Kurnia Indy Pratama S.

1. Employer Branding Develop and implement employer branding strategies, Attract top talent, Build relationships with external partners. 2. Learning & Engagement Create and implement employee learning and development programs, Promote employee engagement initiatives, Employee recognition and well-being, Monitor and assess employee engagement, Career development. 3. Facility Management Oversee workplace environment, Workplace design and ergonomics Facility operations: Manage the day-to-day operation of office facilities, including vendor relationships, maintenance, safety, cleanliness, and any other operational requirements. Crisis management & business continuity planning: Develop and implement emergency protocols and ensure the company is prepared for any facility-related disruptions or emergencies. Sustainability initiatives: Work with relevant teams to implement sustainability programs within the office, like recycling initiatives, energy efficiency, and waste reduction efforts. Cross-Departmental Collaboration & Leadership: Lead cross-functional teams: Collaborate with HR, IT, Marketing, and other departments to align culture and engagement strategies with business goals. Communicate company culture: Act as an advocate for company values and culture across all touchpoints, ensuring they are embedded in daily practices and policies. Data-driven decision-making: Utilize data from employee surveys, engagement platforms, and other metrics to measure success and adjust strategies. Strategic planning and execution: Develop and execute a strategic plan for engagement and culture initiatives that aligns with the overall organizational goals.

Collaborate with business leaders to understand strategic objectives and develop HR plans aligned with business goals, Identify HR needs, trends, and opportunities to support organizational growth and development, Partner with hiring managers to identify talent needs and develop effective recruitment strategies, Oversee the recruitment process, including job postings, candidate screening, interviews, and selection, Develop and create the Employer Branding initiatives and strategies based on Employee Value Proposition (EVP) to all channel (Instagram & LinkedIn), Develop and create of Employer Branding Guidelines and SOPs, Establish relationships with potential partners to deploy employer branding strategies, Attend partners' events to promote Cakap, Develop strategies to address talent gaps and succession planning needs within the department, Develop and implement onboarding programs to ensure a smooth transition for new hires, Serve as a trusted advisor to employees and managers, addressing employee relations issues, conflicts, and concerns, Ensure compliance with HR policies, procedures, and legal requirements, Provide guidance on employment laws, regulations, and best practices, Prepare and present HR reports and dashboards to business leaders, Support leaders and employees through organizational changes, restructures and process improvements, Oversee and agree contracts and providers for services including security, parking, cleaning, and IT, Ensure that basic facilities, such as water, are well-maintained, Oversee building projects and renovations, Manage petty cash.

• Work closely with management to create the Manpower Planning and align it into the organization needs & organization goals, • Establish and maintain appropriate recruitment performance measurement and reporting to ensure proper management of recruiting operations, • Partner with the respective business management to understand the people requirements and implications that turn them into people priorities, HR solutions and action plans, • Maintain team motivation & productivity, not only about the motivation I also maintain their development by conducting a Personal Development Plan every week, • Develop recruitment strategy to fulfill manpower requirement based on the supply / demand certain position, whether to pursue through data bank search, advertisement, from internal and external sources, • Ensure that the selection process is managed properly, starting from preliminary interview together with hiring manager, shortlisting the candidates based on agreement with hiring manager and compensation standard and obtaining approval from division, • Handling employment agreement later, • Manage the creation of supporting documentation for candidate attraction and engagement, including careers brochures, employer branded emails and interview and onboarding packs, • Strategizing and implementing both internal and external employer-branding initiatives/programs for Cakap (Online & Offline Activities), • Translate Employee Value Proposition into attractive and interactive content for company social media, • Managing a team of 7 including 2 Talent Acquisition, 1 People Operations Support, 2 Talent Acquisition Interns and 2 Employer Branding Interns, Projects: • Automated dashboard to maintain Talent Acquisition Team performance collaborate with data team, • Designing the candidate experience on Cakap career website: cakap.com/career collaborate with product team.

• Leverage deep business understanding to identify issues, diagnose root causes, provide insights, offer recommendations and develop proactive solutions to solve pressing business objectives through talent lens, such as productivity, engagement, skill development, attraction and retention & recognition to increase the employee journey, • Partner with leaders to understand and execute the organization’s human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning, • Manage compensation and benefits i.e payroll calculation, absence management, private insurance, BPJS Kesehatan & Ketenagakerjaan, • Building positive relationships across designated teams becomes the key point of contact for Culture program management and operations. Proactively lead tracking of all project activities to ensure deliverables are completed on time, risks are flagged, and key achievements are met, • Help oversee employee disciplinary meetings, terminations, and investigations • Managing a team of 2 including 1 People Development Office and 1 HRGA. Projects: • Automated On-boarding program at Cakap through Cakap Learning Management System, • Define and create the Cakap Values and Employee Value Proposition, • Design the performance cycle and dashboard for permanent employee, • Design the employee rewards and recognition cycle and dashboard to all Cakap Squad, • Being a head of project for Cakap Townhall, Cakap Quarterly Business Review II and Grand Opening of Cakap Innovation Hub at Yogyakarta, Indonesia.

1. People operations: be a part of management team of creating the SOP and regulation. Be a part of management team of creating the values and implementing the values to create the company culture. 2. Recruitment: in charge in employer branding to attract good talents, conduct CV sourcing, CV screening untill the 1st day of the employee. 3. Organizational development: be a part of management team in designing LnD planning to support the employee do their job, be a part of management team in MPP. 4. Others: HR administration tasks (PKWT, PKWTT, Leave, Employee database, etc)

1. Developing a good understanding of Glints'hiring partners, the industry, what they do, their work culture and environment. 2. Working with candidates to identify the best job match and manage priorities efficiently. 3. Managing and tracking a high volume of hiring processes while also providing guidance, gathering feedback and pushing job processes forward. 4. Helping candidates at all stages of interviews at scale. 5. Partnering with Glints' Sales counterparts to ensure marketplace is successful.

1. Assisted with recruitment and training of new employees, while also monitoring the productivity of current employees. 2. Maintained a clean and organized working environment to enhance productivity. 3. Worked well independently and on a team to solve problems. 4. Assisted with digital team to do employer branding in our social media. I've learnt how important to recruit the right people and put them in the right position. I believe, people that work based on their passion will create something great. Not only about that, as HCM we need to keep them to stay in our company, one of the many ways that my team has done is employee engagement.

1. Assisted to National Director of Talent Management AIESEC in Indonesia to create Engagement Planning and Succession Planning. 2. Assisted to National Director of Talent Management AIESEC in Indonesia to downscale and evaluate the Engagement and Succesion Planning in LC level.

1. Assisted to National Director of Talent Management to create a new tool to asess people in LC level. 2. Assisted to National Director of Talent Management to downscale the the new assessment tools to LC level. 3. Assisted to National Director Talent Management to monitoring and evaluating the implementation of the assessment tools.