Jakarta, ID

Compensation and Benefits Professional Indonesia

CEVA Logistics provides global supply chain solutions to connect people, products, and providers all around the world. Present in 170+ countries and with more than 110,000 employees spread over 1,500 sites, we are proud to be a Top 5 global 3PL.

We believe that our employees are the key to our success. We want to engage and empower our diverse, global team to co-create value with our customers through our solutions in contract logistics and air, ocean, ground, and finished vehicle transport. That is why CEVA Logistics offers a dynamic and exceptional work environment that fosters personal growth, innovation, and continuous improvement.

At CEVA Logistics, we Rise in Motion. Your career is always on the move, growing as fast and as far as your ambition takes you. Join a global team of nearly 200 nationalities, shaping the future of global trade, moving essential goods, forging new paths, and pushing boundaries to serve an ever-changing world. The pace is fast, the challenges are real, but the rewards are greater: growth, purpose, and the chance to make a meaningful impact. This is more than a job. It’s a journey on which you rise.

HRBP is expected to support managers to define, implement and follow up on engagement action plans based on 2025 EES Survey. Voluntary attrition KPI to be set below 2025 and tracked on HR dashboards.

HRBP must monitor and maintain a healthy social climate in close collaboration with employees and their representatives (where applicable). This requires close collaboration with management and follow up on agreed actions. Objective may include absenteeism, workplace integrity (SpeakUP) or union agreements.

HRBP in charge of employee support must have objectives related to quality of service, such as payroll accuracy or time-to-fill (TTF) positions. We must develop a culture of continuous improvement through implementation of corrective actions when a problem is identified.

Our ability to recruit quickly the best profiles is key to enabling our performance. To do so, HR must deploy the new group EVP, improve our TA tools and processes to improve efficiency and reduce TTF. TA network must closely monitor KPI, such as TTF, attractiveness or early terminations.

In 2026, the Global HR roadmap must be deployed in all Regions. This includes updating the content with local initiatives and presentations to HR teams, managers or employees to reinforce HR business partnership at all levels. Global communication materials are available to support this deployment (Intranet, posters, PPT…).

In 2026, we will continue to focus on increasing training hours with the objective to deliver 3 days of training per employee, in line with business priorities. Local HRBP must define and deliver a training plan, while at the global level, the Logistics Academy training catalogue must be enriched and Tangram offering deployed.

Greater visibility on labor cost is a key priority and requires close collaboration with Finance at all levels. Country, Regional and GHO HRBPs must align with management and finance to include labor costs in regular business reviews and track the trends vs. activity. Strict application of merit and off-cycle budget is expected, tracked in RewardBI.

Management by objectives (MBO) is key to CEVA performance and requires close follow up of SMART 2026 individual objectives in MyHR and payout of 2025 bonus. HR must also support managers to handle individual performance improvement plans.

CEVA Logistics is proud to be an equal opportunity work place and an affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status or any other characteristic. We are an Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individual with Disabilities.