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2023

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<h2 class="text-lg font-semibold">Head Office</h2>
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<h2 class="text-lg font-semibold">Site Obi</h2>
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<div class="hidden md:flex text-xs"><a href="mailto:corporate.secretary@haritanickel.com" target="_blank" rel="noopener noreferrer">Corporate Secretary: corporate.secretary@haritanickel.com</a></div>

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Harita Nickel has awarded Operational Licenses (Surat Izin Operasional/SIO) to 60 operators as part of its efforts to strengthen occupational health and safety (OHS) culture and ensure formally recognized competency standards.
A total of 60 participants successfully obtained licenses for heavy equipment and Overhead Crane operations. This milestone marks an important achievement for the recipients and reflects the company’s commitment to ensuring that all operational personnel meet standardized competency requirements.
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://api.tbpnickel.com/storage/images/Media/Liputan/Kabar%20Obi/Lainnya/Penyerahan%20SIO3.jpg" alt="hydraulic excavator" width="800" height="534">
The program also contributes to strengthening local workforce capacity. The participation of employees from Obi and North Maluku forms part of the company’s ongoing efforts to enhance the quality of human resources in its operational areas.
The SIO certification process was conducted from November 20 to December 4, 2025, in three batches. Of the 60 participants, 2 were from PT Trimegah Bangun Persada (TBP) and 58 from PT Megah Surya Pertiwi (MSP), with the majority being local talents from North Maluku.
The certification was implemented through a self-funded scheme by employees, facilitated by the company through a structured mechanism. This approach not only expands access to competency development but also fosters a stronger sense of ownership and individual responsibility toward professional excellence.
Deputy Head of HSE and Security at PT MSP, Charles Hasiholan, emphasized that the SIO is more than an administrative document.“An Operational Licence is not just a piece of paper. It represents proven competence and a commitment to workplace safety, as well as compliance recognized by the state. Most importantly, it is about how we uphold safety in daily operations,” he stated.
He further added that operator competency is not defined solely by technical skills, but also by knowledge and work attitude. These three elements form the foundation of certified operators and position them as role models in the workplace.
Meanwhile, HR &amp; Admin Superintendent of PT MSP, Tius Subekti, noted that this achievement reflects the company’s core values. “This is a manifestation of the achievement-oriented mindset that defines Harita Nickel’s values. With this certification, each operator is expected to uphold responsibility and integrity in every task,” he explained.
Through this SIO certification initiative, Harita Nickel reaffirms its commitment to developing a competent, high-integrity, and safety-driven workforce. Certified operators are expected to serve as the frontline in fostering a safe, productive, and sustainable working environment.
<img class="n1ed--selected" style="display: block; margin-left: auto; margin-right: auto;" src="https://api.tbpnickel.com/storage/images/Media/Liputan/Kabar%20Obi/Lainnya/Penyerahan%20SIO2.jpg" alt="Operational Licenses Harita Nickel" width="800" height="534"><script src="https://cdn.flmngr.com/widgets.js?apiKey=FLMNFLMN" data-ts="1784687757939"></script>

Strengthening Operator Competency and Safety Culture, Harita Nickel Awards SIO Certifications

