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I look forward to assisting your organization in Setting up & Develop the Human Resources Business Partners - General Affairs – Corporate Affairs - CSR as well with an Agile approach.
DHM & PARTNERS
June 2020 - Present (4 years)
Specialization: • Litigation as a Lawyer • Re Organizing of new Era, as follows: 1. Learning Development (Recruitment – SOP – Talent program) 2. Structuring 3. Grading • Revise of Company regulations & Compliance • People excellent from Talent survey & E learning with Quality result • Trainer (HR for non HR, 7 habits, Motivation)
FMCG DISTRIBUTOR
November 2017 - April 2020 (2 years)
• Make a plan OF Man Power & budgeting base on QCP from principal & Analyze trends and metrics with the HR department • Maintain People Development with (ADDIE model) stands for Analyze, Design, Develop, Implement, and Evaluate • Manage Employee engagement in changing company culture in order to compete in business competition an employee retention • Work closely with principal and employees to improve work relationships, build morale and increase productivity and retention • Provide HR policy guidance to all Departments & branches • Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives • Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, compliance, and labor relations. • Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change. • Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. • Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. • Complies with local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. • Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments
OKKI MILL PROJECT
October 2013 - October 2017 (4 years)
• Devising and owning the HR Project plan and ensuring key milestones are identified and communicated to key stakeholders • Working with the HR Business Partners and project team to ensure the delivery of key project milestones on time and within budget, resource and policy • Interpreting and representing key HR policies, such as redundancy and reorganization, and communicating with the HR team and managers in the business • Clearly and concisely presenting and communicating key people data to HR colleagues and other stakeholders in a timely and consistent manner • Devises and manages a regular project reporting mechanism for the HR team and relevant business leaders • Tracking and monitoring progress and escalating business risks where appropriate • Manage Human Resources APAC : i) In line with overall business strategy, lead and manage a broad range of HR functions including ( organizational planning talent acquisition development compensation and benefits legal compliance HR processes Act to support the business expansion in Asia. Principal Accountabilities Implement and manage HR processes) ii) including :payroll management and administration o recruitment o performance management o On boarding program o compensation and benefits Maintain and continually improve HR strategy and policy in compliance with business needs for short-term and long-term perspective Lead learning and development effort for both corporate and retail team to support our world class retail training system LEARNING DEVELOPMENT DEPARTMENT • Assess, develop and implement organizational structures, mandates and job descriptions that are aligned with their business strategies • Develop competency & job grading systems; • Design & Implement Salary Scale for Local & Expatriates • Analyst of effectiveness global organization regularly with Business Partners Approach • Develop Change Management programs for organizations involved in major transformation projects to ensure a successful outcome • Manage code of conduct for expatriates & white color • Identify training needs Analyst & implementation for business units and individual executive coaching needs • We maintain the program with Analyst, Design, Develop, Implement, Evaluate • Make review system regularly, and also make Training Development cycle align Quality approach • Creating training programmers that are aligned with the organization’s objectives and having a strong understanding of what these are • To lead and manage the effectiveness of our E learning and LMS system working with other key stake-holders as appropriate • Acting as the go to within the business for anyone with questions or queries regarding training and development plans • Working closely with various leaders across the organization and having a full understanding of their units and training requirements • Embracing different styles of training techniques, including e-learning, tutorial sessions or coaching • Having an awareness of the allocated budget and an ability to find solutions in order to implement the required training • Building relationships with 3rd party training providers • Managing the development of the HR team from a training perspective • Designing staple curriculums for all employees (i.e. values) • Design, implement and evaluate management development programs with Performance Appraise • Compliance of business line CORPIRATE LEGAL & IR DEPARTMENT • Set up Legal Procedure & code of conduct • Drafting Employees, Communities, Sub contractor, Government & local NGO /MoU contract agreement • Legal audit to selected vendor by legal documents – reference – floor checked • Manage all compliances & permit expatriates ( 150 ) & Import materials - Equipment’s • Work closely to CSR regarding Communities surrounding • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required • Supervise Drafting of community & employees contract (Fix & un fix employees) • Design & Explore HR policy guidance and interpretation. Develops contract terms for new hires, promotions, demotions, transfers, termination • Design & Manage also problem solving of Internal BIPARTIDE between Union & Management & EXTERNAL BIPARTIDE between first, second, third area of Communities & Management • Involve HR strategies, policies and procedures; conduct gap analysis of current skills; and generate recruitment strategies and development programs • Compliance of all domestic & global rules • Make good relation to region & Ministry of labor department • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. • Works closely with management and employees to continue improvement work relationships, build morale, and increase productivity and retention. • Manage & Design code of conduct for expatriate, all employees blue color & white color
TELL PP
March 2008 - October 2013 (6 years)
