Initiatives / Great Place To Work - Driving Strategic business objectives of the Group of Companies, guided the team of business units to drive annual survey and continuously working on improving employee experience to make Silvermill a Great Place To Work.Initiatives / Manpower Monitoring System - Design and implement a system to plan and monitor the manpower of employees of the company. This includes the process map and online platform to request, report, and reconcile the number of manpower employees and as a result, it enables us to comply with required compliance requirements as well.Initiatives / Joint Consultative Committee - In strengthening the employee-employer relationship as well as complying with the social compliance requirements as well as a strategic movement to improve the industrial harmony. Also addressed employee grievances timely manner ensuring industrial harmony.Initiatives/Silvermill Sahana Welfare Shop - Demonstrating the value of Care for Employees, Silvermill Sahana Welfare Shop was initiated to support employees during the economic crisis partnering with other corporates to provide essentials at discounted Prices.Actively engaged in Group Strategic Planning Sessions being exposed to be a part of group-wide strategic initiatives and also part of Silvermill Strategic Leadership Development Program partnering with PIMExecuted Employee Engagement initiatives with precise objectives and branding to enhance the value and impact upon employee experience.Presently working on a project to develop machine operator skill development together with production and engineering team which will later be recognised for NVQ levels.Continuously working on improving compliance to labour laws and regulations while also ensuring the requirements of international buyers through SMETA and other buyer audits.Conduct training sessions for executives and managers for soft skill development and 5S with special focus to Lean Manufacturing Concepts.

Initiatives/Performance Management System - Designed and implemented from the grassroots level to management expectations. Most importantly, developed an online system to administer goal-setting, mid-year as well as year-end reviews across the group to cater to 300+ employees together with the internal IT team. This is being continuously improved to add competency framework as well.Initiatives/Silvermill Knowledge Centre - Formed Silvermill Knowledge Centre to make learning a habit for Silvermill backed by a library and knowledge Sharing by the internal employees. Also, Development Goals were introduced to Silvermill by linking performance of employees and personal and professional development.Initiatives/Silvermill Toastmasters Club - Formed Silvermill Toastmasters Club to create a platform for internal employees to sharpen their communication and leadership skills and linked achievement of Toastmasters pathway to performance goals.

- Initiated the Great Place To Work program across the group being one of the major projects- Handled the HR Pulse - Internal Magazine, a group HR news letter being exposed to each area of a professional magazine (Writing, Editing, Printing etc.)- Initiated LAUGFS Employee Ambassador Program which is one of the strong platform to speak an listen to the voices of employees in order to demonstrate the collaboration.- Handle the group wise employee engagement initiatives (LAUGFS Sandaham Prarthana, LAUGFS Damsak Nadha, LAUGFS Pehesara - Art Competition being the major events)

Managing overall HR functions of the factory consisting of 275 associates (Staff and worker) together with a team of four and responsible areas,- Cadre fulfillment- Managing employee life cycle - Monitoring of LTO and absenteeism- Employee recruitment initiatives - Door to door campaign and other, approach potential employees though high figures, banners, posters and handbills, paper advertisements, cash rewards, remote area campaigns etc.- Employee retention initiatives – career development, grading system, best team approach, induction and orientation, tea session, on the job coaching - Labour standards and compliance- Overlook general administration functions (Meal, Canteen, Security)- Overlook salary administration- Grievance handling- Handling disciplinary procedure- Handling workers council- People engagement activitiesSPECIAL PROJECTS HANDLED- Sewing machine operator grading system in line with organizational operational requirements- Employee performance evaluation system- KPI and organizational process flow mapping including responsible people and specific time frames

HR FUNCTIONS- Cadre Fulfillment- Monitoring of LTO and Absenteeism- Employee Retention and recruitment initiatives- Engage in Joint Consultative Committee (JCC) and inquiries.- Conducting induction and orientation training,.- Mini-HRM function (160 shop floor employees)- People engagement activities- CSR ActivitiesCOMPLIANCE FUNCTIONS- Assurances of labour standards, brand protection, supply chain security and trade compliance by conducting. Monthly/weekly audit - Conducting C-TPAT awareness, WRAP, Safety Awareness and 5S and Safety trainings.- Conducting monthly safety and compliance review and reporting to CFT REPRESENTATIONS- National Occupational Safety and Health Conference at Galadari Hotel, Colombo– 2012 and 2013- Independent Production Services Sri Lanka Conference at Hilton Residencies, Colombo – 2012 and 2013LEAN MANUFACTURING PROJECTS- Charter champion of 5S implementation and safety A3sADMINISTRATION FUNCTIONS- Six months working experience as Admin Officer being exposed to Transport, Meal, Security and Cleaning

Worked as a Finance Clerk being exposed to various types of customers

Worked as an Auditor at Ernst & Young, Maldives being exposed to various types of business organizations. (Travelling and tourism, Banking etc.)

Worked as a Junior Accountant at Wipro GE Medical Systems, Accountant at ABB Ltd, Audit trainee and senior.