On Obi Island, career journeys often begin with simple opportunities, then evolve over time through experience, perseverance, and dedication. For many local residents, success is not instant; it unfolds gradually, in step with the dynamics of a growing industry.
One such story is that of Frangi Cako, a young man from Kawasi. He began his career at Harita Nickel in 2015 as a security officer at just 18 years old. Over time, his discipline and experience led him to become a Team Leader, and since September 2025, he has served as a Security Supervisor.
“In Industrial Sector 3, we have 43 personnel assigned to strategic points across the company,” he said.
For Angki, as Frangi is commonly known, the role of security goes far beyond guarding posts. His responsibilities include managing personnel, coordinating safety measures, and handling administrative work. He has also had the opportunity to attend computer training, something he had never experienced before.
“Here, we learn new skills that directly support our work,” he added.
Angki also challenges the perception that local workers have limited opportunities to grow. For him, those opportunities are real, provided there is a willingness to learn and work hard.
“I was born and raised in Kawasi. Reaching this position proves that local talent has real opportunities here. What matters is dedication, not complaints,” he emphasized.
Having spent more than a decade working his way up from the ground level, his journey carries a clear message for the younger generation of Obi: there are no shortcuts to building a career.
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From the Field to Supervisory Roles
A similar journey is shared by Yokber Cecene, now a Supervisor in Construction &amp; Engineering. He joined the company in 2007, when around 50 Kawasi residents were recruited to help lay the foundation of operations.
“I started from the most basic roles. Now, I lead a team consisting of several foremen and crew members,” he said.
His experience is closely tied to construction work, including the development of the Akelamo Bridge connecting Kawasi and Soligi. Dedication and accountability have been key to his career progression.
This growth is also reflected in his personal life. Once a young worker, he is now a family man, with a child currently pursuing education in Yogyakarta.
“Our family’s economic condition has improved significantly. My wife now runs a small grocery business near our residential area,” he shared.
For Yokber, industrial development has not only created jobs but also opened up broader economic opportunities for the surrounding community.
<figure class="image align-center"><img src="https://api.tbpnickel.com/storage/images/Media/Liputan/Kabar%20Obi/Lainnya/Putra%20Putri%20Obi2.jpg" alt="Harita Nickel employees are from Kawasi" width="600" height="367">
<figcaption>Yokber Cecene, a native of Kawasi, now holds the position of Construction &amp; Engineering Supervisor. He began his career on site before moving into a supervisory role.</figcaption>
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A New Generation Taking Its First Steps
From the younger generation, Sifa Sahbila Amirudin represents a different pathway. The 19-year-old from Soligi Village began her journey through the PELITA (Skills and Competency Development Program), Batch IV, with a focus on Mandarin language training.
She is currently an intern in the HRGA Department, working as a translator. “I chose to study computer skills and Mandarin because they are highly relevant to the industry’s current needs,” she explained.
Financial constraints once prevented her from pursuing higher education. However, the internship opportunity has opened new doors for personal growth.
At first, she admitted feeling uncertain and lacking confidence. Yet, her experience in the workplace has helped her grow. “I was warmly welcomed. Many colleagues supported and guided me,” she said.
For Sifa, this experience is not just about work; it is a first step toward supporting her family and building her future.
The stories of Angki, Yokber, and Sifa reflect the transformation taking place on Obi Island. Amid the rapid growth of the nickel industry, more local talents are no longer merely bystanders, they are stepping forward and taking part.
They are growing alongside the industry and are now truly becoming key contributors in their own homeland.
<figure class="image align-center"><img src="https://api.tbpnickel.com/storage/images/Media/Liputan/Kabar%20Obi/Lainnya/Putra%20Putri%20Obi1.jpg" alt="Intern at HRGA Department " width="600" height="401">
<figcaption>Sifa Sahbila Amirudin, salah satu generasi muda terbaik Pulau Obi di tengah kesibukan menjalani masa magang di Departemen HRGA Site Obi.</figcaption>
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Growing with the Industry, Obi’s Local Talents Step Forward

