Founded to transform retail finance, Ajaib Group is an Indonesian fintech unicorn breaking barriers to financial access. Having recently secured a $270M Series C—the single largest funding round in Southeast Asia over the past four years—we are backed by premier global investors including Y Combinator, Ribbit Capital, SoftBank, and SBI Holdings.
To build world-class products, we assemble world-class talent. Supported by our fully hybrid work arrangement, our team spans Eastern Europe, the Middle East, India, and Southeast Asia, allowing you to work with brilliant engineers and builders from around the globe from wherever you are.
Role Overview
We are looking for an VP, People Business Partner to partner with our CEO and senior leadership team in translating business strategy into people strategy. You will drive organizational effectiveness, leadership development, high potential retention, and employee engagement while building scalable people practices that support Ajaib’s next phase of growth. You will also apply the company’s people frameworks inside each BU and handle the hard people calls.
This role requires a commercially minded HR leader who can challenge and influence senior stakeholders, build deep relationships across the organization, and turn people’s insights into meaningful business impact. You will advise and enable BU org changes, using the People Strategy team’s method as well as turn BU people data into actions. You will own employee relations and case management, working side-by-side with Legal and People Ops

• Strategic Business Partnership: Partner with senior leaders on organizational design, workforce planning, succession planning, and people strategies aligned with business goals and regional expansion.
• Agree a quarterly people plan with each BU Leader covering org, talent, risks and hiring priorities.
• Handling Employee Relation cases in line with the local labour law.
• Leadership Development: Strengthen leadership effectiveness through coaching, feedback, targeted development, and succession planning, building a strong pipeline of future leaders.
• HiPo Retention & Talent Management: Identify, develop, and retain high-potential and critical talent through proactive retention strategies, career development, and targeted interventions.
• Employee Engagement & Trust: Build strong relationships with leaders and employees, understand organizational sentiment, and translate feedback into meaningful actions that improve trust, engagement, and performance.
• People Systems & Processes: Improve performance management, talent reviews, rewards, and other people processes to make them scalable, efficient, and data-driven.
• People Analytics: Use people data and organizational insights to identify risks, improve decision-making, and measure the impact of people initiatives.
• HRBP Team Leadership: Lead and develop a high-performing HRBP team that acts as a trusted advisor to business leaders and enables talent to achieve business goals.

What Success Looks Like

• Developed a quarterly people plan for every BU, run by each PBP dedicated to the BU.

• Regretted attrition down from the previous years’ baseline.

• Every new C-suite leader has a 90-day plan reviewed at day 30, 60 and 90.

• Stronger, more effective leaders who build high-performing teams and deliver business outcomes.

• Improved retention and development of high-potential and critical talent.

• Scalable organizational structures and people processes that support regional expansion.

• A trusted, data-driven HRBP function that enables leaders and employees to achieve business goals.

• 12+ years of extensive HRBP leadership experience (including 5+ years leading HRBP teams) at VP, Head, or equivalent level within a high-growth technology company, fintech, or similarly complex organization.

• Strong in the Indonesian labour law and Employee Relations; multi-country experience is a plus.

• Prior experience in a fast-paced, high-growth global startup or fintech environment is strongly preferred.

• Proven experience partnering with CEOs and senior executives on organizational design, workforce planning, and business-critical people decisions.

• Strong track record in leadership development, succession planning, and building high-performing organizations.

• Demonstrated success designing and executing HiPo and critical-talent retention strategies.

• Experience building employee trust, driving meaningful engagement, and addressing organizational challenges through proactive interventions.

• Strong expertise in performance management, talent management, organizational effectiveness, and scalable people processes.

• Commercially minded and data-driven, with the ability to connect people strategies to measurable business outcomes.

• Comfortable operating in ambiguity and balancing strategic leadership with hands-on execution.

• Experience supporting regional expansion or multi-market organizations in Southeast Asia is a strong advantage.

