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1500630
CALL CENTERKonsultasi & Aduan (text only)
Perusahaan: 0813-2064-789
Peserta: 0813-2064-787
@Kemnaker
DM
PT Global Intra Talenta
The People Strategy team drives strategic People initiatives across compensation, performance management, and talent development. The team works closely with internal HR stakeholders and business leaders to align People initiatives with business needs.
As a People Strategy & Operations Intern, you will play a key role in cross-functional collaboration, analytical problem-solving, research, and project management — helping develop effective People strategies, improve existing processes, and build sustainable and scalable People practices.
What You’ll Be Doing
* Performance Management Support: Support the preparation and execution of the Performance Management cycle, including tracker and template maintenance using approved data.
* Compensation Benchmarking: Conduct external compensation benchmarking and market research, analyze market data, and translate findings into meaningful insights to support compensation decisions.
* Project Coordination: Coordinate and track the execution of the Performance Appraisal cycle — maintaining execution trackers, monitoring progress, following up on outstanding actions, and liaising with internal stakeholders.
* Job Architecture Review: Review existing job levels, career ladders, job expectations, and competency frameworks to assess consistency between expected outcomes, required skills, and capability expectations across roles and levels.
* Capability Gap Analysis: Identify potential gaps, overlaps, and inconsistencies across roles, and consolidate findings into a structured analysis with recommendations for review by the People Strategy team.
* Talent Development Research: Research talent mapping methodologies, succession planning approaches, successor readiness frameworks, and talent development practices used to build organizational capabilities.
* People Initiative Design: Design potential People initiatives based on capability gap analysis — exploring and evaluating interventions such as structured learning journeys, mentoring, stretch assignments, internal mobility, and succession development.
* Blueprint Development: Develop structured blueprints for selected People initiatives, translating proposed interventions into actionable implementation plans with defined milestones, stakeholder responsibilities, timelines, and success metrics.
* Stakeholder Communication: Present findings, recommendations, and project updates to the People Strategy team and relevant stakeholders.
* AI & Automation Exploration: Explore opportunities to leverage AI and automation to build more efficient, sustainable, and scalable People processes.
What You’ll Learn
* Hands-on experience in executing strategic People initiatives across performance management, compensation, and talent development.
* How to run and support performance appraisal cycles.
* How to conduct compensation research and translate market data into actionable insights.
* How to design talent development initiatives based on real organizational needs.
* How to leverage AI and automation for scalable People processes.
* Practical project management and analytical skills — from research and insight generation to timeline management and execution.
* Cross-functional collaboration and stakeholder engagement at a regional tech company.
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People Strategy team menggerakkan inisiatif strategis People di berbagai area seperti compensation, performance management, dan talent development. Tim ini bekerja erat dengan HR stakeholder internal dan business leader untuk menyelaraskan inisiatif People dengan kebutuhan bisnis.
Sebagai People Strategy & Operations Intern, kamu akan memainkan peran penting dalam kolaborasi lintas fungsi, analytical problem-solving, research, dan project management — membantu mengembangkan strategi People yang efektif, memperbaiki proses yang ada, serta membangun praktik People yang sustainable dan scalable.
Apa yang akan kamu kerjakan
* Performance Management Support: Mendukung persiapan dan eksekusi siklus Performance Management, termasuk pemeliharaan tracker dan template menggunakan data yang telah disetujui.
* Compensation Benchmarking: Melakukan compensation benchmarking eksternal dan market research, menganalisis data pasar, dan menerjemahkan temuan menjadi insight bermakna untuk mendukung keputusan terkait kompensasi.
* Project Coordination: Mengkoordinasi dan melacak eksekusi siklus Performance Appraisal — menjaga execution tracker, memonitor progres, menindaklanjuti outstanding actions, serta menjalin komunikasi dengan stakeholder internal.
