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Arrahman Sofyan

HR SPV/ Recruitment Specialist

  • Bogor

Summary

  • Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Hire employees and process hiring-related paperwork.
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  • Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.

Work History

HR Supervisor Operational Site Project

Transon Group

Responsibilities :

HR Strategic

  • Man Power Planning, Performance Management System, Human Resources Management Report to the Management, Industrial Relation, Social and Community Development, Human Resources Information System, HR Budgeting, Termination

;HR Development

  • People Development: Control, Training and Development; such as: Business Knowledge, Management, Technical, On the Job Training, Competency;
  • Hiring/Recruiting, Turn Over Analysis, Career Path, Talent Management, Employee Mapping (Human Asset Value Mapping), Man Power Statistic/Head Count, Job Description, Competency Matrix, Coaching and Counseling;
  • Organization Development;

HR Relationship

  • Employee Relation, Employee Account Number, Appointment Letter, Control Certificate of Employment, Employee ID Card, Reward and Sanction/Punishment, Employee Communication Forum, Ceremony, HR/Company Event, Family Gathering, Company Culture;

HR Administration

  • Control Employee Working Agreement, Probation, Daily Freelance, Apprentice, Termination, Resignation, Rotation, Promotion, Demotion, Transfer/Mutation, Employee Data Base, Incoming and Outgoing Letter;

HR Regulation

  • Company regulation and Man Power regulation;

Benefit Implementation

  • Social Secure/Jamsostek, BPJS (Health Benefit), Minimum Wage District (UMP), Medical Check Up (if needed), etc;

Organizational Change

  • HR Lead for all restructures within the College, utilizing the Management of Organizational Change Policy ensuring that formal consultation processes take place with all affected staff;
  • HR lead on all compulsory redundancy processes, ensuring compliance with employment law and the College’s Redundancy Policy (and Management of Organizational Change Policy, where appropriate).
20082010

Recruitment & Training Officer

PT. Outsorsindo Indonesia
  • A training and development officer/manager handles the learning and professional development of an organisation's workforce.
  • They can also be known as learning and development officers. Trainers equip staff with the knowledge, practical skills and motivation to carry out work-related tasks.
20102011

HR Recruitment Specialist

PT. Kencana Internusa Artha Finance
  • Analyzes the recruitment process performance, prepares the recruitment dashboards, presents dashboards, recommends changes to the recruitment process and implements changes
  • Analyzes the performance of recruitment agencies, the cost per hire, time to hire and recommends changes and improvements
  • Tracks the list of the recruitment agencies and their terms and conditions; introduces standardized terms and conditions for the recruitment vendors if possible
  • Analyzes the recruitment software and recommends and implements changes to it
  • Measures the performance of HR Recruiters and provides feedback to them
  • Identifies difficult job vacancies and investigates the best recruitment approach for them
  • Analyzes the recruitment software and implements changes and improvements
  • Keeps the documentation of the recruitment process up to date
  • Trains new HR Recruiters (induction program)
20112012

HR- Senior Recruitmet Coordinator

PT. Borneo Alam Semesta
  • Most Recruiting/HR Coordinators do the initial screening of credentials via telephone and discuss the position briefly and verify that the candidate is indeed still interested in the position and falls within the budget parameters of the position. If needed, they also help arrange accommodations and transportation for candidates coming from out of state.
  • In many cases they do a short write up on the candidate with pertinent information in terms of what the candidate is doing now or has done on their previous job that fits in with the position the company is currently trying to fill. In addition to this, they also oversee onboarding paperwork dealing with drug screening, background checks, and tax information.
  • Coordinators must have excellent communication skills and be able to speak clearly and positively on the phone, over email, and in person.
20122015

HR Supervisor

Nusa Group
  • Established for the purpose/s of acting as a lead person in the delivery of human resource services with specific responsibility for providing information to other HR staff and district employees regarding policies and regulations; addressing a variety of issues and/or providing general support; overseeing the maintenance of records, files and databases of personnel actions, evaluations, licensure, and tenure; working with the State Department of Education on licensure issues; and assisting the HR Director in ensuring that personnel functions conform to all applicable regulatory requirements.
  • The HR Senior Specialist is responsible for performing in-depth human resources duties under minimal supervison and the nominal supervision of subordinate personnel.
20152015

HR Generalist Senior

Buma Group
  • Administers human resources policies, procedures and programs for functional or divisional area(s). 
  • Ensures compliance with all government labor laws at the federal, state/province and local levels. 
  • Keeps abreast of changes to rules and regulations and brief the business of potential impact.
  •  Prepare internal employee communications regarding compensation, benefits, or company policies.
  •  Partners with HR specialists to collect and analyzes HR data and presents findings to the business and recommendations based on findings. 
  • Works with the business and HR Management on various HR projects, to support business needs. 
  •  Counsels/advises employees and management on all aspects of employee relations such as; promotions, market adjustments, disciplinary actions, terminations, performance management, and merit to ensure proper documentation and adherence to the process.
  •  Leads the function with Annual Performance Management rollout and collection of assessments. 
  •  In support of the business strategy, accurately diagnoses organizational issues, develops potential solutions, and recommends changes to management as appropriate to retain and motivate employees.
  • Travels to other facilities within the region to provide local HR support, address issues, and conduct training as needed.
  • Partners with HR Specialists to answers employee questions regarding benefits, compensation, learning and performance.