Job Vacancy: Human Resources and Operations Manager

Contract : Annual Contract, Full time 

Location : Jakarta - Indonesia

Reports to : Deputy Human Resources, Finance and Operations 

Context:
The digital revolution has forged a new universe for human existence and activity, mediated through technology. Digitalization is no longer merely a tool for problem-solving, nor is it just one sector among many in our lives. The digital realm has become a universe unto itself, where human identity and personality are increasingly convergent and indistinguishable from the physical world. However, the optimism that once viewed digitalization as a liberating force is now steadily eroding. While digital transformation once promised openness and equality within the public sphere—facilitating citizen agency by providing marginalized groups with platforms for information, expression, and dissent—the landscape has shifted. Today, digitalization and the powers behind it have become increasingly hegemonic and repressive, alienating individuals from the realization of their fundamental civil rights.

Unchecked by legal and human rights frameworks, digital transformation has introduced new dimensions of vulnerability, including but not limited to: (i) Digital Exclusion: The persistent marginalization of vulnerable groups from development processes due to a lack of internet access, particularly impacting indigenous communities and the elderly; (ii) Labor Precarity & Automation: The rise of the gig and sharing economies, which erode labor rights by misclassifying workers as 'partners' or owners of production tools, alongside the growing threat of job displacement driven by Artificial Intelligence (AI), robotics, and other advanced technologies; (iii) Threats to Fundamental Freedoms: Escalating challenges to freedom of expression and the right to privacy within the digital sphere; (iv) Gendered Digital Spaces: The reality that internet-facilitated public squares and social media platforms are not gender-neutral, often perpetuating systemic biases; (v) Information Integrity: The proliferation of disinformation and misinformation, which has intensified social polarization and deepened communal animosity; (vi) Elite Capture of Digital Discourse: The dominance of digital public spaces by capital owners and political elites—compounded by state interventions and platform-level restrictions—effectively silencing the voices of marginalized groups in public conversation.

Furthermore, the digital universe can no longer be viewed as distinct from the physical world through a simple cause-and-effect lens. While digitalization is widely believed to mitigate the exploitation of natural resources—thereby curbing the climate crisis and environmental degradation by reducing travel and energy consumption—it simultaneously acts as a driver of pollution and global warming.

There are at least two primary ecological impacts to consider: (i) virtual activities directly affect the environment, as digital infrastructure relies on energy supplies derived from natural resource exploitation; and (ii) the consumption of digital devices generates significant electronic waste (e-waste). Between 2014 and 2019, global e-waste increased by 21%, reaching 53.6 million metric tons. Alarmingly, only 17% of this waste was recycled, while over 80% ended up in landfills. This e-waste contains hazardous substances—such as lead, mercury, and arsenic—which pose severe risks to both human health and the environment.

Within the framework of democratic transition and the safeguarding of civil freedoms, the early Reformasi period was characterized by an environment where civil society and student movements could mobilize freely against corruption and economic instability. However, this trajectory has shifted significantly. For more than a decade, civic space has been subjected to both legal and extra-legal constraints. This democratic backsliding is clearly reflected in the diminishing quality of public engagement and the systematic erosion of the platforms through which citizens exercise their rights. This decline is driven by an increasingly repressive state approach, characterized by the imposition of restrictions in response to public criticism and dissent. Consequently, Indonesia has regressed across multiple benchmarks, including the democracy index, the corruption perception index, and digital freedom indicators. This trend is further compounded by the instrumentalization of religious identity in electoral politics and mounting pressure on rights holders.

Current grave threats to civic space include, but are not limited to: (i) Judicial Harassment and Criminalization: The increasing ease of intimidation and criminalization targeting legitimate expression, particularly concerning dissent and critiques of government and state authority; (ii) Civic Fragmentation and Polarization: The fracturing of civic space driven by electoral polarization and a lack of substantive efforts to counter disinformation, unlawful hate speech, and threats that exploit sectarian (SARA) sentiments and identity-based animosity; (iii) Corporate Reprisals: The use of Strategic Lawsuits Against Public Participation (SLAPP) by extractive industries as a tactic to suppress civil society organizations, human rights and environmental defenders, and community leaders, coercing them into withdrawing their demands and opposition; (iv) Securitization of Civic Space: The proliferation of restrictive regulations and oversight mechanisms that impede the flow and implementation of development assistance and grants; (v) Draconian Governance and Surveillance: Persistent censorship and surveillance measures—often justified under the guise of national ideology, public interest, state security, counter-terrorism, or anti-narcotics efforts—showing no signs of abatement.