A few months ago, Mulyono La Hasima had never worked with heavy equipment. Today, the young man from Soligi Village can be found inside a mining workshop on Obi Island, South Halmahera, inspecting the electrical systems of machinery used in daily operations.
Now working as an Auto Electrician at Harita Nickel, Mulyono is doing a job he once never imagined for himself.
“I didn’t have any skills before. Now I can help maintain and repair equipment,” he said.
Like many young people in remote regions, Mulyono finished high school without specialized skills that could immediately open the door to employment. For a time, he was unsure what came next.
The opportunity arrived when he joined the Mechanic Talent Pool Program (MTPP), a five-month intensive training initiative designed by Harita Nickel to prepare local workers for careers in the mining industry.
<figure class="image"><img src="https://api.tbpnickel.com/storage/images/blobid0_1.jpg" width="700" height="466">
<figcaption>Mulyono La Hasima (center) and a group of Obi youths who graduated from the Mechanic Talent Pool Program (MTPP) are now pursuing careers as mechanics at Harita Nickel.</figcaption>
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That was where everything began. Mulyono started from the basics, learning machine components, understanding how heavy equipment systems work, and adapting to the discipline and safety standards required in mining operations. What once felt unfamiliar soon became routine.
“At first it was difficult because everything was new. But over time I got used to it. The training really helped, and now I feel much more confident,” he said.
Today, Mulyono is no longer just learning. He is directly involved in daily operations, conducting routine inspections, assisting with repairs, and helping ensure heavy equipment remains operational.
Mulyono’s story is shared by Yislam Meidira, a young man from Laiwui Village who now works as a heavy equipment mechanic, assisting senior technicians with maintenance and repairs.
At his age, Yislam never expected a training program would eventually lead to employment.
“I’m happy. At first, I thought it was only training, but afterward I was offered a job. I used to have no skills, but now I’ve been trained and can work,” he said proudly.
For Yislam, the change is about more than employment. It is also about finding opportunities that once felt out of reach.
“Now I feel like I have direction,” he said.
Most MTPP participants come from similar backgrounds, little experience and no ready-to-use technical skills. Over five months, they are introduced to the realities of industrial work through hands-on learning and direct exposure to workshop environments.
<figure class="image"><img src="https://api.tbpnickel.com/storage/images/blobid1_2.jpg" width="700" height="466">
<figcaption>The Graduates of the Mechanic Talent Pool Program (MTPP) receive briefings from supervisors before beginning their duties at the workshop facilities of Harita Nickel.</figcaption>
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The training takes place not only in classrooms, but also in workshops where participants work directly with equipment and real operational situations. The approach helps ease the transition from training into the workplace.
Harita Nickel Operations Director, Younsel Evand Roos, said the program was created to bridge industry needs with local workforce potential.
“MTPP not only equips participants with technical skills, but also prepares them to work according to industry standards,” he said.
The initiative has also received support from the local government. Head of the South Halmahera Manpower and Transmigration Office, Daud Djubedi, said programs like this are important for expanding access to jobs while improving the quality of local workers.
“This addresses industry needs while also creating opportunities for the community,” he said.
For Mulyono, the transformation is not only about having a job, but also about how he now sees the future.
“When you have skills, you have more options. Wherever we are, we can always keep trying,” he said.
<figure class="image"><img src="https://api.tbpnickel.com/storage/images/blobid2_2.jpg" width="700" height="466">
<figcaption>Mulyono La Hasima sedang mengerjakan perbaikan alat berat di area workshop atau fasilitas bengkel Harita Nickel.</figcaption>
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On Obi Island, that transformation is beginning to take shape with slowly, but visibly. Young people who once started with no technical skills are now gradually taking on roles within the industry.
Programs like MTPP have become one pathway. At the same time, other initiatives such as the PELITA vocational program continue to grow and have now entered their fifth batch, offering training ranging from heavy equipment operation to Mandarin language classes and air-conditioning servicing.
For the company, these programs are part of a broader effort to develop a local workforce ready to grow alongside the industry. But for Mulyono and many others, the meaning is simpler.
They arrived with little experience. Today, they return not only with jobs, but with skills, confidence, and a clearer sense of the future they want to build for themselves.
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From Unskilled to Skilled Mechanics: How Obi’s Youth Are Building New Futures at Harita Nickel

