Summary

I have more than 7 years of working experience as a Human Resources and

General Affair. I have achieved several achievements in previous companies, as
an HR leader in developing change and streamlining business processes with a
Iswahyudi Putra very attractive, efficient and inspiring administrative system culture and
technology development at Menn Teknologi Indonesia Tbk, Kawan Lama Group,
HUMAN RESOURCES MANAGER and Laku Emas but I am accomplished in business development and successful
industrial relations resolution. I also have experience in developing HR Business
Process from scratch, proven by my contribution in ISO and achieving employee
Details
compliance and systems including employee administration and analysis of a
Jakarta, Indonesia, Indonesia
productive human resource achievement.
082245803277
wahyudiputra3@gmail.com

DATE / PLACE OF BIRTH

Professional Experiences
02 march 1995 HR & GA Manager at Teknologi Indonesia Sentosa, Jakarta
Surabaya SEPTEMBER 2022 — PRESENT
● Developed and maintained HR databases and records, ensuring data
NATIONALITY
accuracy and privacy standards were met
Indonesia ● Conduct an end-to-end recruitment process from staff to C level
● Conduct and ensure Perform the effectiveness from several entities of end-
Links to-end work processes associated with payroll & benefit
LinkedIn ● Prepares employees for assignments by establishing and conducting
orientation and training programs.
● Development and budgeting of business analysis of MPP plans for all
Skills divisions and various subsidiaries in several countries
Problem Solving ● Management policies and procedures, reviews and re-arrange legal
documents according to the actual needs of the organization
Leadership ● Creating and be responsible for the procurement of supplies, equipment,
work support needs and company media promotions as well as third party
Business Development managers.
● Created and maintained an employee handbook and other HR documents,
Online Sourcing ensuring compliance with company policies and legal requirements
● Led a team of HR professionals to successfully implement a major HR
Program Management initiative on time and within budget

HR Management at Laku Emas Indonesia, Jakarta

Change Management
FEBRUARY 2021 — SEPTEMBER 2022
● Create and develop HRIS system for employee administration and business
Organizational Development
operation development.
● Manage all aspects of the company's HR management, and create a climate
Employee Engagement
of operational excellence across all functions and divisions
● Design the structure of compensation and benefit schemes in accordance
Employee Relations
with the development of the company to provide motivation by employees.
● Coordinate and communicated as a bridge to align information, company
Employee Recruitment &
Retention
policies and regulations in order to get positive feedback to employees.
● Create and modify standard operating procedures and develop
Training & Development performance appraisals
● Develop Performance Management, Career Ladders and key performance
Payroll Administration indicators
● Develop and create an enjoyable and conducive performance system to
HRIS Technologies accelerate business success
● Design and develop soft skill, hard skill and mental training programs
Job Description Development ● Develop and maintain GA Program, Responsible for maintenance of
company assets and buildings, Responsible for transportation permits
Standard Operating Procedure ● Designing and Controlling employee development programs and resolving
employee problems in win to win solution.
HR Operation
HR Business Partner Human Capital Operation at Kawan Lama Group, Jakarta
JANUARY 2020 — JANUARY 2021