In response to the aforementioned context and challenges, and as part of its institutional transformation and development to ensure long-term organizational sustainability, the Institute for Policy Research and Advocacy (ELSAM) has finalized its Theory of Change (ToC) for the 2025–2045 period. The ultimate goal of this framework is to achieve: “An empowered, inclusive, equitable, and technologically adept Indonesian society within a human rights and democratic framework to realize social and ecological justice”. To operationalize the 2025–2045 ToC and the 2025–2030 Strategic Plan, ELSAM is seeking a dedicated professional team with the expertise to realize these visionary goals. 

Role Purpose: 

The Human Resources and Operations Manager leads and synchronizes the organization’s human resources and operational functions, ensuring that both people and infrastructure are managed with excellence. Serving as the strategic backbone of the organization, this role is responsible for implementing robust HR systems, ensuring full compliance with Indonesian Labor Laws, and optimizing office operations. The goal is to create a seamless, inclusive, and high-performing work environment that directly supports the organization’s social and ecological justice mission and long-term development.  

Qualifications: 

• Bachelor’s or Master’s degree in HR, Business Administration, Management;
• 3–5 years of experience in HR management (recruitment, payroll, performance, and employee relations);
• Proven track record in office operations, facilities management, procurement, and vendor management;
• In-depth knowledge of Indonesian Labor Law (NGO context), compliance regulations, and proficiency in operational budgeting;
• Ability to develop HR/Ops procedures, manage diverse teams, and foster an inclusive culture;
• Strong analytical skills for resolving complex operational challenges and workplace conflicts;
• High level of discretion & integrity in handling confidential and sensitive data;
• Bilingual proficiency in English and Bahasa Indonesia (written and verbal);
• Advanced proficiency in HRIS (Human Resources Information Systems), project management tools, and Computer Applications.
• Adaptable and able to multitask in a fast-paced environment;
• Strong commitment to social justice, human rights, and DEI (Diversity, Equity, and Inclusion) in the workplace. 
   

Key Responsibilities:

Human Capital Management & Development

• Manage the full employee lifecycle, including strategic recruitment, onboarding, payroll administration, and performance management systems.
• Design and implement robust HR and operational procedures that align with organizational goals and promote an inclusive workplace culture.
• Oversee staff well-being initiatives and mental health support systems, recognizing the high-pressure nature of human rights advocacy work.
• Ensure all employment practices and contracts strictly adhere to Indonesian Labor Law and NGO-specific regulatory requirements.
• Serve as a mediator to resolve workplace conflicts and foster a culture rooted in Diversity, Equity, and Inclusion (DEI).

Operational Excellence & Facilities Management

• Lead daily office operations, including facilities management, maintenance, and the optimization of the physical workspace.
• Supervise procurement processes and manage external vendors to ensure cost-effective and high-quality service delivery.
• Develop and monitor annual budgets for HR and office operations, ensuring fiscal responsibility and resource efficiency.

Systems, Data, & Risk Management

• Administer Human Resources Information Systems (HRIS) and project management tools to streamline workflows and data tracking.
• Maintain the highest standards of discretion and integrity in handling sensitive personnel data and confidential organizational information.
• Apply strong analytical skills to navigate complex operational challenges and multitask effectively in high-pressure, fast-paced environments.

Communication & Organizational Culture

• Communicate effectively in both English and Bahasa Indonesia to facilitate internal coordination and external reporting.
• Act as a champion for the organization’s commitment core values of human rights, transparency, social and ecological justice. Ensuring these values are reflected in every internal process.

Position Structure:

• Location: Jakarta (with occasional domestic and international travel)
• Contract Type: Full-time, Fixed-Term Contract (Annual, renewable based on performance)
• Working Language: Bahasa Indonesia and English
• Start Date: End of February 2026

Applications:

Interested candidates should submit the following materials to rekrutmen@elsam.or.id with the subject line: Human Resources and Operations Manager by no later than January 5, 2026. 

• Cover Letter (no longer than one page)
• Resume or curriculum vitae (CV)

Please name your files using the format: Name_CV_HROps and Name_CL_HROps. 

ELSAM is an equal opportunity employer. Applications from women, persons with disabilities, and individuals from marginalized backgrounds are highly encouraged. ELSAM offers a competitive salary and benefits package, including health insurance and professional development opportunities. 

Only shortlisted candidates will be notified.