Founded to transform retail finance, Ajaib Group is an Indonesian fintech unicorn breaking barriers to financial access. Having recently secured a $270M Series C—the single largest funding round in Southeast Asia over the past four years—we are backed by premier global investors including Y Combinator, Ribbit Capital, SoftBank, and SBI Holdings.
To build world-class products, we assemble world-class talent. Supported by our fully hybrid work arrangement, our team spans Eastern Europe, the Middle East, India, and Southeast Asia, allowing you to work with brilliant engineers and builders from around the globe from wherever you are.
Role Overview
We are looking for an VP, People Business Partner to partner with our CEO and senior leadership team in translating business strategy into people strategy. You will drive organizational effectiveness, leadership development, high potential retention, and employee engagement while building scalable people practices that support Ajaib’s next phase of growth. You will also apply the company’s people frameworks inside each BU and handle the hard people calls.
This role requires a commercially minded HR leader who can challenge and influence senior stakeholders, build deep relationships across the organization, and turn people’s insights into meaningful business impact. You will advise and enable BU org changes, using the People Strategy team’s method as well as turn BU people data into actions. You will own employee relations and case management, working side-by-side with Legal and People Ops

• Strategic Business Partnership: Partner with senior leaders on organizational design, workforce planning, succession planning, and people strategies aligned with business goals and regional expansion.
• Agree a quarterly people plan with each BU Leader covering org, talent, risks and hiring priorities.
• Handling Employee Relation cases in line with the local labour law.
• Leadership Development: Strengthen leadership effectiveness through coaching, feedback, targeted development, and succession planning, building a strong pipeline of future leaders.
• HiPo Retention & Talent Management: Identify, develop, and retain high-potential and critical talent through proactive retention strategies, career development, and targeted interventions.
• Employee Engagement & Trust: Build strong relationships with leaders and employees, understand organizational sentiment, and translate feedback into meaningful actions that improve trust, engagement, and performance.
• People Systems & Processes: Improve performance management, talent reviews, rewards, and other people processes to make them scalable, efficient, and data-driven.
• People Analytics: Use people data and organizational insights to identify risks, improve decision-making, and measure the impact of people initiatives.
• HRBP Team Leadership: Lead and develop a high-performing HRBP team that acts as a trusted advisor to business leaders and enables talent to achieve business goals.

What Success Looks Like

• Developed a quarterly people plan for every BU, run by each PBP dedicated to the BU.

• Regretted attrition down from the previous years’ baseline.

• Every new C-suite leader has a 90-day plan reviewed at day 30, 60 and 90.

• Stronger, more effective leaders who build high-performing teams and deliver business outcomes.

• Improved retention and development of high-potential and critical talent.

• Scalable organizational structures and people processes that support regional expansion.

• A trusted, data-driven HRBP function that enables leaders and employees to achieve business goals.

• 12+ years of extensive HRBP leadership experience (including 5+ years leading HRBP teams) at VP, Head, or equivalent level within a high-growth technology company, fintech, or similarly complex organization.

• Strong in the Indonesian labour law and Employee Relations; multi-country experience is a plus.

• Prior experience in a fast-paced, high-growth global startup or fintech environment is strongly preferred.

• Proven experience partnering with CEOs and senior executives on organizational design, workforce planning, and business-critical people decisions.

• Strong track record in leadership development, succession planning, and building high-performing organizations.

• Demonstrated success designing and executing HiPo and critical-talent retention strategies.

• Experience building employee trust, driving meaningful engagement, and addressing organizational challenges through proactive interventions.

• Strong expertise in performance management, talent management, organizational effectiveness, and scalable people processes.

• Commercially minded and data-driven, with the ability to connect people strategies to measurable business outcomes.

• Comfortable operating in ambiguity and balancing strategic leadership with hands-on execution.

• Experience supporting regional expansion or multi-market organizations in Southeast Asia is a strong advantage.