As the time for iftar approached, a warm atmosphere could be felt across Harita Nickel’s various workplaces. Employees gathered together, some still wearing their work uniforms after completing field activities. Amid the meaningful spirit of Ramadan, the moment of togetherness became part of Ramadan Safari 2026, a series of gatherings between management and employees held across Harita Nickel’s business units at the Obi site as well as its representative offices in Labuha and Ternate.
More than simply a communal iftar, the Ramadan Safari serves as a platform for dialogue between management and employees. This year’s event carries the theme “One Harita, Looking Out for Each Other: Strengthening Teamwork, Facing Challenges.” The theme reflects the spirit of unity among Harita employees as they navigate the evolving dynamics of the industry.
<img src="https://api.tbpnickel.com/storage/images/Safari%20Ramadaan%202026_HJF.jpg" alt="Safari Ramadhan Obi Site" width="1000" height="666">
In his remarks, Topan Prasetyo, business controller of Harita Nickel, began by expressing appreciation for the contributions of all Harita employees throughout 2025. Representing the company’s board of directors, he thanked employees for their dedication in helping the company overcome various challenges.
“Through our collective efforts, we have not only managed to endure, but also achieved several strategic milestones,” he said.
Among the company’s key achievements, he noted the optimization of a 40-megawatt-peak (MWp) solar power plant, progress toward obtaining certification under the Responsible Minerals Initiative–Responsible Minerals Assurance Process (RMI RMAP), improvements in operational efficiency and the expansion of social programs benefiting communities surrounding the mining area.
However, Topan emphasized that the challenges ahead remain significant. The global nickel industry continues to evolve rapidly, influenced by fluctuations in commodity prices, advances in electric vehicle (EV) battery technology and rising demands for higher compliance standards.
<img src="https://api.tbpnickel.com/storage/images/Safari%20Ramadan%202026_KPT.jpg" alt="Ramadhan Safari Ternate Representative Office" width="1000" height="667">
“We cannot afford to be complacent. We must continue working harder to maintain the company’s competitiveness,” he said.
In response to these developments, management has designated 2026 as a year of collaboration, aimed at strengthening teamwork to address the challenges ahead. All Harita employees are expected to enhance operational resilience while improving efficiency. Topan also reminded employees of the importance of the company’s core values of Teamwork and Accountability as the foundation for every work process across all business units.
For employees, the Ramadan Safari provides an opportunity to hear directly from management while strengthening a sense of solidarity. Hardiana, an employee of PT Halmahera Jaya Feronikel (HJF), a Harita Nickel business unit specializing in ferronickel smelting, said she was pleased to take part in the event.
“Through this event, we can better understand the company’s conditions and challenges firsthand. The atmosphere also feels more personal because it takes place during Ramadan,” she said.
A similar sentiment was expressed by Rifaldi Duwila of Harita Nickel’s Labuha representative office. Known by his nickname Atta, he said the Ramadan Safari serves as a bridge for employees at representative offices to stay connected with operational developments at the site.
“Through the Ramadan Safari, we receive direct updates on operational developments. It makes us feel closer to colleagues working at the site,” he said.
<img class="n1ed--selected" src="https://api.tbpnickel.com/storage/images/Safari%20Ramadaan%202026_KPL_1.jpg" alt="Photo Together Iftar Together" width="1000" height="667">
As the call to the Maghrib prayer echoed, management and employees broke their fast together. The warm conversations that followed reflected the spirit of togetherness that forms an important part of Harita Nickel’s workplace culture.
Amid the increasingly dynamic challenges facing the industry, the Ramadan Safari serves as a reminder that the company’s greatest strength lies in the collaboration and unity of its people. The spirit of One Harita continues to drive everyone forward in facing challenges with a shared purpose.
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Ramadan Safari 2026: Strengthening Teamwork to Face Future Challenges

Swift and precise emergency responses are never a coincidence; they are the result of rigorously tested systems. To strengthen the reliability of its emergency preparedness, Harita Nickel, through its business units PT Halmahera Jaya Feronikel (HJF) and PT Dharma Cipta Mulia (DCM), recently rolled out comprehensive integrated rescue and medical simulations.
Conducted separately by the two units, these drills served as a crucial stress test for cross-departmental collaboration when facing real-world crises on the ground.
Testing the Integrated Medical System in a Mass Poisoning Scenario
<figure class="image"><img src="https://api.tbpnickel.com/storage/images/mceu_24590042011772953097118.jpg" width="1080" height="720">
<figcaption>Medical personnel examine a worker during a food poisoning response simulation at the company’s healthcare facility.</figcaption>
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At PT HJF, the drill centered on a medical emergency scenario involving mass food poisoning at the employee mess hall. Initial reports to the Command Center indicated that several employees were experiencing severe nausea, dizziness, and stomach cramps just one hour after lunch.
To test the system’s capacity on a large scale, the simulation involved 15 "victims." Ten were categorized with mild to moderate symptoms (green and yellow triage), while five were in severe condition (red triage). The severe cases were simulated to have experienced repeated vomiting and diarrhea up to ten times—a critical condition that, in reality, threatens to cause severe dehydration and rapid electrolyte imbalance.
Strict triage implementation was key to the crisis response. Red-category patients were immediately evacuated to the Emergency Room (ER) for intensive care, while the others received outpatient treatment.
PT HJF Medical &amp; Paramedic Supervisor, Sugianto, explained that the food poisoning drill aimed to comprehensively evaluate system readiness and identify operational bottlenecks when handling large-scale cases that demand cross-departmental teamwork.
Echoing the urgency, Harita Nickel Site Medical Doctor, dr. Randy Palittin Tonapa, emphasized the fatal risks of massive bodily fluid loss. "Symptoms of vomiting more than three times accompanied by severe stomach cramps must be treated immediately to prevent drops in blood pressure and even loss of consciousness," dr. Randy warned.
Adhering to the principle that "time saving is life saving," he urged employees not to panic during an emergency. Instead, they are advised to contact the Command Center immediately so the integrated medical team can be dispatched to the scene without delay.
Evaluating Operational Rescue Procedures
<figure class="image"><img src="https://api.tbpnickel.com/storage/images/mceu_66035276821772953114904.jpg" width="1080" height="720">
<figcaption>Harita Nickel’s emergency response team conducts a first-aid simulation for a worker during an emergency response drill in the operational area.</figcaption>
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Emergency response capabilities were also put to the test at PT DCM through an occupational accident drill in the stone crusher area. The team's agility was measured in a scenario where an employee was trapped in a belt conveyor after the machine suddenly turned on during maintenance.
Upon receiving the emergency report, the Command Center immediately orchestrated the deployment of a joint response team—consisting of Fire and Emergency Services (FES), Clinic, Security, and Safety personnel—to conduct rapid extraction operations and administer first aid.
PT DCM OHS Superintendent, Priyo Adi Pamungkas, explained that the simulation serves as both an educational and evaluative tool to refine evacuation procedures, triage protocols, and identify operational gaps. "The primary goal is to evaluate collaboration among our response teams before we face actual emergencies in the field," he emphasized.
The successful execution of these two drills demonstrates that Occupational Health and Safety (OHS) at Harita Nickel is a dynamic, constantly evolving system. Through continuous procedure evaluations and integrated training, the company ensures that all emergency response elements remain perpetually on standby to protect its most valuable asset: its employees.