Analytical Skills Talent Acquisition

· Manage the organization talent acquisition activities for Workers and sales to
ensure the best selection of talents for each role and the recruitment process is
conducted efficiently and in accordance with the organization policies and
Languages
standards.
English
Remuneration & Reward Management
· Manage the remuneration system for all employees to fit with the current and
future business needs, including activities such as salary survey, salary structure,
Hobbies
employee benefits / allowances, payroll, employee contract/agreement,
Badminton and Cycling
notifications of employee changes, medical allowances/insurance, employee
loan programmed, etc.
Employee Relations & HC Services
Manage and ensure activities related to maintaining good relations among
employees are coordinated and conducted properly and effectively, which
include any activities such as employee annual gathering, religious gathering or
coffee morning (Ramadhan/Christmas), sports clubs, musical/arts clubs, and
other activities by employees.
Learning & Development
· Undertake employee Training Needs Analysis collected from the Performance
Development System, and recommend appropriate strategies to address
competence gaps and opportunities.
HC Budget & Information System
· Manage and control the HC Budget related to the talent acquisition and
remuneration activities, such as the annual compensation and benefits budget
based on workforce planning, the recruitment and selection, employee service
award, etc.
Industrial Relations
· Maintain a cohesive working relationship between the employees (by the
workers union) and Management KLG, by conducting a better structured
communication.
Vendor Management
· Manage all outsource vendors for workforce supply and ensure they comply
with the government regulations and KLG policies and procedures related to
talent acquisition and remuneration.
Team Leadership and Development
· Manage resources within the HC Operation team to operate within allocated
budget, including coaching, developing, assessing performance of the team
members.
General Duties
- Control all Security policies and Responsible Data Protection and Use policies
and procedures in the work. Coordinate to all departments for policy
development and troubleshooting.
HR & GA Manager at Menn Teknologi Indonesia, Jakarta
JULY 2017 — DECEMBER 2019
● Developed end-to-end HR business processes for a start-up company from
scratch, including headcount planning, payroll management, and alignment
of HR policies with the company's business plan,
● Conducted recruitment activities for over 650+ recruited positions starting
in 2018,
● Enhanced office management activities, including office procurement,
stationery, driver allocation, and kitchen supplies
● Responsible in handling HR roles, especially for employee relations
activities, payroll management, employee attendance management, policy
review, HR administration, and general affairs.
● Successfully implemented a new employee culture - "WeAreBRIGHT"
● Awarded as best employee for discipline and innovation activities.
● Succeeded to carry out the permits of company's capital.

Education
Bachelor's Degree, Adi Buana University, Surabaya
OCTOBER 2013 — APRIL 2017
● Final GPA : 3.48 of 4.00,
● Top 10 Best Graduates for Faculty of Civic Education.
● Mahasiswa Berprestasi (Mapres Fakultas) batch 2016.

Courses
CHRP, Wahana Insan Prima with BNSP
FEBRUARY 2020 — MARCH 2020

Achievement
1. The Best Leader HR Business Process and Culture with start up company
(2022)
2. Fastest MP Implementation at Kawan Lama (2020).
3. Best Employee and Leader at Menn Teknologi (2019).
4. Innovation Award (2019) – Menn Teknologi Indonesia.
5. Leading Implementation of BPJS TK at Menn Teknologi (2018)
6. Project Award – Menn Teknologi (2018)
7. Top 10 Best Graduates – Universitas PGRI Adi Buana (2017)
 Project Experiences

Project Name : HR Management System & Business Process

Role : HR Manager Development at Laku Emas Indonesia
Period : Feb – Sept 2021
Status : Implemented

This project is about big business and expansion into various types of technology markets, The
company plans toopen large-scale recruitment and collaboration with companies and MSMEs, and this
project is planning fororganizational development, and developing zero accident operational
standards.

This project has several sub-projects:

1. Development module planning MPP and handle industrial relation management manufacture.
2. Innovation management collaboration with IT People Development and integration system
administration.
3. Plan, coordinate and monitor activities of assigned projects to develop and implement
procedures, processes and systems.
4. Educate employees in methods to ensure project continuity and completeness.

Metrics Summary:

Period Metrics Pre – Post –

(Success Indicator) Implementation Implementation
Jul – Aug 2020 Planning OD & SOP 70% in Mar 2021 95% in Sep 2021
Employee Satisfaction 7,5 (of 10) in 2021 9,7 (of 10) in 2021
Rating

Flow Chart:

Planning Socializati Control

Construct and
Start HR on and
HRM Rules Implement monitoring
With
ation project
BOD
Project Name : HRBP Concept improvement for Area Management
Role : Senior Human Resources Specialist at Kawan Lama
Period : Jul – Aug 2020
Status : Implemented

This project wasestablished to improve HRBP process for Area Management tosupport them in achieving sales
target. Basic idea of this project was alignment what HRBP could do to ensure that every employees were ready to
give 100 percent of their effort to boost company performance. By this improvement of HRBP roles, area employee
satisfaction (1 to 10) for my area was improved by 1,2 from 8,1 to 9,3 in Sep 2020, compared to Aug 2020.
Employee satisfaction rate was managed above 9,0 until right now.

Improvement for HRBP roles included adding more roles like employee consultation, liaison officerwith allof
support departments in Head Office (HO), employee contract management, area management legal support, and also
creation of more HR policies like employee leave approval, employee consultation rules, and also internal conflict
mediation flow.

