Damithri Fernando

Responsible for driving end-to-end HR operations and people strategies across Sri Lanka, UAE, and remote consultant networks. Partnering with leadership to strengthen organizational capability, build scalable HR systems, and foster a culture of accountability, growth, and inclusion. • Manage HR operations across multiple regions, covering onboarding, offboarding, contract management, and regulatory compliance. • Partner with department heads to identify development needs and implement structured learning plans, including leadership and soft skills programs, to support growth and retention of key talent. • Oversee performance management cycles, ensuring clear objective tracking, feedback analysis, and continuous improvement initiatives aligned with company OKRs. • Introduced a cost-effective in-house performance evaluation framework, reducing reliance on external systems while improving transparency, accessibility, and process efficiency. • Coordinate payroll and benefits administration, ensuring accuracy, fiscal alignment, and competitiveness with market standards. • Maintain and optimize HRIS (BambooHR) for accurate employee data, leave management, and documentation. • Lead the execution of appraisal cycles, promotion processes, and career progression plans in partnership with leadership teams. • Ensure full legal and procedural compliance across employment contracts, visa processing, terminations, and audits. • Develop and maintain key HR documentation, including policies, letters, and communication templates that reinforce consistency and governance. • Drive employee engagement and wellness initiatives that promote inclusivity, transparency, and collaboration across teams. • Support performance and productivity improvement efforts, aligning individual objectives with organizational goals and strategic priorities.

Served as the HR Business Partner for multiple business units, collaborating with project managers and senior leadership to shape people strategies that enhanced engagement, performance, and retention. Accountable for developing competitive compensation frameworks and ensuring data-driven HR decisions across a large, diverse workforce. • Partnered with department heads and project managers to address operational and people-related needs, ensuring teams were equipped to perform effectively in a fast-paced environment. • Identified critical employees and introduced proactive retention and succession strategies, strengthening organizational continuity. • Designed, evaluated, and refined compensation and benefits structures aligned with internal equity, market benchmarks, and legal compliance. • Conducted market benchmarking and collaborated with external vendors to ensure pay competitiveness and transparency through salary surveys. • Initiated and executed extended insurance coverage for parents and enhanced maternity benefits for female employees, reinforcing well-being and inclusion during key life stages. • Performed data analysis and reporting to inform workforce planning, performance insights, and compensation modeling. • Worked closely with reporting managers to identify performance gaps and drive performance improvement plans that supported employee growth. • Championed employee engagement programs and well-being initiatives tailored to business unit needs, promoting collaboration, motivation, and belonging. • Oversaw the integrity of compensation data and reporting for a workforce exceeding 2,300 employees, ensuring accuracy and compliance. • Acted as liaison between benefits providers and employees, ensuring effective communication and resolution of policy-related queries.

Led and supported full-spectrum HR operations, partnering with business leaders to drive engagement, performance, and process excellence within a global technology and publishing organization. • Managed a team responsible for HR operations, payroll, and employee relations, ensuring compliance with global HR policies and local labor regulations. • Acted as the HR Business Partner for the Quality Assurance department, providing guidance on workforce planning, performance, and employee development initiatives. • Spearheaded the implementation of the Global Recruitment System (Taleo), streamlining hiring processes and improving candidate experience. • Designed and launched the Internship Development Program, creating early talent pipelines and increasing new-hire retention rates. • Championed employee recognition and engagement initiatives, strengthening performance culture and collaboration across teams. • Partnered with global HR counterparts to align local processes with Pearson’s international people strategy. • Contributed to CSR and employee welfare programs, enhancing company reputation and internal morale.