Bolstering Emergency Readiness: Harita Nickel Conducts Integrated Rescue and Medical Drills

The commemoration of the 2026 National OHS (K3) Month at PT Megah Surya Pertiwi was marked by order and discipline. Every stage of the event demonstrated that safety governance is not merely about policies and procedures, but a reality present in daily practice.
Amidst the ceremonial ranks, one moment captured the evolving dynamic of the organization. For the first time, the ceremony commander for the OHS Month commemoration at PT MSP was a woman. Ummu Iqrima Alqibtia led the proceedings with calm precision, bringing operational discipline into the organization’s most visible arena.
Ummu’s presence underscores a vital point: inclusivity plays a tangible role in responsible operations. In functions demanding high precision, regulatory compliance, and uncompromising consistency, such as Hazardous and Toxic Waste (LB3) management, diverse perspectives sharpen the organization’s ability to read risks and maintain vigilance.
In her daily life, Ummu serves as a Hazardous Waste Foreman. Her role exists in a territory rarely seen but absolutely critical. Every procedure executed correctly means risks are contained, impacts are minimized, and safety is preserved, a silent responsibility that supports the entire system.
Ummu’s appointment as the ceremony commander stemmed from a simple and open internal process. When the position opened, she stepped forward, earning the trust of her team.
"It was on her own initiative, and the team agreed," noted Rivai Zamzam, Environmental Supervisor.
For Ummu, leading the ceremony was not just about ceremonial symbolism. She views leadership as the awareness that every detail carries consequences for collective safety—much like the small, critical decisions she safeguards every day in her work area.
This attitude was forged through a long journey. Her education at the Forestry Vocational School in Makassar instilled field discipline and decisiveness in execution. This experience was further fortified by her Forestry studies at Khairun University, Ternate, and the Independent Student Exchange program at ITS Surabaya, focusing on Environmental Engineering.
"Environmental management is an interconnected system. If one part is loose, it affects everything," she explained.
This principle is the foundation of Ummu’s work ethic. Her greatest challenge isn't just ensuring procedural compliance, but building the awareness that hazardous waste management is a collective responsibility that determines long-term operational resilience. Through a hands-on approach, including oil spill drill simulations, she emphasizes shared readiness for when risks become reality.
At this intersection, Ummu’s role in the hazardous waste warehouse and on the ceremonial podium converge. Both speak to the same values: responsibility, vigilance, and the consistency to uphold standards. True leadership is shaped not only by the spotlight but by the willingness to shoulder the silent responsibilities that keep the system running, day after day.

