Novi Mayasari: HR Harus Terus Belajar dan Berpikir Jauh Ke Depan

Novi at Mt. Fuji

Novi at Mt. Fuji

Kurang lebih, 20 tahun sudah wanita ini setia dengan profesinya di dunia HR. HR telah menjadi pilihan profesi yang mantab dipilih setelah ia menamatkan studi ekonomi manajemen di Universitas Padjadjaran pada 1994. Wanita ini bernama Novi Mayasari.

Novi begitu ia biasa disapa, terbilang sibuk dengan kegiatannya saat ini. Tak lain dengan seabreg amanah pekerjaan yang diberikan wewenang dan tanggungjawab kepada Novi. Simak saja, Novi saat ini menempati posisi masing-masing; Senior Vice President Citibank, N.A. Indonesia – HR Head for Corporate Bank, Operation Technology and Global Function(April 2014-present), Vice President Citibank, N.A. Indonesia– Compensation & Benefit Head & HR BUCO (2007-present), dan Chairman of Citibank N.A., Indonesia Pension Fund (2007-present).

Di kantornya di bilangan Jl. Sudirman-Jakarta, Novi berkenan menceritakan perjalanan karirnya. Setelah lulus kuliah S1, Novi memanfaatkan rekrutmen di kampus yang diadakan oleh PT Astra International untuk posisi management trainee. Keberuntungan berpihak kepada Novi, ia diterima sebagai management trainee dalam HR Officer Development Program (HRODP). “Saya bersyukur waktu itu sudah ada penjurusan untuk spesialisasi pekerjaan human resources,” kenangnya.

Sebagaimana pegawai baru di Astra, Novi pun mulai diikutkan dengan berbagai pelatihan maupun kursus mengenai HR. Di Astra Novi mengakui banyak menimba ilmu, misalnya ia sudah terlibat di berbagai HR project seperti ‘hiring process improvement’” di anak perusahaan PT Toyota Astra Motor, hingga menangani job range project for Astra Heavy Industry di PT United Tractors.

Melihat potensi dan prestasi kerjanya yang bagus, dalam perjalanan karirnya, Novi diminta untuk bergabung dengan perusahaan lainnya di Astra Group, yaitu di PT United Tractors Pandu Engineering (UTE). Berbeda di tempat sebelumnya yang relatif sebentar, Novi menjalani karirnya sebagai HR Senior Officer di UTE dari  Januari 1996 sampai September 2000. Di UTE ini, Novi kembali dipercaya menangani beberapa project.

“Inilah yang saya enjoy bekerja di Astra, karena perusahaannya benar-benar mendidik untuk pengembangan karyawannya, tentu dengan cara mereka. Contohnya, waktu itu saya dapat kesempatan untuk terlibat dalam pembuatan expatriate policy dalam rangka pembukaan kantor baru kami di beberapa negara seperti di Australia, Jerman, dan Cina. Kami mengirim orang lokal untuk menjadi ekspat di negeri orang,” tuturnya bangga. Di UTE ini pula, Novi sudah mulai bersentuhan dengan area compensation and benefit program.

Meski sudah bekerja di perusahaan yang mapan, namun keinginan untuk mencoba tantangan baru juga menghampiri diri Novi. Itu terjadi pada 2000 saat ia ditawari untuk memegang posisi HR Manager di sebuah perusahaan farmasi Eli Lilly Indonesia. Selain tantangan pekerjaan, Novi menganggap bahwa industri farmasi adalah industri yang mulia dengan semangat menolong orang untuk sehat. Terlebih Eli Lilly memproduksi obat untuk penyakit-penyakit berat.

Pada tahun 2001, perjalanan karirnya pun berlanjut. Novi ditawari untuk posisi Manager Compensation & Benefit di Citibank N.A. Indonesia. Pilihan spesialisasi yang diputuskan pada saat menyelesaikan management trainee tahun 1995 di Astra, kini diteruskan di Citibank. Ketika ditanya mengapa memutuskan mengambil spesialisasi ini, Novi mengatakan; “Saya menyukai matematika dan pada saat itu compensation and benefit adalah bidang yang paling seksi di HR,” katanya sambil tertawa.

