PT. Amerta Indah Otsuka

As the youngest child in her family, Ade Mayasari Nasution thrives on challenges and possesses a deep passion for people. This passion has fueled me to have 13+ year career as a human resources professional across diverse industries, including broadcasting, retail, startups, and FMCG. I Love to motivate young people and share my knowledge for those who need career advice. I have a proven track record in talent acquisition, employer branding, employee experience, and talent management. My skillset encompasses HRBP, organizational culture enhancement, and leveraging employee data analytics for strategic decision-making. I am also proficient in recruitment database systems, ATS, HR CRM strategies, Talent Management, and employee engagement initiatives. Even though my education only as Bachelor’s degree in Psychology from Universitas Sumatera Utara, with my agility, resilience, interest to learn something new bring me has a good journey in my career as an HR.

Current Role and Responsibilities

I work at PT. Amerta Indah Otsuka and oversee a wide range of talentrelated functions. As Head of Talent Strategy, I lead four Talent Acquisition teams, focusing on strategic workforce planning, external hiring (managerial to VP level), team leadership and mentorship, diverse sourcing strategies, employer branding initiatives (across universities, schools, social media, and industry events), positive candidate experience design, full-cycle recruitment management, data-driven performance analysis, vendor management, budget oversight, and the digitalization of recruitment systems. I also champion data-driven decision-making through collaboration with the analytics team.

In talent experience, my responsibilities include developing and executing comprehensive strategies across the employee lifecycle, championing company culture and inclusivity, designing engaging onboarding programs, enhancing employee engagement and satisfaction (including eNPS), overseeing well-being programs (based on seven pillars), leading DE&I initiatives, collaborating on internal communications, aligning performance management with culture, gathering employee feedback, fostering community building, and tracking key talent experience metrics.

“To build a strong workforce, HR leaders must balance technology with human connection, ensuring both efficiency and a seamless candidate experience”

In talent management, I focus on developing and implementing talent management strategies, designing performance management systems, creating learning and development programs, implementing succession planning, leading talent reviews, designing career development programs, partnering on organizational development initiatives, tracking key talent metrics, developing internal hiring processes and policies, and managing the talent management budget.

Significant Changes in Talent Acquisition

One of the biggest transformations in talent acquisition has been the impact of technology, particularly AI. Automated resume screening, AI-driven chatbots, and other technological advancements have streamlined processes and increased efficiency. The shift towards skills-based hiring is another significant trend, recognizing the need for adaptable talent in a rapidly changing work environment.

Social media has also evolved into a powerful sourcing and engagement tool, with platforms like LinkedIn, Instagram, and TikTok playing a crucial role. The increasing importance of candidate experience is another major shift, focusing on smooth, transparent, and personalized interactions. Additionally, the growing number of job platforms and rising investor interest in the talent acquisition market highlight how the industry is evolving.

Generational theory has further emphasized the need for tailored employer branding strategies to attract diverse talent pools. Finally, data and analytics have become indispensable in making data-driven decisions and ensuring continuous improvement in recruitment strategies.

Aligning Talent Acquisition with Mission, Vision, and Values

To ensure alignment, I translate the company’s mission, vision, and values (MVV) into measurable hiring criteria. For example, our HEXA principles (Passion, Respect, One for All and All for One, Visionary, Creative, and Credible) are embedded into our evaluation process.

Collaborative planning with leadership and hiring managers ensures hiring needs align with strategic objectives. Standardized interviews, behavioral event interviewing (BEI) methods, and structured questions reinforce these principles. We also leverage technology and automation to manage high application volumes while focusing on cultural fit.

Employer branding materials and candidate communication consistently reflect the company’s values. Additionally, performance metrics are tracked to assess cultural fit and probation success, with feedback loops in place for continuous improvement.

Incorporating DISC Assessments

As a certified DISC practitioner, I use DISC assessments as profiling tools to understand individual behavioral styles, communication preferences, and work approaches. This self-awareness is invaluable for personal development and team collaboration.

DISC provides a framework for analyzing team dynamics, identifying potential conflicts, and optimizing team composition. It also helps tailor communication strategies and offers a neutral language for conflict resolution. Additionally, DISC can be integrated into individual development plans, career pathing, and improving manager-employee relationships.

Advice for HR Leaders:

To succeed in today’s evolving talent landscape, HR leaders must:

• Be strategic and data-driven, using analytics to measure the impact of initiatives.

• Prioritize candidate and employee experience, ensuring seamless processes, personalized interactions, and feedback mechanisms.

• Thoughtfully integrate technology, balancing automation with the human touch.

• Invest in employer branding, leveraging authentic storytelling and employee advocacy.

• Remain agile and adaptable, continuously embracing change and innovation.

By focusing on these key areas, HR leaders can build strong, engaged, and future-ready workforces.