Human Capital

Being a diversified conglomerate with interests in a number of disparate industries, Sunshine Holdings is keenly aware of the role its human capital plays. Our people not only enable the Group’s long-term value creation agenda but also drive national growth, contributing to the success of our various growth-driving businesses. Our people strategy is about helping our teams thrive in a high-performance culture, all the while staying connected to a shared sense of purpose, so that they’re ready for whatever may come next.

Our core values of Trust, Perseverance, Responsibility, Innovation, and Integrity guide our decisions, shape our behaviors, and foster a culture where individuals grow, teams succeed, and the organisation as a whole moves forward with clarity and confidence.

Sunshine’s human capital strategy emphasises leadership development, workforce capability, inclusivity, wellbeing, and performance alignment. These objectives are integrated into strategic planning, risk, governance, and operational execution across all nine business units.

Workforce profile

Employee distribution across business units:

Business unit	Employee count
SUN	73
HGD	312
HGR	113
LML	129
SCB	306
SHP	477
SMD	120
SST	101
LDL	54
WPL	224
Total	1,909

The Group’s total workforce of 1,909 employees comprises 82% men and 18% women. Of all new hires in the financial year 2024-25, 23% were women. Female representation in senior management includes one each in Bands 1 and 3, and five in Band 4.

Contract and third-party workers were also engaged across several business units, including 35 in HGD, 37 in HGR, 38 in LML, 201 in SCB, and 210 in SST. Collective bargaining agreements are in place at Watawala Plantations.

Total new recruits during the reporting period were 77% men and 23% women, while a retention rate of 80% was maintained with a voluntary turnover of 20%.

Leadership development and succession

Leadership continuity is a strategic priority at Sunshine Holdings. We actively develop internal talent pipelines, with many C-suite leaders emerging through cross-functional movements across the Group.

Our approach to succession planning is driven by structured assessments and tailored development plans, ensuring alignment with business continuity goals and the unique leadership needs of each sector.

HR governance

Sunshine operates a multi-tiered HR governance structure, with the Group’s Remuneration Committee (Remcom) at the apex, providing Board-level oversight on leadership succession, compensation strategy, and workforce-related risks and opportunities. Group Chief People and Corporate Communications Officer (GCCCPO) regularly engages with Remcom to present updates and align people strategy with Board-level priorities, ensuring leadership continuity, risk mitigation, and alignment with long-term Group objectives.

The Risk Committee also plays an active role in HR governance, reviewing risks such as succession gaps, attrition trends, and external disruptions. These reviews are conducted through structured performance forums and risk assessments led by the GCPO.

Training and capability building

Training at Sunshine is steered by strategic alignment, employee empowerment, and a belief in growing talent from within. Initiatives such as the Sunshine OneHR Learning Labs drive functional and leadership development. During the year under review, we expanded our First-Time Manager programmes and launched the Sunshine Skill Quest—a gamified Individual Development Plan (IDP) initiative that fostered personalised learning and engagement. Additional training efforts were focused on enhancing digital literacy, compliance, and sales excellence, addressing emerging business needs.

Sunshine also addressed retention challenges related to workload and role clarity, particularly in fast-evolving business units, by implementing job redesign, improving onboarding journeys, and enhancing line manager capabilities in delegation and planning. These interventions helped reduce ambiguity, support new hires, and improve day-to-day productivity.

Compensation and benefits

Sunshine operates a centralised HR system with compensation structures comprising both fixed and variable components. Salaries are benchmarked against the market while preserving internal equity, while benefits include educational loans, maternity support with 100% return-to-work tracking, wellness programmes, and structured training access across all levels. Performance-linked pay is based on annual appraisals and behaviourally aligned KPIs. The Group’s HR policy framework includes formal grievance handling procedures as well, ensuring transparency and fairness in addressing employee concerns. Educational loans are also provided to support employee upskilling, especially those applying for internal mobility or promotions.

Employee engagement and culture

Employee engagement at Sunshine is built on recognition, inclusion, trust, and purpose. Events such as Sunshine Spotlight and the Sunshine Awards celebrate contributions across the Group. The 'Sunshine WE' initiative promotes female participation, while intergenerational dialogue platforms like 'Monday Morning Magic' help introduce a spirit of inclusivity. Platforms like 'Voice Sunshine' and feedback from Great Place to Work (GPTW) and internal engagement surveys are used to shape actionable responses at both sector and unit levels. In addition to exit interviews, Sunshine emphasises proactive retention through stay interviews as well, providing employees with safe spaces to share feedback proactively, before issues escalate.

In 2024-25, engagement efforts extended beyond the workplace, with employees contributing to social initiatives such as Suwa Diviya (diabetes awareness) and Diyasarana (clean water), demonstrating Sunshine’s commitment to meaningful, purpose-driven impact.

Health, safety and wellbeing

At Sunshine, employee wellbeing is a core business priority. During the reporting period, the Group allocated dedicated budgets for mental and physical health initiatives across all business units. Notable programmes included wellness campaigns, and on-site and virtual sessions on fitness, mindfulness, and Dance Movement Therapy (DMT). Periodic medical check-ups, vision screenings, and ergonomic assessments supported occupational health, while vaccination drives and disease awareness sessions were delivered in partnership with the healthcare sector.

Meanwhile, Sunshine’s EHS policy, aligned with IFC standards, ISO 45001:2018, and the Sri Lanka Factories Ordinance, promotes a zero-harm culture. Safety committees, trained emergency teams, and regular audits form the backbone of compliance. In 2024-25, the Group recorded zero fatalities. Key indicators such as TRIR, LTIFR, and First Aid Case Rate are tracked and reported through formal governance channels.

Diversity, equity, and inclusion

Sunshine Holdings remains committed to fostering a meritocratic and inclusive workplace. Gender representation is monitored across levels, with deliberate efforts to improve balance in healthcare and agribusiness sectors. Pay equity, leadership development, and anti-bias training are embedded into our HR practices to ensure equitable opportunity for all.

Climate adaptation and workforce stability

Recognising the threat of climate-related disruptions, Sunshine has introduced workforce adaptation strategies such as cross-training for redpoloyability, digital enablement, and sustainable operations training in high-risk sectors like plantations and supply chain.

Future outlook

As Sunshine grows, HR will play a more strategic role in driving transformation across the Group. Going forward, the focus will be on expanding digital HR systems, deepening leadership development, and enabling managers to lead diverse teams effectively. Programmes like Sunshine Skill Quest, Base Camp, and We Rise with SUN will support leadership maturity and wellbeing, while initiatives like Sunshine WE will advance inclusion and cultural agility. HR will also support the Group’s ESG agenda by embedding sustainability into people practices. On our relentless pursuit of growth with the aim of bringing good things to life, Sunshine intends to build a workforce that is empowered, future-ready, and aligned with long-term success.