human Resources Manager - IndonesiaApply now
Resources practitioner is responsible for building people and leadership
capability, developing an adaptive and|
competitive organization and creating a productive environment to deliver increased business results and competitive
advantage for the Company. To fulfil this responsibility, the HR Manager plays four roles: Business Partner, Change
Agent, Employee Champion, and Administrative Expert.
As business partner, the HR practitioner works with business leaders to create business strategies, deploy them to
the organization, and create the environment and systems needed to support their delivery. As change agent, the HR
practitioner works with business units driving change and managing transformation as part of creating a culture needed
to deliver our business strategies and ultimately competitive advantage. As administrative expert, the HR practitioner
delivers fundamental work processes of HR to ensure people across the Company are not distracted, and operations are
not disrupted by important issues related to plans, policies, or complex work associated with corporate programs. And
finally, as champion of employees, the HR practitioner works to support, develop, enable, and empower people in P&G to
create the environment for productivity and satisfaction.
A new practitioner in HR typically gets assignments in recruiting, enrolment planning, training, relocation, employee
communication, and plans and benefits to develop his/her expertise in the different HR processes. As he/she gets
more experience the scope and complexity of assignments gets bigger. In any assignment, however, the four HR roles
described above, are expected to be played
qualify for an entry level job in HR, you must possess the following
- Ability to work and communicate well with others - All assignments in HR require working with people and having genuine
interest in employees. The ability to collaborate and communicate with them effectively will help the HR practitioner
be successful. This will also help HR practitioners build credibility and influence with members and leaders of the
organization they work in.
- Genuine interest in business - In order for the new HR practitioner to be a successful Business Partner, he/she should
have a basic understanding of and interest in the business of the Company. This means understanding the strategies,
objectives, measures, competitors, and customers. One cannot give advice, make recommendations, or contribute with
competence and credibility without business knowledge. Although this takes development and experience, the new
practitioner should exhibit the desire and interest to learn more about the business and have a basic understanding of
fundamental business processes.
- Basic understanding of organization theories and models - The HR practitioner needs this to be able to assess the
organization and recommend changes to improve organization systems and culture. This will also help him/her later on to
be able to drive and manage transformations that are needed to make the organization adaptive and competitive.