People & visas
HR consulting
HR consulting Indonesia employers can use: agreements, handbooks, BPJS registration and advice.
Who this is for. A company with its own entity and its own staff in Indonesia that wants its employment documents right, and somebody to ask when an HR question comes up.
How it works
- Tell us what you have The agreements in place today, the size of the team, and anything you know is coming.
- Draft what is missing Employment agreements for each kind of role, and the handbook that sits behind them.
- Register the company and the people BPJS Health and BPJS Manpower, and the changes as your team grows.
- Stay available Advice whenever a question comes up, and a message from us when a rule or a rate that affects you moves.
Trusted by companies operating in Indonesia
On offer
What you get
- Advice on the right type of employment agreement for each role, and the agreement drafted to Indonesian law
- An employee handbook, drafted — and where formal company regulations are needed, we draft those and file them for the Ministry’s approval
- BPJS registration — Indonesia’s state social security schemes — for your company and your people, first time and as your team changes, for both BPJS Health and BPJS Manpower
- Ongoing HR advisory, so there is somebody to ask before a decision is made, not after
- Termination, compensation and severance, worked through with you before anything is said to the employee — and if it ever goes further, we can represent you
- A regulator watch on the provincial minimum wage (UMP), BPJS rates and employment tax rates — when one moves you hear from us, by email or WhatsApp
This is what the service can cover. What your own engagement includes is the scope we agree with you.
HR consulting Indonesia employers can actually use: the employment agreements, the handbook, the registrations and the advice behind them — drafted and handled by MAM’s own HR team, for a company that already has its entity and its people.
Most HR problems here start with documents written for somewhere else, or written once and never looked at again, and with rules that move without announcing themselves.
Which agreement, and why we start there
The first question is usually which form of agreement fits each role. A fixed-term agreement is only for work that is temporary by nature; one written for a job that is permanent becomes a permanent agreement by operation of law (Manpower Law, Article 59(2) and (3), as amended by UU 6/2023). So we read what you have before drafting anything new, while it is still a drafting decision.
After that comes the part that does not fit a project plan: the questions. What to do about a role that is not working. What somebody is owed if they leave, and in what order the conversation should happen. Whether a change you are planning is one you can make.
Where this sits next to payroll
Payroll runs the month: gross to net, BPJS contributions, PPh 21 (employee income tax) and payslips. HR consulting sets the terms that payroll then executes, and answers the questions payroll surfaces. HR and payroll are commonly taken together, from the same team and one set of records, so nothing is explained twice.
If you do not have an entity in Indonesia yet, neither is the place to start — employer of record is, because we become the legal employer and carry all of this ourselves.
The rules move, and we watch them for you
The provincial minimum wage is reset every year. BPJS rates and their wage ceilings are set by regulation and revised. Employee income tax has its own schedule and changed shape recently. None of it arrives in your inbox.
Watching those is part of the service, not an extra. The same discipline runs through what we publish: the compliance calendar and the cost of an employee are built from the regulations themselves, and dated.
Why us
Why MAM for HR consulting
- An in-house HR team, not a referral
The agreements, the handbook and the advice all come from MAM’s own people, so nothing is briefed out to a firm that has never met your company.
- Documents drafted for Indonesia
Employment agreements and handbooks written to Indonesian law rather than adapted from a group template that was drafted somewhere else.
- The rules watched for you
The provincial minimum wage, BPJS rates and employee tax rates each move on their own schedule. Tracking them is part of the service, and you hear from us when one changes.
- A self-service portal, where you want one
Everything the HReasily platform does is available to you — leave and expense claims approved online by whoever you appoint, attendance, and one employee record behind both. How much of it you use is your decision.
Credentials
Qualified, and accountable for it
MAM's work is done by qualified accountants and carried out to the standards of these professional bodies — not by a general administrator following a checklist.
Led by members 
Registered 
Member 
Through ACCA 
Partner Reviews
What clients say
We have engaged many business consultants in past and MAM Corporate Solutions is by far among the most informed and professional business consultants as per our experience. They have helped us with various services such as tax compliance, company incorporation and business valuations and every time they have exceeded our expectations.
MAM Corporate Solutions offers great services! All the team makes all the incorporation process very clear, and always takes the time to explain every step of the way in details. They are fast and efficient, and always make sure they find the solution that's most adapted to your need. I could not recommend them enough!
MAM Corporate Solutions provides us accounting service on Xero. They have always kept our records up-to-date and we are happy with their service.
Questions
What people ask us
We already have employment agreements. Is this still for us?
Usually, yes — companies that come to us often have something in place already. We read what you have, tell you where it no longer matches the law or the way you actually work, and redraft only what needs it.
Is this the same as payroll?
No, and they are normally taken together. HR consulting is the agreements, the handbook, the registrations and the advice behind your employment; payroll is the monthly run — gross to net, BPJS, PPh 21 and payslips. One sets the terms, the other executes them month after month.
When do we need formal company regulations rather than just a handbook?
Once you employ ten or more people. Indonesian law then requires written company regulations (*peraturan perusahaan*), which take effect when the Ministry of Manpower ratifies them, and which are renewed at least every two years (Manpower Law, UU 13/2003, Articles 108 and 111). We draft them and file them for approval. Below ten, a handbook is a choice — and still a good one. Tell us your headcount and we will tell you which you are looking at.
Who actually does the work?
MAM's own HR team. The agreements, the handbook and the advice are drafted and given in-house, so the person who drafted your agreement is the person who answers the question about it two years later.
Goes with this
Often needed alongside this
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Learn more →Talk to someone who does this every day
A free 30-minute call. Bring the situation you are actually in, and you will leave with a clear view of what is involved.