The Ministry of Industry continues to encourage the growth of the petrochemical industry in Indonesia because it plays an important role in meeting production needs in other manufacturing sectors. With its capital intensive, technology intensive and energy-intensive nature, the development of the petrochemical industry needs special attention from the government. One the challenges that petrochemical face is the human resources. At this time many corporations do an employer branding for winning the talent war especially the corporations in B2C industry. However, in B2B industry, where the growth is depending on macro economy condition and not directly interface with end customer, the B2B company must be able to formulate a strategic employer branding in order to keep the company sustain and competitive in the future.The research method used is qualitative-descriptive usingEmployer Brand Theory, B2B concept and Workforce concept. The data collection used in this research is obtained through interview and literature study. In many cases, B2B sales requires a more sophisticated person with a higher level of training who can have a larger impact on company profits and success, and consequently who commands a higher level of compensation.Those requirements tend to make B2B Company harder getting their potential workforce. Getting the best workforce becomes an important issue for the company. Various research data show that by hiring quality workforce, company performance and company profit will double. Awareness of this has made many companies compete to get the best workforce.
Keywords: Employer Brand,Workforce,B2B,Petrochemical,Polytama Propindo,Indonesia.