HRBP Lead - Merchant at BukuWarung

Special capital Region of Jakarta, Java, Indonesia -

Full Time

Start Date

Immediate

Expiry Date

26 Sep, 26

Salary

0.0

Posted On

28 Jun, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

HR Business Partnering, Organizational Development, Talent Acquisition, Performance Management, Leadership Development, Workforce Planning, People Analytics, Stakeholder Management, Change Management, Employee Relations, Competency Frameworks, Career Pathways, Project Management, Talent Assessment, Strategic Thinking, Emotional Intelligence

Industry

technology;Information and Internet

Description

About BukuWarung BukuWarung is a Y-Combinator-backed technology company building digital infrastructure to empower 60 million MSMEs in Indonesia. Our mission is to enable these businesses to become financially aware, manage, and grow using our technology platform for digital payments and lending. Backed by top-tier global investors, BukuWarung is transforming the MSME landscape. Role Overview The HR Business Partner (HRBP) Lead - Merchant will lead end-to-end people strategies and partner with senior leaders to strengthen organizational capability, improve team performance, and drive business growth. You will act as a trusted advisor who understands the business and proactively delivers people solutions that support scale and productivity. This role combines strategic thinking with hands-on execution across organizational development, talent acquisition, performance management, leadership development, culture, and employee relations. You will translate business goals into clear people priorities, build scalable programs, and ensure teams are supported through effective systems and processes. As part of the People Team, you will help shape a high-performance, values-driven culture where employees can grow and thrive in a fast-paced fintech environment. Key Responsibilities People Business Partnering Act as the primary strategic partner to business leaders, aligning people strategies with functional and company goals. Advise leaders on workforce decisions, team design, talent readiness, and leadership effectiveness. Diagnose organizational issues and recommend solutions across talent, performance, capability, and structure. Lead strategic workforce planning, identifying critical gaps and partnering with TA to drive hiring priorities and internal mobility. Build strong partnerships at all levels, serving as a trusted advisor to managers and employees. Organizational Development Lead initiatives that strengthen organizational health, capability building, and change management. Design and implement org design enhancements, competency frameworks, career pathways, and role architecture. Support leaders in planning team expansions, restructures, and growth-stage organization design needs. Use people analytics, performance insights, and engagement data to drive evidence-based improvements. Talent Acquisition Partnership Collaborate with TA to translate business needs into effective hiring strategies. Align workforce plans, critical roles, and high-impact hiring priorities across functions. Support talent assessment, interview calibration, and selection quality when needed. Advocate for internal mobility by identifying ready-now talent and development opportunities. Learning & Development Work with L&D to identify capability gaps and create targeted learning roadmaps for teams and leaders. Partner with managers to execute team development plans, leadership initiatives, and skills-based programs. Support performance cycles including goal-setting, talent reviews, and succession discussions. Foster a culture of continuous learning, feedback, and development. Culture, Engagement & Employee Success Champion company values and drive initiatives that strengthen culture and team connection. Support engagement programs, feedback rhythms, survey insights, and action planning. Address employee concerns, mediate issues, and ensure fair, consistent employee experience. Influence leadership communication, team rituals, and change adoption to ensure alignment and clarity. Required Skills & Qualifications Bachelor’s degree in Human Resources, Psychology, Business, or a related field. 7+ years of HR experience, with strong exposure to HR Business Partnering and Organizational Development, plus familiarity with Talent Acquisition and L&D. Solid understanding of HR fundamentals, talent management, and organizational effectiveness. Excellent communication, interpersonal, and stakeholder management skills with the ability to influence at all levels. Strong analytical and problem-solving skills, including experience using people data for insights and decision-making. High level of discretion, maturity, and emotional intelligence in managing sensitive matters. Proven project management capability with the ability to drive multiple initiatives in parallel. Experience in fast-paced, high-growth environments, preferably within financial services or fintech, is a strong advantage.

Responsibilities

Lead end-to-end people strategies and partner with senior leaders to strengthen organizational capability and drive business growth. This role involves managing organizational development, talent acquisition, performance management, and fostering a high-performance culture.