From Hazardous Waste Management to the Ceremonial Podium: The Leadership Journey of Ummu Iqrima Alqibtia

In many workplaces, the word "compliance" often feels dry: synonymous with stacks of thick documents, complicated tables, and stressful audits. However, for Claudia Gloria Kowaas, behind those rows of numbers and administrative checklists, there is something fundamental at stake: human lives.
Joining Harita Nickel on February 1, 2022, as an Occupational Health and Safety (OHS) Compliance &amp; System Staff, Claudia arrived with a Bachelor’s degree in Public Health and a significant question: how do safety systems truly work in the high-risk mining industry?
"The first thing I learned is that procedural compliance is the foundation of work safety," she says. This sentence sounds simple, but its meaning becomes complex when confronted with the reality in the field.
Claudia is not on the operational front lines, operating heavy machinery or production equipment. However, every report she compiles, every accident data analysis she dissects, and every document she manages has a direct impact on thousands of operational working hours.
Her task is not merely ensuring the company passes audits. For Claudia, an audit is a test of the system's integrity. "During an audit, what is tested is consistency. Are procedures being executed as written? Have risks that previously emerged been controlled?" she asserts.
Her toughest challenge is often not the data, but human dynamics. Overseeing follow-up improvements across departments requires persistence. She must navigate tight deadlines and dense operational priorities.
"The most frequent obstacle is workers who consider procedures (SOPs) as mere formalities. In reality, unresolved audit findings or ignored SOPs are risk gaps that must be closed immediately," Claudia reveals.
Claudia's consistency in guarding this system has not gone unnoticed by management. Hendri Saputro, OHS Superintendent at PT Halmahera Jaya Feronikel, expressed appreciation for Claudia's performance, noting her vital role in maintaining the company's safety standards.
"Claudia is a meticulous and persistent figure. In OHS, administrative precision is the first gate of operational safety. Her ability to communicate compliance needs to other departments also greatly helps us keep the safety management system running effectively and sustainably," said Hendri.
Claudia's career journey at Harita Nickel has shaped her into a disciplined individual with integrity. She realizes that a safety system cannot stand alone; collective awareness is needed so that every policy is truly implemented, not just read.
"For me, work safety is a shared responsibility to protect every worker so they can work safely, stay healthy, and return to their families unharmed," she concludes.
Claudia proves that safety heroes are not always the loudest voices in the field. Sometimes, they are the people working in spaces rarely seen but who have a vast impact, ensuring the system becomes a sturdy final line of defense for all workers.<script src="https://cdn.flmngr.com/widgets.js?apiKey=FLMNFLMN" data-ts="1784683066994"></script>

