A Chief Human Resources Officer to build the organisation behind the growth

A fractional CHRO is a senior HR leader we search for, vet, and embed in your business on a part-time basis - an operator who owns people outcomes, not an adviser. Jakarta businesses need one because the employment landscape is demanding: BPJS Ketenagakerjaan employer contributions, stacked statutory severance under the Omnibus Law, RPTKA and e-ITAS requirements for foreign executives, and OJK people-governance expectations where they apply all require expert navigation. Most businesses cannot justify a permanent HR director but face real compliance risk and a scarcity of senior talent without one.

A permanent hire carries BPJS Ketenagakerjaan employer load - JHT at 3.7% with no wage cap, pension JP at 2%, death JKM at 0.3%, and work-accident JKK from 0.24% to 1.74% - plus eventual stacked Omnibus Law severance: UP, UPMK and UPH. Our fractional CHROs model that fully-loaded cost against a company-to-company engagement that carries none of it, then design your senior structure so permanent headcount sits only where it genuinely pays for itself.

The Job Creation (Omnibus) Law No. 11/2020 and PP 35/2021 govern permanent termination through three stacked components - severance UP, long-service UPMK, and compensation UPH - that scale with tenure, making a fixed permanent executive an expensive and hard-to-reverse commitment. Our fractional CHROs ensure your permanent contracts are documented to manage that exposure cleanly, and structure your highest-risk senior roles to be filled company-to-company where that is the lower-risk path.

Our fractional CHROs help with: manpower-law compliance and policy development, BPJS Ketenagakerjaan administration and contribution planning, Omnibus Law severance exposure management, RPTKA and e-ITAS planning for foreign executives, employee retention strategies, recruitment and hiring process improvement, performance management systems, succession planning for family groups, and building HR infrastructure that scales with your business across the archipelago.

Consider a fractional CHRO when your business is growing and faces real people-cost or retention questions, has no formal HR policies or procedures, needs to model BPJS load and Omnibus Law severance before adding permanent headcount, is professionalising a family-owned management layer ahead of succession, is a foreign-owned PT PMA building out its Indonesia team, or when the founder is spending more than five hours per week on people management issues.

HR consultants typically work on specific projects like policy creation or a compliance audit and leave you a report. A fractional CHRO is searched, vetted and embedded as part of your team, taking ownership of culture, employee engagement, and organisational development while handling day-to-day people challenges. They align people strategy with business growth and own the outcome - we run a curated search and place an operator, we do not merely advise.

Yes. A permanent foreign executive needs RPTKA approval and an e-ITAS work permit - roughly a four-to-eight-week process - plus the DKP-TKA foreign-worker levy commonly cited at around USD 100 per worker per month. Our fractional CHROs assess whether that expertise genuinely needs a permanent local contract, and where it does not, structure a fractional or board-style engagement that delivers the leadership while avoiding much of that overhead.

Our fractional CHROs integrate by working closely with founders and families on people strategy, providing guidance to managers handling day-to-day issues, establishing clear processes and communication channels, and being available for urgent employee relations matters. In family-owned groups - about 95% of Indonesian firms - the goal is to professionalise people management without breaking the trust the business was built on, working with the family rather than around it.