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Dian Hamama, AWS Indonesia HR Business Partner: My 27 September 2023 Email and What I Can Show

Rahmat Wibowo·

Header illustration: record on Dian Hamama, aws indonesia, strategic hr business partner

Dian Hamama is the HR contact I wrote to on 27 September 2023, days after my dismissal. This post separates the email I sent from the criticism of HR that I have since made.

This article does not claim that Dian Hamama acted unlawfully or personally decided to dismiss me. It records one email I sent her and my opinion of how the HR process went.

This is my account and my opinion. It is not a finding by any court, regulator or employer. The full list is in the original essay.

Scope and identity note

  • Who: the person whose public LinkedIn card reads "Dian Hamama", Strategic Human Resources Business Partner, Jakarta, with AWS and IPMI International Business School listed.
  • Sources: a logged-out LinkedIn screenshot and a screenshot of my own email. The email names her as recipient. I have no reply.
  • Contact: she was the HR business partner I turned to for help. I do not know how much of the process was hers and how much belonged to others.

What I observed

  1. On 27 September 2023, at 10:32, I emailed her under the subject "Mrs Dian Please Read I Need Your Help". I wrote that a thread about me had been viewed about 2.6 million times, that I believed I had been blacklisted from jobs in Indonesia, and that I wanted HR to look into the matter and protect AWS's reputation too.
  2. My dismissal had taken effect days earlier. My legal notice states that the dispute is registered with the South Jakarta Manpower Sub-Agency and is unresolved.
  3. In the hub essay I wrote that the problem began with HR "who can't hire a supportive employee, protect toxic employee, and fire someone against the law". That sentence is my opinion.

Shown versus not shown: what Dian Hamama's public profile shows and what I cannot say

What the record shows

  • The email shows that I asked her for help and what I asked for, in my own words and with a date and time.
  • The profile card shows her title and employer. It does not show who decided what in my case.
  • The manpower dispute shows that a complaint exists. It does not show an outcome.

What I cannot say

  • That she personally decided or carried out the dismissal.
  • That the dismissal was "against the law". That is my reading, and no authority has ruled on it.
  • That she protected any employee. I show no document for that.
  • That she received or read the email, beyond that I sent it to her.

Where I am probably wrong

I wrote to her in distress and may have expected an HR partner to do things that were outside her role. HR staff usually follow instructions from managers and legal teams, so the decisions I criticise may not have been hers at all.

Related record: my legal notice summary, which names her as a recipient.

Right of reply and correction policy

Dian Hamama is invited to send a response, correction or added context. A substantive response may be published alongside this article, subject to reasonable editing for privacy, safety and relevance. If reliable evidence shows that any factual statement here is wrong, or that the identification is mistaken, I will correct it promptly and note the change. Requests for removal of personal data will be considered in good faith.

Published by Rahmat Wibowo, InfraLoka — infraloka.co.id

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