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Search Salaries > Human Resources Director > Indonesia
Job Description
How much does a Human Resources Director in Indonesia ?

The base salary for a Human Resources Director in Indonesia is 327,675,000
Also known as: HR Director.

327,675,000

Median Base Salary (Percentile 50)
49 observations
(Updated: 02 Nov 2023)

Confidence

Excellent

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Human Resources Director earns register to see pay in Indonesia, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

39%

Female

61%

Benefits

There are statutory benefits associated with a Human Resources Director in Indonesia according to ...

Most Common Benefits

Competitive advantages associated with a Human Resources Director in Indonesia
Bonus | 34311523€ annually
Bonuses are a common incentive in Indonesia, rewarding employees for exceptional performance and contributions. They serve as a motivational tool, encouraging employees to exceed their targets and align their efforts with the company’s objectives.
Health Insurance | 20586914€ annually
Comprehensive health insurance plans covering a wide range of medical services, including hospitalization, outpatient care, and preventive services. These plans often come with additional benefits such as dental and vision care, providing employees with peace of mind and financial security in case of health issues.
Professional Development | 8577881€ annually
Opportunities for professional development, including access to training programs, workshops, and seminars. These initiatives help employees enhance their skills, stay updated with industry trends, and advance their careers, ultimately contributing to personal growth and organizational success.
Cutting Edge Technology | 17155761€ annually
Providing access to cutting edge technology is a significant advantage for employees in Indonesia. It ensures that the workforce is equipped with the latest tools and resources, promoting efficiency, innovation, and a competitive edge in the market.
Equal Opportunity Employer | 3431152€ annually
Being an equal opportunity employer means that a company in Indonesia is committed to providing a fair and inclusive workplace for all employees, regardless of gender, race, or background. This fosters a diverse and dynamic work environment that values and respects individual differences.
Disability Leave | 1715576€ monthly
Disability leave provides employees with time off work due to a temporary or permanent disability. This benefit ensures that employees have the necessary support and time to recover or adjust, maintaining their financial stability and job security during challenging times.

Side Benefits to attract & retain talent

Additional perks for a Human Resources Director in Indonesia
Work-Life Balance
Disability Leave
Equal Opportunity Employer
Flat Hierarchy
Casual Dress Code

Statutory Benefits

Mandatory benefits in Indonesia
The minimum wage in Indonesia is set by the government and varies by region. It is designed to ensure that workers receive a basic standard of living. The wage is reviewed and adjusted annually based on economic conditions and inflation rates. Companies are required to comply with these regulations to avoid legal penalties.
In Indonesia, some companies provide a 14th-month salary as a bonus, although it is not a legal requirement. This practice is more common in certain industries and is intended as an incentive and reward for employee performance. It enhances employee morale and loyalty by providing additional financial support.
Paternity leave in Indonesia allows male employees to take time off work to support their spouse during childbirth. Typically, this leave is for two days and is paid. It recognizes the role of fathers in childcare and family support, promoting work-life balance and gender equality in parental responsibilities.
BPJS Health Insurance is a mandatory social security program that provides health coverage to employees. Employers must register their employees and contribute a percentage of their salary to ensure access to healthcare services. This program aims to promote public health and reduce the financial burden of medical expenses on workers.
Employees in Indonesia are entitled to paid sick leave when they are unable to work due to illness. The duration and pay during sick leave are typically determined by the employment contract or company policy. This benefit ensures that employees can recover from illnesses without the stress of losing income.
BPJS Employment Insurance provides coverage for work-related accidents, old-age benefits, and death benefits. Employers are required to contribute a percentage of their employees’ salaries to this program. It ensures financial protection for workers and their families in the event of workplace injuries or loss of income due to retirement or death.
Maternity leave in Indonesia provides female employees with 90 days of paid leave around the time of childbirth. This leave is designed to support the health and well-being of both the mother and child. Employers are required to maintain the employee’s job position during this period and cannot terminate employment due to pregnancy.
The Religious Holiday Allowance, also known as Tunjangan Hari Raya (THR), is a mandatory benefit in Indonesia. It is provided to employees to celebrate religious holidays and is equivalent to one month’s salary for employees who have worked for at least 12 months. This allowance is paid annually before the major religious holiday of the employee’s faith.

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