Organization Development Unit Head

COMPANY DESCRIPTION

ALTO Network is a leading payment infrastructure provider as well as the pioneer in payment solution by always bringing the most innovative and impactful technology to connect merchants or financial institutions with their customers to grow their businesses nationwide and beyond.

DESIGNATION : Organization Development Unit Head

RESPONSIBILITIES

• Define team objectives, work plans, and activity plans to be achieved by the team.Plan career development paths for team members.
• Ensure the team follows procedures in accordance with applicable SOPs, while inspiring and motivating them to contribute for process improvement.
• Conduct performance evaluations for team members and provide constructive feedback without blaming individuals, focusing instead on lessons that can be learned by the team.
• Build and maintain strong working relationships among employees, Managers/Unit Heads, Division Heads, and the Management Board.
• Manage the employee performance management system, including setting targets and evaluating employee performance within a defined period.
• Support Recruitment and other units within the HCM GA Division in identifying MCJ/MCP (Mission Critical Jobs/Mission Critical Persons) based on business targets and future organizational models, including determining positions (Job Titles) and filling strategies (succession/internal rotation, external recruitment, etc.).
• Analyze the organizational structure, job descriptions, and required headcount to optimize the structure in achieving organizational goals.
• Develop job bands/grading to determine job responsibilities, to be used as a reference for employee selection and/or remuneration decisions.
• Analyze organizational design, including leveling systems, career paths, and technical competencies, in line with organizational issues and goals to improve company effectiveness.
• Prepare workforce (manpower) planning and collaborate with other unit within HCM Division on headcount requirements so that labor costs can be budgeted according to the plan.
• Analyze and provide recommendation related labor requirements based on the defined organizational design to ensure alignment with productivity improvements.
• Industrial Relations: Design, implement, and review employment policies and company procedures, including the Performance Improvement Plan (PIP) process, to achieve a balanced reward and punishment system within the organization.
• Act as a mediator in resolving conflicts between line management and employees related to disciplinary issues, including reviewing the issuance of warning letters (SP) when necessary.
• Identify potential conflicts and take proactive steps to prevent escalation, while ensuring fair and objective handling of employee grievances in alignment with both organizational needs and employee perspectives.
• HR Analytics: Oversee the development and creation of HR dashboards to monitor demographics, KPIs, and other metrics.
• Use data and analytics to improve HR decision-making and strategies, supporting HR functions such as recruitment, retention, employee development, and productivity.
• Fulfill audit risks/findings.Ensure the team is informed and capable of supporting good corporate governance within their respective areas of work.
• Set employee performance targets and conduct evaluations in line with performance standards to ensure productivity and efficiency.
• Define the organization's workforce by determining the right size, structure, and skill sets required to execute the business strategy.
• Formulate workforce fulfillment strategies based on business targets and the expected future organizational model.

QUALIFICATIONS

• Pengalaman kerja minimal 8 tahun di bidang pengembangan organisasi, dengan minimal 5 tahun pengalaman dalam posisi manajerial atau kepemimpinan
• Pengalaman dalam merancang dan mengimplementasikan strategi dan program pengembangan organisasi
• Kemampuan untuk mengelola resistensi terhadap perubahan dan memastikan keberhasilan implementasi perubahan
• Pengalaman melakukan analisis organisasi, termasuk analisis kebutuhan, penilaian kinerja, dan identifikasi area untuk perbaikan
• Pengalaman mengelola hubungan karyawan dan menangani konflik di tempat kerja
• Pengetahuan mendalam tentang tren dan praktik terbaik dalam pengembangan organisasi, manajemen perubahan, dan relationship management
• Memahami undang-undang dan peraturan ketenagakerjaan yang relevanGelar Sarjana (S1) di bidang Manajemen Sumber Daya Manusia, Psikologi, Administrasi Bisnis, atau bidang terkait. Gelar Magister (S2) lebih diutamakan
• Pengalaman yang terbukti dalam mengelola proyek pengembangan organisasi skala besar dan inisiatif manajemen perubahan
• Pengalaman dalam bekerja dengan berbagai tingkat manajemen dan karyawan di organisasi yang berbeda
• Analitis dan Berorientasi Tujuan
• Memahami metrik dan dasbor SDM

Knowledge:

• Analisis Jabatan dan Evaluasi Jabatan
• Ketajaman BisnisManajemen Kinerja
• Kepemimpinan
• Pemetaan Kompetensi
• Pemetaan Proses Bisnis Organisasi
• Pengembangan Karir
• Analisis Data dan Pelaporan
• Manajemen Perubahan
• Penilaian dan Evaluasi Kinerja
• Desain Organisasi
• Metodologi dan Praktik OD : Organizational Development Models, SWOT Analysis, dan Six Sigma

Technical:

• Analisis Data
• Manajemen Proyek

Non Technical:

• Pemecahan Masalah
• Pembinaan
• Kolaborasi
• Manajemen Waktu