A Visionary Force Redefining Sri Lanka’s HR Landscape
In the heart of Sri Lanka’s dynamic business landscape, where tradition meets innovation, stands a pioneering figure whose career trajectory embodies both resilience and visionary leadership. Wasanthi Stephen, currently serving as the General Manager and Group Chief Human Resources Officer at Janashakthi Group (JXG), has become synonymous with transformative HR practices that bridge cultural nuances with global standards. Her journey from an Attorney-at-Law to one of Sri Lanka’s most influential HR leaders offers invaluable lessons in career pivoting, strategic leadership, and human-centered organizational excellence.
With over two decades of experience spanning diverse sectors including hospitality, telecommunications, manufacturing, and financial services, she brings a unique perspective to the table—one that has earned her the prestigious 2024 Global Recognition Award for Leadership in Human Resources among numerous other accolades.
THE UNEXPECTED JOURNEY: FROM COURTROOM TO BOARDROOM
“I began my career as an Attorney-at-Law, driven by a deep passion for the legal field,” Stephen begins, her eyes reflecting the quiet confidence of someone who has masterfully navigated multiple professional domains. What started as a genuine interest in human resources while practicing law blossomed into a fortuitous opportunity at Cinnamon Lakeside Hotel, where she initially juggled dual responsibilities in legal and HR.
This pivotal moment would set the stage for an illustrious 24-year career that would see her breaking glass ceilings across Sri Lanka’s corporate landscape. “I was the youngest and only female member of the Executive Committee at Cinnamon Lakeside Hotel and the youngest Assistant Vice President in the leisure sector at John Keells Holdings,” she notes with a hint of pride that speaks volumes about her trailblazing spirit in a traditionally male-dominated corporate environment.
Her professional journey reads like a who’s who of Sri Lanka’s corporate giants—Sri Lanka Telecom, John Keells Holdings, Shangri-La Hotels, and now Janashakthi Group, where she oversees HR operations across seven distinct entities spanning Investment banking, insurance, finance, and corporate services. This cross-sectoral expertise has enabled her to develop a holistic understanding of organizational dynamics rarely found in specialized HR professionals.
Building Foundations: The Academic and Professional Bedrock
Beyond her practical experience, Stephen has invested significantly in building a robust academic and professional foundation. An Attorney-at-Law with an International MBA from Canterbury Christ Church University (UK)- Distinction, she further distinguishes herself as a Chartered Member of the Chartered Institute of Personnel Management (CIPM) and a Professional Certified Coach (PCC) accredited by the International Coaching Federation (ICF), USA and a member of the ICF Colombo Chapter. She’s a member of the Sri Lanka Institute of Directors.
“I believe in continuously learning and evolving in this ever-changing field,” she emphasizes, explaining her commitment to knowledge sharing through her roles as a Council Member of CIPM Sri Lanka, a member of the National HR Conference Committee, and a Board of Industrial Mentors member for Uva Wellassa University of Sri Lanka
REDEFINING ORGANIZATIONAL EXCELLENCE: THE STEPHEN FRAMEWORK
When asked to define organizational excellence in the context of HR, Stephen’s response reveals the philosophy that has guided her leadership approach: aligning people, processes, and purpose to create thriving workplaces that drive sustainable success.
“I believe that when employees feel valued and connected to the organization’s vision, they become the true catalysts for innovation and resilience,” she explains, emphasizing the critical role of inclusive leadership in Sri Lanka’s diverse socio-cultural landscape.
The Empathy Imperative: Leading with Heart and Vision
Perhaps what distinguishes Stephen’s leadership style most prominently is her unwavering commitment to empathy—a quality that takes on particular significance within Sri Lanka’s complex socio-economic context.
“Leaders must demonstrate genuine care and respect for their people, fostering an environment where everyone feels seen and heard,” she asserts with conviction. This people-first approach has translated into concrete policies that prioritize employee well-being, work-life balance, and mental health support—elements she considers “non-negotiable” rather than mere nice-to-haves.
Stephen’s commitment to nurturing a culture of “intrapreneurship” further illustrates her forward-thinking approach, encouraging employees to take ownership and drive change within organizational frameworks.