Claudia Kowaas: When Compliance Becomes the Last Line of Defense for Safety

Working in the mining industry requires strong physical and mental resilience, as well as the willingness to take responsibility. This is reflected in the professional journey of Fadli Wahda, widely known as Akha. A graduate of Mining Engineering from Muhammadiyah University of Ternate, Akha demonstrates that sustainable career growth is built through consistency, dedication, and hands-on experience in the field.
Akha began his career in 2018 in Buli, East Halmahera, where he served as a safety officer. In this role, he developed discipline and adaptability while working within the demanding and dynamic environment of mining operations.
He carried this experience with him when he crossed over to Obi Island to join Harita Nickel in October 2019. At the time, the site was far from as established as it is today. As a Field Safety officer, Akha was directly involved in the early stages of construction, a phase filled with challenges.
During this period, large-scale construction activities were underway, heavy equipment operated continuously, and personnel from multiple contractors worked simultaneously. Akha’s responsibilities extended beyond administrative safety checks; he was tasked with ensuring that all personnel could perform their duties safely and return home without incident.
“The challenges at that time were substantial. We were not only implementing procedures, but also establishing a safety culture. Communicating safety requirements effectively, without causing friction, was a skill I developed through daily practice,” Akha recalled.
His performance and collaborative approach led to his promotion to Foreman in 2021. This transition marked a critical phase in his professional development, as he shifted from being a peer to assuming a leadership role. Managing former colleagues and providing direction required strong interpersonal and leadership capabilities.
“The primary challenge was mental adjustment. Previously, we worked side by side in the field; suddenly, I was responsible for giving direction. I chose an inclusive leadership approach rather than a directive one,” he explained. As a Foreman, Akha was also responsible for resolving on-site issues and ensuring effective coordination with management.
In his new role, Akha led a team of more than a dozen personnel. He maintained an active presence in the field and prioritized open communication to ensure operations ran efficiently without creating unnecessary hierarchical barriers.
This balanced leadership style, approachable yet firm, was positively recognized by management. In September 2025, Akha was appointed as OHS Monitoring Supervisor, a role with broader and more strategic responsibilities. Despite this advancement, his operational focus and field-oriented mindset remain central to his work.
Akha’s promotion received direct acknowledgment from Harita Nickel’s Safety Superintendent, Tomy Bongga. According to Tomy, Akha exemplifies leadership developed through operational experience.
“Akha demonstrates a strong capacity for adaptation. His key strength lies in translating company policies into practical guidance that is easily understood and applied by field personnel. This promotion reflects recognition of his initiative and leadership effectiveness,” Tomy stated.
For Akha, Harita Nickel represents more than a professional workplace, it is an environment that supports long-term growth. His contributions at the Obi site have resulted in tangible outcomes, including improved stability for his family in Ternate and a more structured outlook for the future. Harita Nickel has served as a platform for realizing his professional aspirations.
Despite his current supervisory position, Akha remains committed to continuous improvement. “As long as opportunities exist, there is always room to grow. The key is to keep learning, uphold integrity, and remain humble in all professional interactions,” he concluded.<script src="https://cdn.flmngr.com/widgets.js?apiKey=FLMNFLMN" data-ts="1784685065102"></script>

Fadli Wahda: Forged by Field Challenges, Refined in Leadership

Not all great things start with long-term planning. Sometimes, they begin with a simple need. Such as when several employees of PT Halmahera Jaya Feronikel (HJF), PT Karunia Permai Sentosa (KPS), and PT Obi Sinar Timur (OST) got together and realized that their creative interests needed space to grow.
From that need, the idea of an internal creative space began to take shape. This potential was first recognized by Christoforus Nanda Rahardian, Industrial Relations Specialist at HJF. He saw that many employees had creative interests and abilities, but did not yet have a shared platform.
According to Christo, this idea stemmed from simple observations of everyday life at the site. "I saw a lot of creative potential in my friends. Some like photography, some are interested in making videos, but everyone works independently. From there came the desire to create a more fluid space, so they could learn from each other and feel like they belong," he said.
From there, Herocreative was formed, an internal community that serves as a space for learning and collaboration for Harita Nickel employees on Obi Island, run by employees, for employees.
The head of Herocreative, Rudianto Sapsuha from the Fire Emergency Service department, believes that Herocreative serves as a space that bridges employees' creative interests with a spirit of collaboration. “Many of our colleagues are actually interested in creative fields, but don't know where to start. Here, we learn together, help each other, and if possible, contribute to the company as well," he said.
What makes this community interesting is its diversity. Some members are holding a camera for the first time, those who started by learning video editing through online tutorials, and those who have been pursuing photography for a long time but have never had a space to share. This combination of skills actually helps them grow. No one feels superior, no one is left behind, everyone grows together.
Muhammad Rizal Tahir, a member of Herocreative from the Equipment department who is often actively involved in internal company activities, said that this experience changed the way he viewed his routine. "There are many things in the field that turned out to be interesting. I used to overlook them, but after joining Hero Creative, I became more sensitive to things that I could turn into content," he said.
Meanwhile, Nur Fadhilah Ahmad from the Production department felt something similar. Despite coming from a work background far removed from the creative world, Herocreative opened up a new perspective for her in seeing her daily life at the site.
"I'm so happy to be part of Herocreative. I didn't really understand how to create content at first, but now I'm starting to learn how to come up with more interesting ideas," she explained.
Nur, who has been working at HJF since 2023, also admitted that the existence of Hero Creative makes the work environment feel more comfortable. Moreover, the company regularly holds various interesting events involving this community. “So, I don't get too bored with the same old routine,” she explained.
Over time, Herocreative's activities continue to grow. From small shooting sessions to being involved in documenting various internal events, this community has begun to play a role in presenting more organized visuals. They do not work as a professional team, but their contributions have allowed many divisions and departments to see the company's activities from a closer perspective.
The impact was even greater than they had imagined. Members from various departments who previously rarely interacted with each other were now able to sit together, discuss, give each other feedback, and even laugh when reviewing photos that were out of focus.
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For Harita Nickel, the presence of the Herocreative community adds a new dimension to the development of internal engagement. This community shows that creativity can flourish in any environment as long as it is given the opportunity, support, and space.
Herocreative may be growing slowly, but the foundation they have built is strong: an initiative facilitated by the company and run entirely by employees. They are not a formal unit, nor a large team, but their presence reminds us that behind every operational activity there is always a human story worth celebrating.
That is where Herocreative finds its role, bringing a new perspective, presenting stories from behind the scenes, and affirming that creativity always has a place, as long as there are those willing to give it space.

