Struktur Organisasi Fungsi Human Capital
& Business Support sebagai pengelola SDM Pertamina Gas telah tercantum dalam Kpts- 044/PG0000/2019-S0 tanggal 15 November 2019, yakni sebagai berikut:
Riwayat Penunjukan
Nova Yustina Paramita di angkat sebagai VP Human Capital & Business Support sejak 1 Oktober 2022 berdasarkan Surat Keputusan No. SKMJ-00523/
K20500/2022-S8 Riwayat Pendidikan
• Sarjana Ekonomi Manajemen dari Universitas Indonesia 1998
• Master Manajemen SDM dari Universitas Gadjah Mada Yogyakarta 2012
Pengalaman Kerja
Bergabung di Pertamina sejak 1 Desember 2003, sepanjang kariernya Nova Yustina Paramita pernah menduduki berbagai posisi penting pada Direktorat Sumber Daya Manusia di Kantor Pusat Pertamina dan Anak Perusahaan Pertamina, baik di wilayah Semarang dan Jakarta. Terhitung sejak tanggal 1 Oktober 2022, Nova Yustina Paramita bergabung di Pertamina Gas sebagai VP Human Capital & Business Support.
Appointment History
Nova Yustina Paramita was appointed as VP Human Capital & Business Support since October 1, 2022, based on Decree No.
SKMJ-00523/K20500/2022-S8
History of Education
• Bachelor of Management Economics from Universias Indonesia 1998
• Master of HR Management from Universitas Gadjah Mada Yogyakarta 2012
Working Experience
Joined Pertamina since December 1, 2003, throughout her career Nova Yustina Paramita has held various important positions in the Directorate of Human Resources at Pertamina Head Office and Pertamina Subsidiaries, both in the Semarang and Jakarta areas. Starting from October 1, 2022, Nova Yustina Paramita joined Pertamina Gas as VP Human Capital & Business Support.
The Organizational Structure of the Human Capital & Business Support Function as the manager of Pertamina Gas human resources has been listed in Kpts-044 / PG0000 / 2019-S0 dated November 15, 2019, namely as follows:
Sebagaimana yang terlampir pada Struktur Organisasi Fungsi Human Capital & Business Support di atas, pengelolaan SDM Perusahaan dilakukan oleh Fungsi Human Capital yang dipimpin oleh Manager Human Capital. Fungsi Human Capital Perusahaan memiliki tugas dan tanggung jawab sebagai berikut:
1. Strategis
Menetapkan strategi pengelolaan SDM untuk mendukung pencapaian Visi &
Misi Perusahaan. Kegiatan strategis ini dapat dilihat dalam upaya merumuskan kebijakan, strategi dan/atau implementasi pengelolaan SDM terkait dengan Visi
Assistant Manager HRM Services
Senior Officer HCBP AP/JV Assistant
Manager Policy & People
Management
Analyst People
Management Officer Employee Service & Learning
Development
Analyst Compensation
Benefit &
Industrial Relation
Officer Health &
Medical
Analyst Org, Manpower Planning &
Recruitment
Officer Payroll
& HRIS
Jr Analyst Performance Competency Management
Officer Facilities
Support Assistant
Manager IT Operation
Senior Officer IT Infrastructure &
Network
Officer End User
& Area Support Officer Office
Supplies Analyst IT Solution
Operation &
Business
Jr. Analyst IT Solution Finance
& Support
Jr Analyst Business Demand Assistant
Manager Operation
Officer Operation Jr. Officer General Services KAL
Sr. Officer OS
Management Jr. Officer General Services EJA
Officer General Services CSA
& SSA
Jr. Officer General Services NSA &
Dumai Area
Officer General Services WJA
Direktur Keuangan dan Dukungan Bisnis Finance & Bussiness
Support Director
VP Human Capital &
Business Support
Manager
Human Capital Manager
General Support
Manager Information
& Communication Technology
As attached to the Organizational Structure of the Human Capital & Business Support Function above, the management of the Company's human resources is carried out by the Human Capital Function led by the Human Capital Manager. The Company's Human Capital function has the following duties and responsibilities:
1. Strategic
Establish an HR management strategy to support the achievement of the Company's Vision &; Mission. This strategic activity can be seen in an effort to formulate policies, strategies and/or implementation of HR management related to the Company's
dan Misi Perusahaan, Proses Bisnis, Sistem Kinerja Perusahaan dan/atau Key Performance Indicator (KPI).
2. Advisor
Berperan sebagai pemberi saran kepada BOD, Manajemen SDM Lini, Pekerja dan/
atau stakeholder (Instansi Pemerintah, Lembaga Pendidikan, LSM dan/atau masyarakat) dalam kaitan implementasi pengelolaan SDM Perusahaan.
3. Layanan/Jasa (Services), antara lain:
a. Organization Management (Job Analysis, Organization Design, Job Description, Job Evaluation, nomenklatur dan/atau Sistem dan Tata Kerja pengelolaan SDM);
b. Perencanaan tenaga kerja, rekrutmen, dan penempatan pekerja;
c. Reward Management (Compensation and Benefit Management, Perquisite &
Work Life Balance);
d. Talent Management (Placement &
Transfer, Performance Management System, Learning, Succession Planning, Competency Management, Career Path) e. Industrial Relation (Norma dan Syarat- Syarat Kerja, Industrial Peace, Non Litigasi, Comparative Labor Standard);
f. HR Service Management
(administration service, information HR management, payroll dan health management)
4. Pengawas/Pengendali
Mengawasi praktik audit pengelolaan SDM guna memastikan keselarasan dengan kebijakan dan/atau strategi Perusahaan.
Selain itu, perlu dilakukan survei layanan untuk memastikan tugas dan tanggung jawab pengelolaan SDM telah memenuhi harapan stakeholder, khususnya Pekerja.
Vision and Mission, Business Processes, Company Performance System and/or Key Performance Indicators (KPIs).
2. Advisor
Acting as a provider of advice to BOD, Line HR Managers, Workers and/or stakeholders (Government Agencies, Educational Institutions, NGOs and/or the community) in relation to the implementation of the Company's HR management.
3. Services, including:
a. Organization Management (Job Analysis, Organization Design, Job Description, Job Evaluation, nomenclature and / or HR management System and Governance);
b. Workforce planning, recruitment, and placement of employees;
c. Reward Management (Compensation and Benefit Management, Perquisite &
Work Life Balance);
d. Talent Management (Placement &
Transfer, Performance Management System, Learning, Succession Planning, Competency Management, Career Path)
e. Industrial Relations (Norms and Conditions of Work, Industrial Peace, Non-Litigation, Comparative Labor Standard);
f. HR Service Management (administration service, information HR management).
4. Supervisor/Controller
Supervise HR management practices to ensure alignment with the Company's policies and/or strategies. In addition, it is necessary to conduct a service survey to ensure that the duties and responsibilities of HR management have met the expectations of stakeholders, especially employees.