HUMAN RESOURCES Human resource managers are responsible for ensuring that the overall administration, coordination, and evaluation of human resources plans and programs are realized. Therefore, their essential job responsibilities include: • Developing and administering human resources plans and procedures that relate to company personnel • Planning, organizing, and controlling the activities and actions of the HR department • Contributing to the development of HR department goals, objectives, and systems These responsibilities involve achieving the following tasks: • Implementing and revising a company’s compensation program • Creating and revising job descriptions • Conducting annual salary surveys • Developing, analyzing, and updating the company’s salary budget • Developing, analyzing and updating the company’s evaluation program • Developing, revising, and recommending personnel policies and procedures • Maintaining and revising the company’s handbook on policies and procedures • Performing benefits administration • Maintaining affirmative action programs • Overseeing recruitment efforts for all personnel, including writing and placing job ads • Conducting new employee orientations and employee relations counseling • Overseeing exit interviews • Maintaining department records and reports • Participating in administrative staff meetings • Maintaining company directory and other organizational charts • Recommending new policies, approaches, and procedures CORPORATE LEGAL & INDUSTRIAL RELATION Handling union & community Strike make good cooperation to police accordingly Set up re-organization & retention program , and also pension program Minimize Supporting Division structure with do monthly assessment Manage all HR process Hire - Fire Hearings to Senators of Regional & Province, Head of reginal & province and also Ministry of Manpower as part of government relation Defining and developing the strategies which underpin a company’s CSR objectives We conduct research, come up with ideas, develop policies, create detailed plans, build relationships with partner organizations surrounding, and then implement and coordinate a range of activities and initiatives, which are designed to have a positive impact on the environment and local communities. And also make good cooperation with the Region government, implementing sustainable project to contribute in the growth of surrounding villages, acting as a counterpart between the company and related NGO. Compliance of Government regulations, likes investment, labor law, MoU to the regional government to increase Revenue Plan, Design & implement all legal corporate spectrum, covering the drafting, licenses as well as litigation process. Represent company in legal matter Manage of compliance & internal audit team leader Joining between corporate & internal audit to investigation of finding issue until execution As Compliance internal Audit to all department we have and External are sub-contractor / main contractor, Supplier Dealing with the others party & negotiating as well Prepare module of development training with the subject is Legal issue Encourage all PIC of department should be understand regarding risk of corporation crime Responsible for a big team of security to cover a huge premise, including maintaining a good support of Police, Army, and Navy
MITRA JAYA GROUP
January 2004 - February 2008 (4 years)
Summary of the job description LEGAL • Dealing & Negotiation with 3rd parties according to Term of condition (article by article). • Develop Corporate legal & investigate all cases, including compliance. • Solve the problems all Legal cases • Government approach regarding Coal project • Manage all legal permit • Manage main contractors & suppliers Audit HR SITE & CORPORATE • Develop and implement the HR /TM and People strategies aligned to the business objectives. • Support / Manage and coach the management team ( Site Managements ) on all people leadership matters, including business change and transformation. Forming strong relationships with the management team to be able to challenge and coach in a high-performance environment. • Be responsible for all HR management and development (including recruitment and selection policy/practices, discipline, grievance, mentoring, salary and conditions, contracts, training and development, talent management, succession planning, driving performance appraisals, and any other HR-related issues). • Manage roster plan & implementation of production plan • Setup New site Berau – East Kalimantan & Monitoring Site Penajam Paser (Contractor of PT KIDECO) • Lead the work to regularly review the company's talent management processes within the business areas, including performance/potential management, resource planning, and succession planning • Provide insight and recommendations on HR initiatives that can be leveraged to strengthen business results e.g. leadership/development program. • Working with senior managers to uncover the talent implications e.g. any significant gaps to meet long-term objectives and create a long-term workforce plan that priorities people-related initiatives. • Monitor, measure, and report on HR issues, opportunities, and development plans and achievements within agreed formats and timescales • Liaise with Directors and Managers to understand their HR requirements and ensure they are fully informed of the corporate HR strategy. • Keep up to date with HR legislation by researching and attending necessary events, before providing suitable interpretation to Directors and Managers. • Update the company server with timely, relevant forms, policies, and procedures to ensure accessibility for employees at all times. • To facilitate as a mediator when required to try and resolve employee grievances • To manage the long service rewards and ensures employees are notified of qualifying rewards in a timely and accurate manner. • To deliver and report on the annual employee engagement survey to ensure feedback from employees is collated and interpreted correctly to help improve employee engagement
JST BATSM
September 1999 - January 2004 (4 years)
Summary of job description Drafting employees contract Attendance control, OT & HW GA facilities control and monitoring (security, vehicle, building maintenance, cleaning service, meals, dormitory, expatriate permits, insurance) Government relations Control all company facilities ( license, Dormitories, Vehicles, traveling permit local or overseas
Bachelor Degree Of Law
August 1994 - December 1998 (4 years)
July 1996 - June 1997 (a year)
Update the following skills from the newly launched list of skills:
National certificate of hrm.pdf
PR & LAW certificates.pdf
PORTFOLIO of andy dharmawan makarim SH.pdf
Attorney Certificate.jpeg
WINNER
2014
3 times i got a winner of continues improvement
BIDANG SENI
August 1995 - February 1997 (2 years)
KEPALA BIDANG ORGANISASI
May 1991 - January 1993 (2 years)