* Review Job Architecture: Meninjau job level, career ladder, job expectations, dan competency framework yang ada untuk menilai konsistensi antara hasil yang diharapkan, skill yang dibutuhkan, dan ekspektasi kapabilitas di berbagai role dan level.
* Capability Gap Analysis: Mengidentifikasi potensi gap, overlap, dan inkonsistensi di berbagai role, serta mengkonsolidasikan temuan menjadi analisis terstruktur beserta rekomendasi untuk ditinjau oleh tim People Strategy.
* Talent Development Research: Melakukan riset metodologi talent mapping, pendekatan succession planning, framework successor readiness, dan praktik talent development yang digunakan untuk membangun kapabilitas organisasi.
* People Initiative Design: Merancang potensi inisiatif People berdasarkan hasil capability gap analysis — mengeksplorasi dan mengevaluasi intervensi seperti structured learning journey, mentoring, stretch assignment, internal mobility, dan succession development.
* Blueprint Development: Mengembangkan blueprint terstruktur untuk inisiatif People yang terpilih, menerjemahkan intervensi yang diusulkan menjadi implementation plan yang actionable dengan milestone, tanggung jawab stakeholder, timeline, dan success metric yang jelas.
* Stakeholder Communication: Mempresentasikan temuan, rekomendasi, dan update proyek kepada tim People Strategy dan stakeholder terkait.
* AI & Automation Exploration: Mengeksplorasi peluang untuk memanfaatkan AI dan automation guna membangun proses People yang lebih efisien, sustainable, dan scalable.
Apa yang akan kamu pelajari
* Pengalaman hands-on dalam mengeksekusi inisiatif strategis People di area performance management, compensation, dan talent development.
* Cara menjalankan dan mendukung siklus performance appraisal.
* Cara melakukan compensation research dan menerjemahkan data pasar menjadi insight yang actionable.
* Cara merancang inisiatif talent development berdasarkan kebutuhan nyata organisasi.
* Cara memanfaatkan AI dan automation untuk proses People yang scalable.
* Project management dan analytical skills yang praktis — dari riset dan pembuatan insight hingga timeline management dan eksekusi.
* Kolaborasi lintas fungsi dan stakeholder engagement di perusahaan tech regional.
Gain an understanding of the Performance Management cycle by supporting preparation and execution activities, including tracker and template maintenance using approved data. This will help the intern develop familiarity with performance management systems and strengthen their administrative coordination skills. The intern will also learn how to conduct external compensation benchmarking and market research, as well as analyze and translate market data into meaningful insights to support compensation decisions.
Support the execution of the Performance Management cycle by gaining hands-on experience in project coordination, progress tracking, while continuing to perform administrative support. The intern will develop practical project management skills by maintaining execution trackers, monitoring progress, following up on outstanding actions, and liaising with internal stakeholders to coordinate activities and ensure smooth execution throughout the cycle.
Review existing job levels, career ladders, job expectations, and competency frameworks to assess consistency between expected outcomes, required skills, and capability expectations across roles and levels. Identify potential gaps, overlaps, and inconsistencies, and consolidate findings into a structured analysis with recommendations for further review by the People Strategy team.
Research talent mapping methodologies, succession planning approaches, successor readiness frameworks, and talent development practices used to build organizational capabilities. Translate research findings into practical frameworks and recommendations that can inform the upcoming Talent Mapping exercise and help identify approaches to address critical capability and succession needs.
Use findings from the capability gap analysis and talent development research to develop potential People initiatives that address identified organizational capability gaps. Explore and evaluate interventions such as structured learning journeys, mentoring, stretch assignments, internal mobility, and succession development, assessing their objectives, target audiences, feasibility, resource requirements, and expected outcomes.
Develop a structured blueprint for selected People initiatives, translating proposed interventions into actionable implementation plans with defined milestones, stakeholder responsibilities, timelines, and success metrics. Present findings and recommendations to the People Strategy team, demonstrating the ability to connect research and analysis with practical, sustainable, and scalable People solutions.
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