This project was started by all HR meeting under my leader's management (VP Region), that was established to gain
idea for improving HR support to make company achieve its target in 2nd Half Year of 2020. After this meeting, each
of HR specialist construct their roles based on unique characteristics of their area. After HRBP roles constructions,
then it must be discussed with all of Store Managers of my area as my business partners. Discussion and adjustment
took 2 months before massive socialization for all of employees under my area management.

Metrics Summary:

Period Metrics Pre – Post –

(Success Indicator) Implementation Implementation
Jul – Aug 2020 Employee Satisfaction 8,1 (of 10) in Aug 2020 9,3 (of 10) in Sep 2020
Rate
Area Sales 81 pct in H1 2020 (Jan 92 pct in H2 2020
Achievements – Jun 2020) (until Nov 2020)

Flow Chart:

Held Socializati
Construct
Follow HR discussion on and
Area HRBP
Start Region with Store Implement
Roles
Meeting Lead ation
 Work Samples
Project Name : Module Expansion of People Pro Manpower Dashboard
Role : Human Resources Information System at Kawan Lama
Period : Aug 2020
Status : Implemented

This project was established due to some requirement for business partnering purpose for all of store
managers in Indonesia. Previously People Pro (Pro-Int) wasn't equipped with Manpower Planning
Template and Dashboard. Benefit of this project was easiness of manpower planning and monitoring for
all Store Managers.

This project has several sub-projects:

5. Template creation (MPP planning table),
6. Collaboration with IT Support for Dashboard creation,
7. Socialization for all of Store Managers,
8. Monthly monitoring process.

This project was begun bybriefing from VP HC Region tocreate user friendly Manpower Planning and
Template specific for each area. Then, each of AreaHR createdtemplate specific fortheir business
partner. Dashboard then created by coordinating with Head Office IT Support. In Sep 2020, this template
and HR dashboard were already socialized for all business partner in my area.

Metrics Summary:

Period Metrics Pre – Post –

(Success Indicator) Implementation Implementation
Aug 2020 Implementation in - 100 pct implemented
system and socialized
Ready to be used for - Fully implemented for
budgeting budgeting process

Flow Chart:

Create
Follow HR User Socializati
Manpower
Region Acceptanc on and
Start Template
Briefing e Tes Implement
using Pro-Int ation
(UAT)

Informing IT
Dep to
create
Dashboard
 Work Samples
Project Name : Implementation of People Culture – “WeAreBRIGHT”
Role : HRGA Manager at Menn Teknologi Indonesia
Period : Jan – Mar 2018
Status : Implemented

BRIGHT(Brave, Reliable, Innovative, Grateful, Honesty, Teamwork) wasinitial people culture that had
been planned and implemented for all employees of Menn Teknologi Indonesia. Benefit of this culture
were more determined employees, increasing integrity, and improved inter-team collaboration, that had
been felt 2 months after culture implementation. Employee satisfaction ratio (1 to 10) was increased in
May 2018 to 9,5, compared to 8,3 in Mar 2018, and 8,6 in Apr 2018. Employee Turnover Ratio was
decreased by 12 percent in 2018, from 26 percent in 2017 to 14 percent in 2018.

This project had several subprojects:

1. Employee character training,
2. Creation of new joiner onboardingmaterial,
3. Monthly townhall meeting,
4. Monthly CEO update,
5. Yearly team bonding for whole internal team.

This project was begun by holding meeting with Finance Controller (acting as CFO), CEO, and COO.
From this meeting, to meet corporate's long term goals, we must have strong internal team especially for
communication, collaboration, trustworthy, and innovative mindset. Culture theme and jargon, along
with post-mortem sub-projects, were planned and created, in collaboration with Finance Controller
(acting as Chief People Officer also). Socialization of this culture was created four times in two months.

Metrics Summary:

Period Metrics Pre – Post –

(Success Indicator) Implementation Implementation
Jan – Mar 2018 Ontime Level of 87 % in 2017 91,2 % in 2018
Employee
Employee Satisfaction 8,6 (of 10) in 2017 9,7 (of 10) in 2018
Rating
Employee Turnover 16,3 % in 2017 12,1% in 2018
Ratio

Flow Chart:

Drilldown Construct Implement

Held ation and
Corporate People
Start Leaders Socializati
Goals to HR Culture +
Meeting on
Goals Jargon

Employee Monitoring
Satisfaction and
Subseque
Survey
nt projects.