THE SIX PILLARS OF STRATEGIC HR: STEPHEN’S COMPETITIVE ADVANTAGE
When dissecting the key components of her HR vision that have enabled organizational competitive advantage, Stephen outlines a comprehensive six-pillar approach that merges strategic thinking with practical implementation:
- The Talent Magnet: Attraction and Retention Reimagined
“We’re committed to building an employer brand that truly reflects our core values,” Stephen explains, detailing how competitive compensation, transparent career progression pathways, and flexible benefits have become cornerstones of her talent strategy. This approach has proven particularly effective in combating Sri Lanka’s persistent “brain drain” challenge, where top talent often seeks opportunities abroad. - Culture as Catalyst: The Employee-Centric Organization
Stephen’s second pillar centers on creating cultures where “inclusivity, wellness, and active employee participation are at the forefront.” By deliberately involving employees in decision-making processes, she has successfully fostered environments where individuals feel genuinely valued and empowered to contribute meaningfully. - Agility in Action: Workforce Flexibility as Competitive Edge
“We focus on designing training programmes that upskill employees and equip them with the tools needed to thrive in a rapidly changing environment,” notes Stephen, highlighting how this commitment to workforce agility—complemented by flexible work models—has enhanced organizational adaptability while supporting work-life balance. - Beyond Support: HR as Strategic Business Partner
Perhaps most revolutionary in Stephen’s approach is her insistence that HR transcends its traditional support function role to become a genuine strategic partner. “Our main goal is to align HR initiatives with broader business objectives and corporate social responsibility efforts,” she explains, effectively positioning HR at the heart of organizational growth and social impact. - The Ethics Equation: Transparency as Leadership Currency
In a business environment where trust is increasingly paramount, Stephen’s emphasis on ethical leadership—characterized by transparency and scrupulous adherence to labor laws—has established a foundation of accountability that permeates all organizational levels. - The Data Difference: Analytics-Driven HR Evolution
The final pillar of Stephen’s framework leverages analytics to inform HR strategies. “We believe in using data to gain insights into workforce trends, predict future needs, and optimize resource allocation,” she explains, underscoring how this data-driven approach ensures HR strategies remain both effective and adaptable to changing business landscapes.
NAVIGATING SRI LANKA’S UNIQUE TALENT LANDSCAPE: INNOVATION IN CONTEXT
Stephen’s talent innovation approach demonstrates particular brilliance in how it acknowledges and addresses Sri Lanka’s unique business environment—blending local insights with global best practices to create contextually relevant HR solutions.
Building Tomorrow’s Talent: The Education-Industry Bridge
“We actively collaborate with universities and academic institutions to ensure that curricula are aligned with industry needs,” Stephen explains, highlighting a proactive approach to talent development that begins well before recruitment. This strategic partnership ensures that future talent enters the workforce well-prepared to meet evolving industry demands.
The Technology-Talent Nexus: Leveraging Digital Transformation
Stephen’s integration of cutting-edge HR technology represents another dimension of her innovative approach. From employee experience platforms facilitating real-time feedback to comprehensive learning management systems offering personalized, on-demand training, these digital tools have revolutionized talent management while significantly enhancing organizational performance.
“Using predictive analytics, we forecast workforce needs, helping us plan with greater accuracy,” she notes, explaining how this technology-enabled foresight allows for more agile strategic planning and ensures appropriate talent alignment with upcoming challenges.
OVERCOMING OBSTACLES: TALENT RETENTION IN CHALLENGING CONTEXTS
When addressing the significant challenges of developing and retaining high-potential talent in Sri Lanka, Stephen’s strategies reveal both pragmatism and innovation.
Battling Brain Drain: Creating Compelling Domestic Opportunities
“We focus on offering competitive compensation, clear career progression, and opportunities for international exposure,” Stephen explains, outlining how her talent retention strategy makes staying in Sri Lanka an attractive proposition for high-potential individuals who might otherwise seek opportunities abroad.
Bridging Generational Divides: Harnessing Diverse Perspectives
Stephen’s approach to bridging generational gaps—promoting inclusive environments where open communication thrives—has successfully leveraged the unique strengths of different age cohorts, creating more harmonious and innovative workplaces.
Stability Amid Volatility: Transparent Leadership in Uncertain Times
Perhaps most impressively, Stephen has developed effective strategies for navigating Sri Lanka’s occasional economic and political instability. “We prioritize transparent communication with employees, keeping them informed about the organization’s plans and providing financial wellness programmes to ease their concerns,” she explains, demonstrating how thoughtful HR leadership can provide stability even amid external volatility.
