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Taxonomy

Job Categories

SlimHire use these to organize and browse HR roles by specialization:

  • Recruitment & Talent Acquisition – Roles focused on sourcing, interviewing, and hiring top talent.

  • HR Business Partner (HRBP) – Strategic HR roles aligned to specific business units.

  • Compensation & Benefits – Positions managing salary structures, incentives, and employee benefits.

  • Organization Development – Focused on change management, structure, and capability building.

  • Learning & Development – Roles developing and delivering training and upskilling programs.

  • Industrial Relations – Managing labor unions, disputes, and employment law compliance.

  • Employee Engagement – Focused on morale, culture, and retention initiatives.

  • HR Generalist – Covers multiple HR areas in one role, often in smaller teams or startups.

  • Payroll & HRIS – Handling payroll systems and human resource information systems.

  • Talent Management – Focused on succession planning, leadership development, and retention.

  • People Analytics – Using data to drive HR decisions and measure impact.

  • Employer Branding – Building and managing the company’s reputation as an employer.

  • Diversity, Equity & Inclusion – Roles advancing inclusive workplace practices and policies.

  • Performance Management – Overseeing review cycles, KPIs, and performance systems.

  • HR Operations – Day-to-day processes like onboarding, admin, and compliance.

  • Culture & Transformation – Leading efforts in culture building and organizational change.

  • HR Compliance – Ensuring policies and practices meet legal and internal standards.

  • Succession Planning – Preparing internal talent for future leadership roles.

Job Tags

Extra filters or labels used to highlight unique job traits:

  • Strategic HR – Involves long-term HR planning and decision-making.

  • Remote HR – Suitable for remote workers managing HR tasks virtually.

  • Tech Industry – Jobs in startups or tech-based companies.

  • HRIS Tools – Requires experience with HR tech platforms (e.g., SAP, Workday).

  • Fresh Graduate Friendly – Open to candidates with little or no experience.

  • Urgent Hire – Company is looking to hire immediately.

  • Multinational Experience – Prefers candidates with global corporate exposure.

  • Fast-paced Culture – Workplace with rapid change and quick decision cycles.

  • HR Certification Required – Needs certification (e.g., SHRM, HRCI).

  • Leadership Role – Includes team management or department leadership.

  • Confidential Role – Hiring is sensitive and not publicly disclosed.

  • Immediate Joiner – Requires candidates who can start within days.

  • International HR – Managing HR across multiple countries or regions.

  • HR Transformation – Focused on building or rebuilding HR functions.

Job Types

Defines the employment structure for each job listing:

  • Full-Time – Permanent role with standard working hours and full benefits.

  • Part-Time – Fewer hours than full-time, may be on a fixed or flexible schedule.

  • Contract – Fixed-term role for a specific duration or project.

  • Freelance / Project – Independent roles tied to deliverables or short-term tasks.

  • Internship – Entry-level training roles, typically for students or fresh graduates.

  • Remote Only – Role is 100% remote with no in-office requirements.

  • Work From Office – Candidate is expected to work on-site at the company location.

  • Hybrid – A mix of remote and in-office workdays as agreed with the employer.

Executive Hiring Categories

Use these as selectable filters or categories for clients when posting a headhunting request:

  1. Permanent Executive Hire
    For long-term leadership roles with full-time contracts.

  2. Contract-Based Executive
    For fixed-term or project-based HR leadership roles.

  3. Interim Executive
    For urgent placements during transition, leave, or crisis.

  4. Part-Time Executive
    For strategic input on a limited-time or fractional basis.

  5. Project-Based Consultant
    For specialized short-term HR projects (e.g., transformation, M&A, restructuring).

  6. Confidential Replacement Search
    For discreet headhunting to replace existing leadership.

  7. Succession Pipeline Search
    For proactive hiring to prepare future HR leadership.

Required Skills for HR Executive Roles

(Client can choose relevant skills during posting or consult with team)

  1. Indonesian Labour Law & Compliance
    Deep knowledge of local labor regulations, legal risks, and HR policies.
  2. Talent Acquisition Strategy
    Ability to plan and execute long-term hiring initiatives to meet business goals.
  3. Organizational Development
    Designs and drives structural improvements and capability building.
  4. HR Business Partnering
    Acts as a strategic advisor to business units, aligning people strategies.
  5. Performance Management
    Develops frameworks to assess, manage, and improve employee performance.
  6. HRIS & People Analytics
    Uses HR tech and data to improve decision-making and workforce efficiency.
  7. Employee Relations & Industrial Relations
    Manages employee issues, union negotiations, and workplace conflict.
  8. Compensation & Benefits Design
    Develops fair, motivating, and compliant reward structures.
  9. Change Management
    Leads organizational change initiatives with communication and planning.
  10. Employer Branding
    Builds and promotes a strong reputation to attract top HR talent.
  11. Learning & Development Strategy
    Designs programs that upskill teams and build future leaders.
  12. Workforce Planning
    Forecasts talent needs and ensures the right talent mix for growth.
  13. Strategic HR Management
    Aligns HR functions with overall business vision and KPIs.
  14. Union Handling & Negotiation
    Manages collective agreements and labor dialogues with diplomacy.
  15. Culture Transformation
    Drives values, behaviors, and systems to shift organizational culture.

Key Personal Attributes – with Descriptions

(Important for candidate screening and alignment with company culture)

  1. Strategic Thinking
    Ability to align HR initiatives with long-term business goals.

  2. Leadership & Influence
    Leads teams confidently and drives decision-making across functions.

  3. High Integrity
    Maintains ethical standards and builds trust at all levels.

  4. Confidentiality Awareness
    Handles sensitive data and situations with discretion and care.

  5. Excellent Communication
    Conveys ideas clearly and adapts style to different stakeholders.

  6. Stakeholder Management
    Builds strong relationships with internal and external partners.

  7. Problem Solving Orientation
    Approaches challenges with structured analysis and practical solutions.

  8. Adaptability in Change
    Responds well to dynamic environments and shifting priorities.

  9. Business Acumen
    Understands financial and operational impact of HR decisions.

  10. Team-First Mentality
    Prioritizes collaboration and the success of the broader team.

  11. Emotional Intelligence
    Recognizes and manages personal and others’ emotions effectively.

  12. Decision-Making Skills
    Makes sound judgments quickly, especially under pressure.

  13. Crisis Management Capability
    Handles unexpected challenges calmly and effectively.

  14. Resilience & Composure
    Maintains stability and focus in high-stress situations.

  15. Coaching & Mentoring Style
    Supports team growth through guidance and feedback.