About Yayasan Indonesia Cerah

Yayasan Indonesia Cerah (CERAH) is a non-profit organisation in Indonesia that promotes the country’s energy transition policy agenda. CERAH comprises experts in the energy sector, communication, and campaigning. To achieve its goals, it collaborates with diverse stakeholders, including the community, research institutions, the government, and private sector partners.

Position Summary

People and Culture (P&C) Manager plays a pivotal role in aligning the human resources with the organization’s strategic goals. The P&C Manager will lead the development and implementation of people strategies that support recruitment, talent management, employee engagement, and team development. They ensure the organization attracts, retains, and develops top talent in compliance with Indonesian labor laws and CERAH internal policies, including donor regulations. S/he will drive recruitment efforts, lead talent management initiatives, and foster a positive organizational culture through effective employee engagement programs and maintaining robust employee relations functions. The person will oversee the continuous improvement of people and culture policies and procedures. The P&C Manager also provides strategic guidance and support to the Executive Director and management team on people-related issues while building the capacity of teams across all offices to enhance overall efficiency and performance. By working closely with managers, P&C Manager will ensure the people and culture function actively contributes to the organization’s mission, while cultivating a motivated, engaged, and high-performing workforce.

A. Scope of Work

The specific duties and responsibilities of the People and Culture Manager include, but are not limited to, the following:

1. Strategy and Vision

Set direction by prioritizing and organizing actions & resources to achieve objectives and contribute to developing a countrywide people and culture strategy and ensuring the organizational structure is optimally aligned
Participate in the proposal and budget development process to ensure appropriate people (human resources) structure is in place at the project level
Develop, implement and monitor the interpretation and application of new people and culture systems, practices and procedures
Identify weaknesses in current people and culture systems. Advise supervisor on outstanding issues and assist in designing and implementing, as appropriate.
Develop and implement the organization's People and Culture Strategy aligned with CERAH's Strategic Plan.
Provide strategic people and culture advice to the Executive Director and management team regarding workforce planning and organizational development.
Monitor people-related metrics and analyze workforce data to support evidence-based decision making.

2. Recruitment, Selection and Placement

Create recruitment strategy together with the team
Coordinate with program/unit managers to ensure all hiring requests are complete according to Recruiting Policies and Procedures of CERAH
Supervise the recruitment process of internal staff, making sure that staff are following all required steps such as advertisement, shortlisting of CVs, and interviews
Review the recruitment process and offer process and create a new system as needed
Certifying CERAH’s personnel hiring strictly adheres to Indonesia’s labor law and other laws as applicable; including payment of appropriate taxes, benefits, and security clearance of candidates before hiring etc.
Ensure that the exit process for staff departing CERAH is conducted in line with people and culture policies and CERAH requirements.
Oversee end-to-end recruitment and selection processes to ensure fairness, transparency, diversity, and compliance.

3. Onboarding

Ensure with the People and Culture team that the onboarding process for new hires is implemented
Review the onboarding process and analyze if any improvement is needed;
Evaluate the effectiveness of onboarding through the employee feedback and continuous improvement initiatives.
Ensure that orientation is conducted for each newly hired staff member
Lead the development and implementation of consistent systems for new staff induction and managing service requests between People and Culture and other departments.
Ensure, with the People and Culture team, provision of email addresses and all relevant documents are provided to each new team member upon starting their positions.
Confirm new staff are trained on procedures, other relevant employee procedures, and organizational policy.

4. People and Culture Management

Analyze the needs of the People and Culture Division in the organization, including the system that can be applied
Create People and Culture Strategy with Executive Director and Organizational Development Manager
Ensure all people practices comply with applicable Indonesian labor regulations (Manpower Law, BPJS Health/Employment, employer income tax, etc)
Ensure that all personnel documents are properly documented, including the drafting of contracts and other staff documents
Serve as the primary point of contact for resolving employment relations issues fairly and professionally
Serve as the primary focal point for employee relations issues and conduct investigations and recommend appropriate resolutions where required.
Verify that personnel and job files are being maintained to the required level in line with CERAH rules and regulations, including recruitment documents, CVs, valid contracts, timesheets, leave days, employee data sheets, disciplinary papers and annual performance evaluations
Ensure the performance review processes are completed on time and with quality results. Train People and Culture team and supervisors on how to properly conduct and track the evaluation processes
Collaborate with the Executive Director and Finance and Operations Lead to revise salary scales and conduct regular national salary surveys to ensure that salaries and benefits are competitive within the market
Ensure all interventions adhere to the Gender Policy, Do No Harm principles, and beneficiary accountability standards.
Participate in management and lead meetings and coordination activities
Ensure coordination with the Finance and Operations Lead related to employee benefits
Manage employee compensation and benefits, including payroll, insurance, and other employee allowances.

5. Talent Management

Develop the capacity of the team, deepen understanding of their roles, and assist with career development
Assist team members with information, tools, and resources to improve performance & reach objectives
Work with managers to ensure that performance management policies and procedures are carried out consistently and effectively, and conduct managers' orientation and training as needed
Promote accountability, communicate expectations, and provide constructive feedback informally and formally via regular one-on-ones and performance reviews
Create and sustain a work environment of mutual respect where team members strive to achieve excellence
Hire, orient, and lead team members as necessary
Organize and conduct staff development events, mentoring programs, and maintain an annual calendar of training activities with People and Culture team member.

6. Policies and procedures

Update the Standard Operating Procedures for People and Culture in line with the latest Labor Law and clarify as necessary with staff and Monitor employee-related laws, policies and “best practices” to ensure that personnel policies, employment practices, and compensation packages are within the limits of established guidelines of national laws.
Prepare & keep the recruitment guidelines updated in line with labor law regulations
Monitor and keep familiar with necessary policies from Meliore related to Safeguarding, GDI (Gender, Diversity, and Inclusion), Code of Conduct, Performance Management, etc
Ensure people-related (human resources) policies are communicated effectively across the organization.

7. Organizational Culture and Employee Wellbeing

Build and maintain an inclusive, collaborative work culture aligned with CERAH’s values
Champion CERAH’s culture and values in everyday practices, decision-making, and internal communication
Design and lead initiatives to support employee well-being, including work-life balance and mental health support
Develop programs that strengthen employee experience, belonging, and organizational pride
Act as a strategic partner to management in decision-making related to team management and culture-building.

8. People and Culture Information Management and Reporting

Maintain accurate people and culture information systems and employee databases.
Develop people and culture dashboards and reports for management
Monitor people-related indicators such as turnover, retention, recruitment lead time, and training completion.
Prepare people and culture reports required by donors, auditors, and management

B. Reporting

In performing duties and responsibilities, the People and Culture (P&C) Manager will report to and be supervised by the Executive Director.

C. Working Arrangements

This position adopts a hybrid working arrangement (Work From Office/WFO and Work From Home/WFH). In accordance with CERAH’s organisational policy, all staff are required to work from the office for a minimum of one (1) day per week as a mandatory requirement. The People and Culture (P&C) Manager is also expected to maintain flexibility and availability to attend meetings and coordination with teams. The working arrangement may be adjusted from time to time in accordance with organisational priorities and management decisions.

D. Period and Benefit

The People and Culture (P&C) Manager will be offered a one-year contract. The benefits provided include BPJS Health, BPJS Employment (Ketenagakerjaan), and health insurance.

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