CULTURE AS COMPETITIVE ADVANTAGE: THE STEPHEN PHILOSOPHY
Stephen’s perspective on organizational culture reveals a sophisticated understanding of how workplace environments directly impact business outcomes.
Values-Driven Leadership: Alignment as Strategic Imperative
“We ensure that the organization’s culture is aligned with its mission and values, fostering a strong sense of purpose that guides decision-making and behaviour at all levels,” Stephen explains, highlighting how this values-driven approach creates cohesive organizational identities.
Innovation Incubation: Fostering Creative Problem-Solving
Stephen’s commitment to fostering innovation within organizational cultures manifests in several concrete strategies, from encouraging calculated risk-taking through leadership modeling to creating psychological safety for idea-sharing. “By equipping employees with skills in creativity, problem-solving, and critical thinking, we help them approach challenges in new ways and find innovative solutions,” she notes.
The Tradition-Innovation Balance: Cultural Sensitivity in Modernization
Perhaps most distinctively, Stephen has mastered the delicate balance between honoring traditional values and embracing modern practices—what she terms “bridging cultural gaps by blending traditional values with modern practices.” This hybrid approach ensures that innovation respects organizational heritage while embracing future opportunities, a particularly valuable skill in Sri Lanka’s culturally rich business landscape.
THE HORIZON: EMERGING TRENDS RESHAPING SRI LANKA’S HR LANDSCAPE
Looking toward the future, Stephen identifies several emerging HR trends poised to significantly impact talent management and organizational excellence in Sri Lanka:
- The Experience Economy: Employee Journey as Strategic Focus
The shift toward prioritizing comprehensive employee experiences—creating seamless, engaging touchpoints throughout the entire employment journey—represents a fundamental reimagining of employer-employee relationships. - Wellness Revolution: Mental Health at the Organizational Core
Stephen’s emphasis on employee wellbeing and mental health signals a profound shift in organizational priorities, breaking down stigmas and implementing comprehensive wellness programmes that support physical, emotional, and psychological health. - The Sustainability Imperative: HR as Environmental Steward
Perhaps most forward-looking is Stephen’s recognition of sustainability as a critical HR focus area—aligning talent initiatives with environmental and societal values to ensure workforces actively support corporate social responsibility efforts.
THE STEPHEN BLUEPRINT: WISDOM FOR TOMORROW’S HR LEADERS
For aspiring HR leaders looking to drive innovation and navigate evolving workforce expectations, Stephen offers a blueprint characterized by contextual awareness, technological leverage, and unwavering human focus:
- Contextual Intelligence: Localizing Global Best Practices
“Understand local contexts—tailor global HR practices to fit the unique cultural, social, and economic nuances of the local workforce,” Stephen advises, emphasizing the importance of relevance and effectiveness within specific regional frameworks. - Technology as Enabler: Data-Driven Decision-Making
Stephen’s counsel to leverage technology—harnessing data, AI, and advanced HR solutions—reflects her understanding of how digital tools can enhance efficiency, improve employee experiences, and drive organizational growth when implemented thoughtfully. - Wellbeing as Foundation: The Care Imperative
Consistent throughout Stephen’s philosophy is her unwavering commitment to employee wellbeing—designing comprehensive mental health and wellness programmes that support individuals holistically while promoting cultures of care and resilience.
THE FUTURE OF WORK: STEPHEN’S VISION
As the conversation draws to a close, Stephen offers a compelling vision of HR’s evolving role: “As HR continues to evolve, the role of strategic leadership is becoming increasingly vital. By aligning talent strategies with broader organizational objectives, embracing cutting-edge technology, nurturing inclusive and innovative cultures, and prioritizing employee wellbeing, HR leaders can drive sustainable, long-term success.”
In Sri Lanka particularly, she notes, “the interplay between tradition and modernity, coupled with a blend of local values and global perspectives, presents a unique opportunity to build dynamic, people-centric organizations.” Rising from her chair, Wasanthi Stephen embodies the very leadership qualities she advocates—strategic vision balanced with genuine empathy, innovative thinking grounded in cultural understanding, and commitment to human potential. In a business landscape increasingly defined by volatility and transformation, her human-centered approach to organizational excellence offers a blueprint not just for navigating change, but for thriving amid it.