Novi, yang selama karirnya di Citibank juga mendapat banyak tanggung jawab di luar bidang compensation benefit mengatakan bahwa compensation and benefit bukan satu-satunya alat untuk memotivasi karyawan. “Motivasi orang itu berbeda-beda, itu yang diajarkan para leader kepada kami. Seorang leader yang baik harus tahu motivasi anak buahnya. Untuk seorang top talent selalu saja ada perusahaan yang mau membayar lebih mahal, jika kita hanya fokus pada compensation benefit, persaingan tidak akan ada habisnya,” ujarnya.

Justru menurut Novi, banyak HR tool yang bisa digunakan untuk memotivasi karyawan.  “Motivasi ini bisa bermacam-macam, mungkin saja hubungan dengan atasan yang baik, membuat karyawan merasa secure, atau karyawan diberikan kepercayaan dan penugasan yang bisa menantangnya dan masih banyak yang lainnya. Kuncinya ada di rasa aman, rasa yakin bahwa perusahaan akan menjalankan roda organisasi dengan penuh integritas. Saya rasa inilah salah satu daya tarik non-financial bagi talent untuk mau bertahan di perusahaan,” imbuhnya.

Dalam menjalan profesinya, prinsip terus belajar bagi Novi juga menjadi kunci penting untuk para praktisi HR. “Kalau saya sih melihatnya, HR itu tantangannya masih banyak. Alasannya, pasar sudah semakin terbuka, teknologi makin canggih, sehingga orang makin terhubung satu sama lain. Challenge-nya, kita sebagai orang HR harus terus belajar dan berpikir jauh ke depan apa dampak dari semua kemajuan ini pada praktek pengelolaan karyawan,” tukasnya. (*/@erkoes)

Baca juga: Pambudi Sunarsihanto, Guru Kepemimpinan Bankers’ University

Personal Data Novi Mayasari

Education

Strata-1, Management Department, Economic Faculty, Padjadjaran University, 1994

MBA – Gadjah Mada University, 2013

Professional Highlight

Human Resources Professional with a total of 19 years of experience in HR field across industries: 6 years in Heavy Industry, 1 year in Pharmaceutical Industry, and 12 years in Banking Industry. Vastly experienced in dealing with most of all HR spectrums, i.e. Recruitment, Compensation & Benefit, Industrial Relations, Performance Management, Talent/Leadership Development.

Position:

Senior Vice President – HR Head for Corporate Bank, Operation Technology and Global Function (Apr 2014 – present)

Area of Responsibilities:

– Heading human resources management to attract, develop, motivate and retain talents for entire consumer bank business.

– Act as consultant and advocate to business manager and employee, including industrial relation.

– Organization Development, including partnering with business manager to achieve group’s target and goals.

Position: Senior Vice President – HR Head for Corporate Bank, Operation Technology and Global Function (Oct 2013 – April 2014)

Area of Responsibilities:

– Heading human resources management to attract, develop, motivate and retain talents for 3 businesses.

– Act as consultant and advocate to business manager and employee, including industrial relation.

– Organization Development, including partnering with business manager to achieve group’s target and goals.

Position: Vice President – Compensation & Benefit Head & HR BUCO (2007 – Present)

Area of Responsibilities:

– Manage comprehensive Compensation & Benefit function cross Citi Indonesia franchise

– Manage actuarial calculation for pension and labor law obligation

– Coordinate the Control and Compliance function for Country Human Resources Group that includes: managing internal/external audit, reviewing HR policy/procedure, liaising with Industrial Relation to comply with local regulatory

– Manage and coordinate reduction-in-force initiatives

– Act as Core team member for union related matters, including Collective Labor Agreement negotiation

– Act as consultant and advocate to management and employees

Position: Chairman of Citibank N.A., Indonesia Pension Fund (2007 – Present)

Area of Responsibilities:

– Act as Citi liaison to fund managers for investment matters of more than IDR 450 billion pension fund.