Herocreative, A Space for Employees to Develop Their Creativity

The turn of the year is a special moment for thousands of Harita employees from various business units at the Obi Island Site. Amidst a busy and dynamic work schedule, New Year's Eve is used as an opportunity to pause for a moment, gather together, and close out 2025 in an atmosphere of togetherness with the spirit of "Satu Harita, Saling Menjaga” (One Harita, Looking After Each Other).
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At PT Megah Surya Pertiwi (MSP), the New Year celebration coincided with the company's decade-long journey. With the theme "One Decade, MSP Blue Growing Stronger," the togetherness across departments became a strong symbol of the sense of belonging that has grown and been maintained over time.
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A similar spirit was also felt by Harita employees in the Living Quarter area of PT Halmahera Persada Lygend (HPL). With a carnival and night market concept, the celebration was designed to be more intimate and friendly. Various game stalls, snacks, and light entertainment created a warm atmosphere, complemented by an entertainment stage featuring music, dance, and stand-up comedy as a showcase for employee talent.
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Meanwhile, PT Halmahera Jaya Feronikel (HJF) hosted Herophoria Fest 2026 under the theme “Tunevolution (Environmental &amp; Sustainability Collaboration).” The festival provided an open and inclusive space for Insan Harita to actively participate in a wide range of performances, ranging from traditional dances, fashion shows, to music and DJ performances. Enthusiasm and creative freedom colored the celebrations welcoming the new year.
On the occasion, Deputy Technical Support of PT Halmahera Jaya Feronikel, Agung Aribowo, expressed his appreciation for the company’s achievements throughout 2025. Management extended its gratitude to all Insan Harita for their active contributions to the company’s journey over the past year.
Entering 2026, Agung encouraged all Insan Harita to continue strengthening safety performance through collaboration, mutual support, and a shared commitment to continuous improvement. He emphasized that togetherness and a culture of caring for one another are key to navigating future challenges.
The celebration was also lively at the Nirwana Field of PT Trimegah Bangun Persada (TBP) through Lojisoundfest, which was held forthe fourth consecutive year. Under the theme “Gemuruh Nusantara, Semangat Timur Membara” (The Roar of the Archipelago, the Spirit of the East Ablaze), the event featured musical performances representing the cultural diversity of the archipelago, ranging from Javanese koplo songs by North Java Entertainment to popular hits from Eastern Indonesia presented by Willy Sopacua and Glen Sebastian. The enthusiasm of Insan Harita filled the event area until New Year's Eve.
Throughout the series of celebrations across Harita Nickel’s business units, management also invited all Insan Harita to offer prayers and sympathy for those affected by natural disasters in Aceh and Sumatra. Harita Nickel’s Director of Operations, Younsel Evand Roos, stated that the New Year celebration on Obi Island was carried out with deep empathy amid the grief experienced by flood victims in Aceh and Sumatra.
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"This moment serves as a reminder to all of us that togetherness is not only celebrated in joy but also manifested through empathy and care. The spirit of 'Satu Harita, Saling Menjaga' continues to be an important value in Harita Nickel's journey," he said.
The New Year celebration at the Obi Island Site closed 2025 with a warm and meaningful impression. Behind the festivities, one shared value stood out: togetherness as the foundation for the journey ahead. With the spirit of “Satu Harita, Saling Menjaga,” Insan Harita step into 2026 with the confidence that challenges will be lighter when faced together.

Welcoming 2026, Insan Harita Celebrates Togetherness in the Spirit of "Satu Harita, Saling Menjaga"