Yadhawa Marasinghe shaping future leaders through strategic HR at ESOFT Metro Campus

The right and proper approach to human resources in education enhances both the quality of learning and the overall institutional environment. Effective HR strategies help foster a culture of continuous improvement, ensuring that educators and staff are well-equipped to nurture students’ growth and development. By prioritizing employee engagement, professional development, and strategic alignment with educational goals, HR leaders contribute to the success and satisfaction of both staff and students.

Yadhawa Marasinghe exemplifies this commitment as the Head of Human Resources at ESOFT Metro Campus, the largest private sector higher education network in Sri Lanka. His visionary approach and dedication to excellence are driving positive changes in the educational landscape, making a significant impact on the institution and its community.

Attached below are excerpts from the interview:

Q: Can you tell us about your background and what led you to your current role as Head of Human Resources at ESOFT Metro Campus?

After A/Ls, I worked as an intern in a premier insurance company in Sri Lanka. During my tenure, I understood that HR is a profession where we can make a positive impact on both employees and the employer. So, I started studying HR at CIPM and completed my professional qualification. Parallelly, I completed my BSc in Agribusiness Management from Wayamba University. Later, I completed my MBA from the Postgraduate Institute of Management, University of Sri Jayewardenepura.

Early in my career, I worked in various HR roles across different industries, which gave me a broad understanding of the field. Over the years, I developed expertise in talent acquisition, employee engagement, organizational development, policy development, performance management, and managing change. I was particularly drawn to the education sector because I believe in its transformative power. When the opportunity at ESOFT Metro Campus arose, I saw it as a perfect fit for my skills and aspirations.

At ESOFT Metro Campus, I have been able to implement strategic HR initiatives that align with the institution’s goals. My role involves managing HR functions and contributing to the overall strategy of the organization. I am passionate about creating a positive work environment, fostering a culture of continuous learning, and supporting the professional growth of our staff. My journey to the role of Head of Human Resources has been driven by a commitment to excellence and a desire to make a meaningful impact on both employees and the organization.

Q: How do you approach talent acquisition and retention in such a competitive educational environment?

In Sri Lanka’s competitive educational environment, effective talent acquisition and retention require a multi-faceted approach. For talent acquisition, it’s crucial to build a strong employer brand by showcasing the unique aspects of the institution’s culture, values, and mission through social media and other platforms. As any organization in Sri Lanka, we struggle with brain drain due to the current PESTEEL factors, losing many key people across our branch network.

Therefore, we are developing strategic partnerships with various government and private organizations to create a steady pipeline of professional candidates. We provide opportunities for our own institute’s graduates to ensure they have equal employment opportunities with us.

We use innovative recruitment practices, leveraging technology for broader reach, and offer competitive compensation packages, professional development opportunities, and clear career progression paths. Our EVP is designed so everyone can grow with us to achieve their dreams. Additionally, we reduced recruitment lead time last year, significantly impacting talent acquisition.

Our retention strategies revolve around employee engagement through regular feedback and recognition programs, fostering professional growth with personalized career development. We promote diversity, support different needs, and ensure equal opportunities. Understanding local cultural norms helps us attract and nurture local talent through continuous training. We also stay updated with government regulations to ensure these strategies are effective.

Q: How do you see the role of HR evolving in the higher education sector in the coming years?

In Sri Lanka’s higher education sector, HR will play a much bigger role, evolving into a strategic partner vital to institutional success. HR will become increasingly important in workforce planning, talent management, and aligning HR strategies with long-term objectives. Implementing cutting-edge HR technologies will improve productivity and simplify procedures, and online learning environments will support ongoing professional development for staff and faculty. There will also be an increased emphasis on enhancing the overall work experience for employees.

Q: How would you describe your leadership style, and how do you motivate your team?

I believe I’m a transformational leader, focusing on inspiring and motivating employees, fostering a positive organizational culture, and encouraging continuous development and innovation. To motivate my team, I acknowledge and reward their achievements and contributions, provide opportunities for professional development and career advancement, and create an inclusive and collaborative work environment. Clear and transparent communication channels are crucial in maintaining high levels of motivation and engagement within the team.

Q: What are some key qualities you believe are essential for success in HR leadership?

To be a successful HR leader, one must possess deep cultural awareness and sensitivity, align HR strategies with business goals, and navigate respective labor laws. Strong leadership, effective communication, and adaptability are crucial for managing change and engaging employees. Additionally, a commitment to ethical practices, problem-solving skills, and technological proficiency are essential for addressing challenges and driving organizational success.

Q: How should someone approach problem-solving and decision-making in complex HR scenarios?

Approaching problem-solving and decision-making in complex HR scenarios requires a blend of cultural sensitivity and strategic insight. It’s crucial to understand and respect local norms and practices while leveraging a structured analytical approach. Begin by gathering comprehensive data and involving key stakeholders to ensure diverse perspectives. Emphasize transparent communication to build trust and foster collaboration. Balancing empathy with strategic thinking will help navigate challenges and implement effective solutions.

Q: What advice would you give to aspiring HR professionals who want to make a significant impact in their organizations?

For a major impact, aspiring HR professionals should align with organizational goals and keep up with industry trends. Forge strong relationships, communicate clearly, and adapt swiftly to change. Leverage continuous learning and innovation to tackle challenges and enhance workplace culture. Your focus on employee growth and strategic impact will set you apart as a key driver of success.