– Act as relationship manager to administrator vendors for regulatory reporting, accounting, tax and membership of more than 3500 employees and ex-employees

– Manage and coordinate the actuarial and external audit, including annual reporting to Indonesia Financial Service Authority

– Ensure the pension fund management fulfills Indonesia Financial Service Authority and Citibank Regional Office requirements for good corporate governance and risk management

Position: Assistant Vice President – HR Generalist for Card Business and Credit Operations (2004 – 2007)

Area of Responsibilities:

Responsible for Card Business including the sales team (April 2004 – April 2005) and Credit Operations (April 2005 – June 2007) for the following HR spectrums:

– Responsible for Capacity Planning & Sourcing, including establishing Development Program to grow talents from within

– Managed Group Talent Review and Performance Management Process

– Coordinated Employee Activities within Group

– Managed Group VOE and related activities

– Reviewed Group Incentive Program

– Acted as internal consultant and advocate for Group Head, Managers and Employees within the group coverage

– Manage Group’s Industrial Relation matters.

Position: Manager – Compensation & Benefit (Sept 2001 – April 2004)

Area of Responsibilities:

Managed all aspect of Compensation Benefit for Consumer, Corporate and Private Banking, with the following spectrums:

– Managed salary review and bonus process

– Managed offering package for recruitment purpose

– Managed foreign bank compensation survey each year, as well as other survey from other institutions

– Conducted benefit review and re-design

– Managed equity compensation (stock option, stock award, stock purchase program)

– Managed Job Evaluation and Promotion process

– Worked together with HR Generalist in preparing termination package

– Coordinated branch for any activities related to compensation & benefit as well as employee services

Sept 2000 – Sept 2001 ELY LILLY INDONESIA

Position: HR Manager

Area of Responsibilities:

– Managed all aspect of Human Resources functions, among others: Performance & Career Management, Employee Relations, Compensation and Benefit, and Employee activities

– Developed Incentive Program for Ely Lilly’s medical representatives

– Acted as Guest speaker on ‘compensation & benefit’ topic for Regional Office Forum as appointed by Global Compensation & Benefit Head

Jan 1996 – Sept 2000 PT United Tractors Pandu Engineering (ASTRA Group)

Position: HR Senior Officer

Area of Responsibilities:

– Covered Human Resources aspects for PT United Tractors Pandu Engineering (PT. UTE), including its affiliated company in Australia and Germany

– Managed the Compensation & Benefit function for the company

– Developed and maintained competency matrix and talent development program for the company

– Built leadership and company culture training program

– Developed “Expatriate Policy” for Outbound Assignments to affiliate companies in Australia, China and Germany

– Managed employee activities such as family gathering and management meeting

– Managed restructuring project in 1998 crisis including negotiation with union for severance package (for more than 250 staff) and salary adjustment for those who were remained employed with PT. UTE. The exercise was appointed as best practice within United Tractors Group.

Oct 1994 – Dec 1995 PT Astra International

Position: HR Officer Development Program for PT. Astra International

Area of Responsibilities:

Managed project on “Hiring process Improvement” of PT. Toyota Astra Motor, including psychometric test, and implementation of Targeted Selection and Induction Program

Managed project for Astra Heavy Industry job range at PT. United Tractors

Reviewed benefit programs of PT. Astra International

CERTIFICATION & OTHER DEVELOPMENT ACTIVITIES

1. Passed Fit & Proper Test of Indonesia Financial Services Authority for Chairman position of Citibank N.A., Indonesia Pension Fund

2. Pension Fund Steering Committee Certification

3. Risk Management Certification – BSMR Level 1

4. Active Trainer for Employee Financial Education

5. Myers – Briggs Type Indicator (MBTI) certified trainer

6. Managing at Citi – Citi Certified Trainer

7. Leading at Citi 1 – Citi Certified Training

Baca juga: Aloysius Budi Santoso, CHCD Astra: Modal Saya Challenge dan Pembelajar Sejati

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