Build Lead prospect pipeline based on company Target Account List (ICP Execution) Following up on leads relentlessly but smart follow up concept Multi-Channel Prospecting (Daily Outreach). Need candidates who already has habits tele calling, outreach and cold email campaign Personalize Outreach Messaging via many SDR tools Carefully analyze between the ICP and translate them into trigger based prospecting Qualify Leads from MQL into SQL (Not Just MQL Handling) and collaborating with the sales team to achieve monthly targets Able to pass the gatekeeper and Book High-Quality Meetings with decision makers Maintain CRM Hygiene & Pipeline Tracking This role require to do prospect qualification through BANTs process profiling. Continuously Learn Industry Pain Points on the ERP solution that translate better communication skills during outreach to prospects

Handle end-to-end recruitment and employee administration Manage payroll, BPJS, and compensation & benefits Maintain HRIS and employee data accuracy Support performance management Handle employee relations and daily HR inquiries Manage general affairs (assets, vendors, office operations) Ensure compliance with labor laws and company regulations Prepare and review contracts, legal documents, and company permits (OSS/NIB/SIINAS)

Melakukan seleksi dan rekrutmen karyawan Mengerjakan absensi sampai dengan penggajian dan PPH 21 karyawan Melaporkan data keluar / masuk karyawan di sistem BPJS Kesehatan & BPJS Ketenagakerjaan Mengurus kontrak kerja karyawan, baik untuk karyawan baru maupun update untuk kontrak lanjutan Membuat dan meng-update Job Desc dan SOP Meng-update Org Chart perusahaan Memantau dan mengevaluasi kinerja dan kedisiplinan karyawan Terbiasa dalam pengurusan & analisa perhitungan KPI karyawan Menerbitkan dan mengumumkan memo internal perusahaan Memastikan administrasi-administrasi HRD tersusun dengan baik dan rapi Melaksanakan pekerjaan lain yang di-instruksikan oleh pimpinan perusahaan Paham HRIS

1. HR Operations & Industrial Relations (IR) Payroll Control: Review and validate the monthly payroll calculation prepared by Staff, ensuring accuracy in overtime, deductions, and driver allowances before submission to Finance. Industrial Relations: Handle employee grievances, disciplinary actions (Warning Letters/SP), and conflict resolution. Serve as the company representative in bipartite meetings if necessary. Legal Compliance: Ensure all company regulations (Peraturan Perusahaan) and employment contracts align with the latest labor laws (UU Ketenagakerjaan/Cipta Kerja). HR Administration Audit: Monitor the accuracy of the employee database and ensure all personnel files are audit-ready (e.g., for external audits or client due diligence). 2. General Affairs & Fleet Management Strategy Fleet Cost Control: Analyze operational vehicle maintenance costs and fuel consumption. Evaluate the efficiency of operational drivers and truck drivers. Vendor Management: Negotiate contracts and evaluate the performance of third-party vendors (outsourcing, building management, workshop/bengkel, ATK suppliers) to ensure the best price and service quality. Asset Management: Oversee the maintenance schedule of office assets (building, AC, laptops) and manage the procurement budget effectively. License & Permit: Monitor the expiration dates of critical company documents and vehicle licenses (STNK/KIR/Tax) to prevent operational disruption. 3. Recruitment & Training Recruitment Strategy: Lead the recruitment process for key positions, verify background checks results, and conduct final interviews for non-managerial levels. Onboarding & Development: Oversee the orientation program for new hires and identify training needs for employees (including drivers and OB) to improve performance. 4. Team Leadership Supervision: Monitor the daily performance of HRD & GA Staff, Office Boys, and Drivers. Ensure tasks are completed on time and up to standard. SOP Improvement: Review and improve Standard Operating Procedures (SOP) for HR & GA processes to increase efficiency.

Manage end-to-end recruitment process for retail positions (SPG, store crew, etc.) Ensure timely fulfillment of manpower needs across multiple store locations Coordinate closely with store and operational teams regarding workforce planning Handle employee administration (employment contracts, employee data, attendance, etc.) Monitor employee discipline and attendance across stores Manage onboarding and offboarding processes Maintain accurate and well-organized HR documentation and database Support implementation of HR policies and procedures Assist in handling employee-related issues at store level

Manage end-to-end recruitment processes aligned with manpower plan (post job ads, source candidates from multiple channels, screen applications, psychological test, conduct interviews, provide hiring recommendations and support decision-making with user) Develop and execute effective sourcing strategies to attract high-quality talent Partner closely with head hunter to understand hiring requirements and provide market insights Build and maintain a strong pipeline of qualified candidates Maintain accurate recruitment data, trackers, and candidate databases Prepare regular recruitment reports (pipeline, time to fill, hiring progress, etc.)

- Mengawasi dan mengelola proses administrasi ekspor dan impor secara end-to-end - Memastikan kelengkapan dan keakuratan dokumen EXIM (Invoice, Packing List, Bill of Lading, COO, dll.) - Memastikan kepatuhan terhadap peraturan kepabeanan dan perdagangan internasional - Berkoordinasi dengan pihak internal (logistik, gudang, finance) dan eksternal (forwarder, bea cukai, supplier, customer) - Mengontrol jadwal pengiriman dan kedatangan barang - Mengelola perizinan ekspor-impor (PIB, PEB, dll.) - Mengidentifikasi dan menyelesaikan kendala dalam proses pengiriman internasional - Membuat laporan rutin terkait aktivitas ekspor-impor - Melakukan evaluasi dan peningkatan efisiensi proses EXIM - Membimbing dan mengawasi tim administrasi EXIM