Head of HR Indonesia

Louis Dreyfus Company is a leading merchant and processor of agricultural goods. Our activities span the entire value chain from farm to fork, across a broad range of business lines, we leverage our global reach and extensive asset network to serve our customers and consumers around the world. Structured as a matrix organization of six geographical regions and ten platforms, Louis Dreyfus Company is active in over 100 countries and employs approximately 18,000 people globally. LDC established presence in the South & Southeast Asia Region over 100 years ago opening an office in Australia in 1913 and trading grains to the international market. In 1993, our regional Singapore headquarters opened, which now serves as our regional hub for origination and merchandizing activities spanning across 9 platforms - Grains and Oilseeds, Juice, Freight, Global Markets, Food and Feed Solutions, Rice, Coffee, Cotton and Sugar across 9 countries Singapore, Australia, India, Indonesia, Vietnam, Pakistan Malaysia, Thailand and Bangladesh. Position Overview The Head of HR – Indonesia is a strategic HR leader responsible for aligning the Indonesia people agenda with the company’s business strategy, transformation priorities, and long-term growth ambitions. As a member of the Indonesia Management Team, the role serves as a key business partner to the Country Leadership Team, providing strategic people insights, shaping organizational capabilities, and driving the implementation of HR strategies and initiatives to enable business performance and sustainable growth. The role acts as the bridge between local business needs, Asia regional priorities, and global HR strategies, ensuring that global and regional initiatives are effectively translated into locally relevant actions while maintaining compliance with Indonesian employment laws, regulations, and business practices. Beyond ensuring operational excellence and compliance, the role will be expected to proactively challenge status in quo, influence strategic decisions, and lead organizational and cultural transformation to build a high-performing, agile, and future-ready organization.   Main Responsibilities A. Strategic Business Partnership ● Act as a trusted strategic HR partner and active member of the Indonesia Management Team, contributing to business strategy discussions and key management decisions. ● Develop a deep understanding of the Indonesia business strategy, operating model, growth opportunities, and business challenges, translating them into clear people and organizational priorities. ● Proactively advise and challenge business leaders on organizational effectiveness, workforce productivity, leadership capability, talent risks, and people-related business decisions. ● Integrate people considerations into business planning, ensuring the organization has the right structure, capabilities, and talent to deliver its strategic objectives. ● Build strong relationships with local business leaders and influence decisions through sound business judgment, data-driven insights, and a strong understanding of people dynamics. B. Organization Transformation and Change Leadership ● Lead the people and organizational agenda supporting the company’s strategic development and transformation in Indonesia. ● Lead change management initiatives, including stakeholder alignment, leadership communication, employee engagement, and organizational adoption. ● Identify organizational risks and resistance to change, proactively developing solutions to support successful transformation. ● Monitor the effectiveness of transformation initiatives and assess their impact on organizational performance, workforce productivity, and business outcomes. C. Talent Strategy, Organizational Capability and Culture ● Develop and execute an integrated talent strategy aligned with Indonesia’s business priorities and future capability requirements. ● Drive strategic workforce planning, identifying critical roles, future skill requirements, talent gaps, and workforce implications of business transformation. ● Strengthen talent acquisition, succession planning, leadership development, performance management, and retention of critical talent, to improve management effectiveness, and strengthen the organization’s talent bench. ● Foster a high-performance culture that encourages accountability, collaboration, continuous improvement, and employee development. D. Indonesian Employment Law, Employee Relations and Local HR Governance ● Ensure HR policies, practices, and employment decisions comply with applicable Indonesian employment laws, regulations, and relevant collective agreements. ● Provide sound guidance on employment contracts, compensation and benefits, working conditions, disciplinary matters, termination, severance, industrial relations, and dispute resolution. ● Proactively identify and manage employment-related legal, regulatory, reputational, and employee relations risks, engaging qualified legal counsel when appropriate. ● Maintain constructive relationships with employees, employee representatives, labor unions, and relevant external stakeholders, where applicable. ● Translate global and regional HR policies into locally compliant and commercially practical solutions, balancing corporate standards with Indonesian legal requirements and local business realities. ● Maintain robust HR governance, documentation, internal controls, and risk management practices. E. HR Program Leadership and Execution ● Serve as the key HR representative for Indonesia, connecting local business needs with Asia regional and global HR strategies. ● Lead the implementation of regional and global HR programs in Indonesia, ensuring alignment with local business priorities and effective execution. ● Ensure core HR operations and service delivery remain effective, reliable, and fit for purpose, working with relevant local, regional, and global HR teams. ● Work closely with the Asia HR Leader, HR Business Partners, Centers of Expertise, and Shared Business Service HR teams to ensure alignment and consistent execution. ● Provide timely and transparent updates on business developments, organizational changes, talent risks, employee relations issues, local market insights and other matters requiring regional or global attention. ● Ensure clear communication, stakeholder alignment, and effective escalation of significant people-related risks and decisions across the matrix organization. ● Promote continuous improvement, digital HR adoption, and more efficient, data-driven HR processes. ● Other Tasks assigned by Managers. Leadership Capabilities : - Strategy Execution & Program Management : Leads complex, cross-functional programs and initiatives - Talent & People Management : Leads talent strategies and manages diverse, high-performing teams - Relationship Management : Oversees complex relationships and fosters long-term partnerships - Change Management : Gains foundational knowledge of change management principles and processes - Business Acumen : Applies financial and operational knowledge to make informed decisions - Thought Leadership and Subject Matter Expertise : Demonstrates deep subject knowledge and applies it to solve functional challenges - Data Literacy : Applies data analysis to inform decisions and create actionable insights  Technical Skills : - Budget Management - Crisis Management - Diversity And Inclusion - Employee Engagement - Employee Recruitment - Employee Retention - HR Software Proficiency - Labor Law Compliance - Performance Management - Regulatory Knowledge - Training Development - Workforce Planning  Languages: - English - Bahasa Indonesia Additional Information for the job Diversity & Inclusion LDC is driven by a set of shared values and high ethical standards, with diversity and inclusion being part of our DNA. LDC is an equal opportunity employer committed to providing a working environment that embraces and values diversity, equity and inclusion. LDC encourages diversity, supports local communities and environmental initiatives. We encourage people of all backgrounds to apply. Sustainability Sustainable value is at the heart of our purpose as a company. We are passionate about creating fair and sustainable value, both for our business and for other value chain stakeholders: our people, our business partners, the communities we touch and the environment around us What We Offer We provide a dynamic and stimulating international environment, which will stretch and develop your abilities and channel your skills and expertise with outstanding career development opportunities in one of the largest and most solid private companies in the world. We offer - Competitive salary and benefits​​​​​​ - Social and health insurance - Access to Training and Development