HR Shared Services Indonesia

Scope and licensing. Both services are function-transfer outsourcing — People Profilers hires the staff who deliver the function and runs the operation on documented SLAs. The differences are what's in scope and which PP entity delivers the engagement.

HRSS is HR-only scope, including work permit and immigration applications on your behalf. Delivered through PT People Profilers Services, coordinating work permit and immigration filings for client employees with Kemnaker and Ditjen Imigrasi. HRSS suits employers with a foreign-national workforce who need ongoing immigration coordination as part of their HR function.

BPO Services is open-scoped — any recurring business process (HR, payroll, reception, document admin, customer support, finance support, etc.) BPO suits employers who want broad back-office outsourcing without work permit scope, or whose workforce is local-only.

Both services use the same commercial framework — 12-month minimum term with one month's fees held as a refundable security deposit. Many clients use both: HRSS for the HR + work permit piece, BPO for the non-HR functions.

People Profilers is the legal employer of the HR staff who deliver your outsourced function. When you hand your HR function over to us — payroll, employee lifecycle, benefits, work permit applications, statutory reporting — the people who carry out that work are our employees, hired and managed by us under PT People Profilers Services. We hire, train, retain, and direct them; you receive the function delivered to documented SLAs.

Your own non-HR employees (the rest of your workforce) remain your employees under your existing terms. Only the headcount delivering the HRSS function sits on PP's payroll.

Indonesia HRSS is delivered through PT People Profilers Services, coordinating work permit applications on your behalf with Kemnaker and Ditjen Imigrasi. For multi-country engagements, the relevant in-country PP entity is the legal employer in each market.

Depth. Work Permit & Immigration is a standalone advisory and filing service — you keep running your HR function in-house, and you engage us to file work permit applications (work permit, KITAS stay permit, dependant KITAS), handle renewals, and advise on immigration compliance. We don't run your HR; you do.

HRSS is full HR function transfer. We run payroll, employee lifecycle, benefits, statutory reporting and the work permit applications — all under one engagement, one recruitment licence, one operational team. The work permit piece is one part of a much broader scope.

Choose Work Permit & Immigration if you have a competent in-house HR team and just need a licensed partner for immigration. Choose HRSS if you want the entire HR function (including work permit) handed over.

Every HRSS engagement is documented in an engagement letter before the first operational cycle. The letter sets out the scope (functions covered, countries, headcount, target service levels, work permit volume), the fee structure, payment terms, and the statutory filings included.

Fees are transparent and itemised — service fees for each in-scope function, work permit application fees per submission (passed through at official government rates), separate line items for one-time setup or add-on modules (HRIS configuration, employee helpdesk), and pass-through statutory contributions at official rates with no markup.

Engagements have a minimum term of 12 months. HRSS setup is a meaningful operational investment for both parties — employee data migration, work permit record handover from your existing provider (if any), workflow configuration, statutory registration verification, and a parallel-run cycle before live cutover. The 12-month minimum reflects that commitment on both sides. One month's fees are held as a refundable security deposit for the duration of the engagement, returned at the close of the relationship or applied against the final invoice.

HRSS involves the most sensitive employee data flows of any outsourcing engagement — payroll, benefits, performance, work permit and immigration records, identity documents — so data security and personal data protection are core to the operating model. Employee master data, salary information, work permit details, and identity documents are stored in access-controlled systems with audit logging. Operational processing follows documented procedures with segregation of duties between input, review, and approval.

We comply with Indonesia's Personal Data Protection Law (Law No. 27 of 2022) and the equivalent personal data legislation in Singapore (PDPA), Malaysia (PDPA 2010), Thailand (PDPA), and Vietnam (PDPL 91/2025). Data residency, retention periods, and cross-border transfer protocols are documented in the engagement letter.

Statutory submission archives and work permit application records are retained for the period required by each jurisdiction's regulator — typically five to seven years — and accessible to you on request.

Most HRSS clients are running their first full operational cycle with us within six to ten weeks of engagement, depending on workforce size, work permit volume, and the complexity of the existing setup. The transition steps are: employee master data migration; work permit record handover from your existing provider; workflow configuration; HRIS integration; statutory registration verification; one parallel-run cycle to reconcile every output; then phased cutover.

Work Permit renewals scheduled in the cutover window are handled jointly with your outgoing provider (if any) to ensure no immigration submission gaps. We coordinate with your HR and finance leads throughout, with weekly check-ins during the transition period.

If you decide to bring HR back in-house at any point after the minimum term, the same data and process work in reverse — documented handover, archived records transferred, work permit records returned, statutory continuity preserved.