HR AS A BUSINESS PARTNER
Laksmi Tobing HR BP Director Corporate Functions Unilever Indonesia
My Name is Lala.Im an AREMA!
SEVERAL CAREER EXPOSURES IN UNILEVER
UNILEVER INDONESIA STRONG LOCAL ROOTS WITH 81 YEARS OF HISTORY
Established under the name
Levers Zeepfabrieken N.V.
in Angke, Jakarta
Went public and listed 15%
shares on the Jakarta &
Surabaya Stock Exchange
ice cream business
soy sauce business
Established the biggest
Skin Care factory in Asia
in Cikarang, Bekasi
Acquired Fabrics Conditioner
and Household Care
fruit juice business
Personal Care product
Our Vision : To earn Love and Respect of Indonesia
by touching the life of every Indonesian everyday
You know us by our brands
We reach 100 % of Indonesia consumers
HR BUSINESS PARTNERING
REASON TO CHANGE
GET THE RIGHT PEOPLE ON THE BUS.
Old HR Role
% Time, Effort, Cost
BREAKING MYTHS ABOUT HR!
Current Myths We Need to
New Realities We Need to Usher
People who like people work in HR People who make business more competitive work in
HR. HR is not a social retreat to make employees happy.
Anyone can do HR HR is a research based function. It is easy to understand,
difficult to do. It needs skills & strength of character.
HR deals with the soft aspects with
HR has clear KPIs (lead or lag measures) impacting
HR focuses on controlling costs HR adds value not just reduce costs
HRs job is to be the Policy Police Managers own compliance not HR. HR sets up systems
to track compliance
HR practises exist to make
HR practises help business win in market place
HR is full of jargons which keep
HR is simple with less jargon, consistent & aligned to
HR is staffed by nice people HR people are challenging as well as supportive firm
HR is HRs job People Management is everyones responsibility. HR is
as important to line managers as are finance, strategy
HR OPERATING FRAMEWORK
Unilever HR requires a comprehensive change in roles, technology and
processes to successfully improve HR Services.
ROLES IN THE HR OPERATING FRAMEWORK
To partner with business
to build leadership
capability and culture to
win in the market place
To provide functional
expertise through HR
solutions, to accelerate
growth of the business
and everyone in Unilever
To provide admin and
transactional support as per
agreed service agreements
and enable implementation
To use self-service
functionality and tools and
receive HR services in line
with the HR Operating
HR TRANSFORMATION : MINDSET AND ATTITUDE CHANGE
OLD DAYS HR IN A COCOON : PASSIVE
NOWADAYS -> HRBP: ACTIVE AND DYNAMIC
HR BUSINESS PARTNERING
Aligning HR Strategy to Business Strategy
ITS ABOUT ..
Diagnostics Synthesis Move to Action
Stakeholders interviews : understand their priorities,
business challenges and HR support required
Hypothesis on company strengths and gaps to be closed in the area of Talent
Synthesis : data analysis to sharpen the proposal
Translate it into Action Plan
TALENT AND ORGANIZATION REVIEW
AVAILABILITY OF RIGHT TALENTS
2010 2011 2012 2013 2014 2015 2016
MINIMUM WAGES INCREASE
What is the impact to the company ?
Link it with Business strategy
xxx bn x bn xx bn
2007 2012 2015
Grow bigger faster.
COMPANY GROWTH AMBITION....
Translate it into HR Agenda
THE TRANSLATION INTO HR AGENDA
Speed of business acceleration is getting faster , pose a challenge
for talent and organization to cope with the changes
Growing Indonesias economy invites multi national competitor and
acceleration of local coy , require different capability and led to
Rising cost especially wages and energy , a wake up call for
Multi categories , matrix organization and complex infra structure
requires efficient and effective ways of working
TRANSLATING THE CHALLENGE INTO HR AGENDA
1.Steady talent pipelines :
3.What are the biggest
skills / competency gap
5.Simplification of ways
HRBP ROLES AND PROFILES
Work with Line Managers to:
Ensure organisational structure is aligned to business needs
Develop rigorous succession planning.
Ensure team have the right experience/s for business.
Identify key roles and people develop retention strategy and maintain
Develop people identify skills/competencies gaps that need to be developed
and deliver right learning and development.
Manage performance management.
Ensure you have the right people in the right
jobs with the right skills doing the right thing
your function is fit to compete.
MY PERSONAL LEARNING
PROTECT VS SERVE
PEOPLE AGENDA ON TOP OF BUSINESS AGENDA
To ASF, BS, BTR, JF, LA, RF, SH, TIM,
c.c. SR Date 8th
No. of pages 1
Financial Committee Meeting No. 9/2015
10th floor war room, 18th September 2015
*Koen Utomo Koesno Teguh
SEAA FLT detail visit
GO BEYOND HR THINGS..
SPEAK BUSINESS LANGUAGE