Human Capital: 15Clientele: 50+ Corporates, Organizations & EntrepreneursKey Contributions:★ Leadership: Business partner for a serviced and managed office space business, achieving a monthly LKR 10M - 15M monthly revenue.★ Team Development: Led HR, Finance and operations for a growing team of 17 staff, focusing on recruiting, onboarding, and operational infrastructure for business expansion.★ Process Optimization: Developed operational frameworks, HR systems, and an employee engagement strategy to enhance productivity and maintain a high level of employee satisfaction.

Human Capital: 2300+Key Contributions:★ Learning Hours: Delivered over 55,000 hours of learning (technical, soft skills, and leadership) across various departments, with a strong focus on technical development due to the manufacturing setup.★ Succession Planning: Initiated and implemented succession planning for the Group Management Committee (GMC), ensuring a leadership pipeline.★ Employee Engagement: Designed and implemented employee engagement strategies, including technical upskilling programs and internal reward schemes.★ Leadership and Training Delivery:- Overseen end-to-end training for 260+ executives and 2300+ non-executives.- Boosted engagement with a Learning Passport system for executives and above.- Conducted OBT training for the Non-Executive staff★ Strategic Initiatives:- Revamped the Non-Executive onboarding experience.- Organized impactful employee engagement activities, including the themed Long Service Awards 2023.- Promoted inclusion by integrating Diversity, Equity and Inclusion into training programs.★ Results-Oriented Talent Development:Produced an average of 6500 training hours per month.Trained 30 executives and 400 non-executives per month.

Human Capital: 1200 +★ As a Talent Development Specialist- Reached 91.6% development needs of the staff from 62.6% (2019 to 2022) - Increased average learning hours from 7.1 Hrs to 17+ hrs (2019 to 2022) - Increased average female learning hours from 5.14 hrs to 16 hrs (2020 to 2022) - Initiated Edu entertainment and bite-sized learning culture in 2021 - Initiated the first Youth Development Program for the current employer in the FY 21-22 - Formulated the Managers Development Program for the current employer in FY 22-23 - Revamped the traditional orientation process and brought up, “On Your Mark, Get Set Go” in 2021 - Built an internal trainer pool in 2019 - Created a buddy system called “Learning Champs” in 2020★ Talent Management- Experienced in completing end-to-end Performance Management cycles (2019 – 2022) - Pioneer member who supported strategically, systematically, and from the grass root level to lay down - the current PM system (2019 – Present) - Trained 170 people managers on essential PM to strategic levels of the PM (2019 – 2022) - Supported the main business to achieve 70% more profitability in 2021★ Covid Response: Led the employee well-being program during the pandemic, transitioning to virtual engagement and well-being initiatives.★ Policy Reforms: Enhanced and revamped HR policies to align with the company's growth and employee expectations.★ Intranet Development: Part of the core Managers Committee responsible for developing and implementing the company's first intranet, SMILE.★ IDP Coaching & Mentorship: Rolled out Kirkpatrick Levels 1-3 to measure training effectiveness, and coached identified talents under the Individual Development Plans (IDP) for career advancement.

Human Capital: 1050+★ Business Partner (Human Capital: 1050) - Marketing & Sales & Micro Finance departments island-wide branches. - Bridging the gap between front liners and the management - Coaching staff - Training recaps - Branches onsite support★ Training & Development - Nomination for any external training program - Training related data (monitoring budgets, no of trainee hours, training cost) - Driving Kirkpatrick model (L1 to L3) ★ Performance Management (PM) - Conducting Performance Management Roadshows - Sitting for PM Discussions

Human Capital: 420+★ Handling the total process of Recruitment in Brandix - Fast Fashion★ Taking on General HR Operation actions

★ Coordinating Apparel Specialist Project★ Coordinating Brandix Continuous Improving Process Program★ Assisting Staff to Executive Promotion Exams

Responsibilities:★ Coordinate overall procedures of the Sports Academy ★ Conduct and evaluate special events ★ Coordinate and conduct monthly coaches and staff meeting ★ Produce evaluation report of monthly activities

Reverse Osmosis Water Project for Chronic Kidney Disease Patients-Responsibilities:★ Responsible for researching and identifying regions that suffer from Chronic Kidney Disease ★ Initiate plans and implement RO systems in identified locations ★ Coordinate with the donors and the local communities ★ Send progress reports to donors ★ Implemented 6 RO projects in 4 districts within 2 years and made them self-sustain

Conduct workshops on Leadership, Motivation, Discipline, Work Ethics and other psychological aspects to the beneficiaries from Foundation of GoodnessConsult the Community Psycho-social Unit on relevant humanitarian projects.