Spanning healthcare, consumer brands, and agribusiness, Sunshine Holdings PLC operates in sectors essential to Sri Lanka’s future. What unites this diverse group of professionals, from scientists, brand builders, sales teams, and estate workers, is a people-first culture rooted in enduring values set by its founder.
As the organisation evolves with changing generations and market realities, its cultural foundation remains a stabilising force, helping employees find purpose, navigate uncertainty, and grow. In this candid conversation, Shyam Sathasivam, Group CEO of Sunshine Holdings PLC, reflects on leading a values-based transformation. Joining him is Michelle Senanayake, Group Chief People and Corporate Communications Officer, who shares how the company continues to build a culture of inclusion, belonging, and shared purpose.
How does Sunshine Holdings culti vate a people-first culture across such diverse operations?
Shyam: Several years ago, we made a deliberate pivot to become people-led. We realised that people—not just capital or infrastructure—would drive the greatest long-term value. That became our North Star: to be a place where people want to work and grow. Of course, clarity matters—especially across three very different sectors. In healthcare, it’s about empowering people to drive access, innovation, and impact. In consumer goods, it’s about building aspirational brands and attracting creative talent.
Shyam Sathasivam Group CEO of Sunshine Holdings PLC
In agri business, we often work at the base of the pyramid, and our culture must support those striving for a better life. Across the board, our HR strategies focus on meaningful roles, tailored support, and enabling people to succeed, regardless of their background. What worked a decade ago won’t serve us tomorrow. We continuously evolve to meet the expectations of new generations. And that evolution is guided by values, not trends.
Why is a purpose-led narrative about the future of work so important right now?
Shyam: Our company’s purpose began simply—my father started this business to support his large family. Over time, that purpose expanded. It came to include our employees, then our communities, and today, the nation itself. Being in sectors like healthcare and consumer brands—tea, for instance, is consumed by almost every Sri Lankan—comes with a responsibility. The question we ask ourselves constantly is: “Are we creating value beyond profit?” Every company faces highs and lows. The real test is what sustains you through difficult times. That’s where purpose comes in. Why should a young person choose to work at Sunshine today? Do they see meaning in what we do? Purpose is not soft—it’s resilient. It’s what binds people when things are hard. We don’t pretend it’s easy. But when people see that their work improves lives, feeds families, or delivers medicine, then suddenly, work becomes a calling.
What makes Sunshine a great place to work, and how do you communicate that to talent?
Shyam: It starts with seeing people as value creators, not just resources. Early on, we asked ourselves as a leadership team: What makes a company a great place to work? We learned from best practices, drew from global benchmarks like Great Place to Work®, and reflected on our own experiences. We discovered that a great work place isn’t just perks—it’s trust, open-ness, and relevance. Especially now, as technology—like AI—is shifting many roles, people may feel uncertain. We have to honestly talk about change and help people grow through it.
And when it comes to communicating our culture, our employees are our storytellers. You can’t fake culture. Press releases can’t convince someone to join unless the lived experience is real. Ten years ago, we started town halls across the Group. That built trust. People now speak up when something doesn’t work, and leadership listens. We have scientists developing pharmaceuticals, and field workers working our estates and farms. To be a great place to work, we must be culturally relevant to every one of them.
In what ways is HR at Sunshine Holdings acting as the cultural backbone and strategic enabler of transformation within the organisation?
Michelle: A core area of HR has been to instil our founding values and ensure people feel supported in whatever they do. From resourcing to reviews to recognition, every aspect of HR is supported by this value system. It’s the function that upholds the wider culture of the organisation. Since we’re a diversified conglomerate, we’re also focused on maintaining a core culture within the group while allowing subcultures across our subsidiaries to flourish.
Michelle Senanayake, Group Chief People and Corporate Communications Officer of Sunshine Holdings PLC
That’s how we ensure everyone can still work together. HR also plays a central role in enabling change. Businesses today must adapt constantly, and helping people be agile enough to adapt has become a core HR function. Whether it’s redesigning structures, introducing new roles, or preparing people for new directions, HR leads the journey of continuous upskilling. When it comes to shaping culture it is important to promote diversity and inclusion.
At Sunshine we believe that this is truly our strength, we’ve always been gender-neutral. We encourage our staff to take an inclusive approach believing in the fact that if we overly promote one thought process we inadvertently end up being unfair to others. So, we embrace diversity across gender, religion, or ideas, and we value environments where people feel safe, heard, and welcome. That’s the kind of workplace we strive to build.
What strategies has Sunshine Holdings implemented to attract, engage, and retain high-performing talent in Sri Lanka’s competitive market?
Michelle: We’ve looked at our entire employee value proposition, asking, “What makes Sunshine special?” These ideas, viewed through the lens of employee experience, help us shape meaningful initiatives. Even in the most routine HR processes we try to add something unique. Another aspect is looking at talent from an entry-level perspective. If you ask any kid what they want to do, it’s always to be a doctor, a lawyer, or an engineer. They know very little about other opportunities. So, we work with career guidance units in schools to broaden their awareness.
For O-level and A-level students awaiting results, we offer short-term exposure to departments. They gain exposure across multiple disciplines and when they finally enter the workforce, they become brand ambassadors of Sunshine which often remains on their minds. We’ve also engaged mid-career talent through a stronger digital presence. Once they join, we focus on building trust through transparency. Our HR practices are clear, from performance to compensation. We also nurture a culture where it’s okay to experiment, take ownership, and admit mistakes. While we believe in performance, we also honour family values and belonging
Can you highlight any initiatives where HR and ESG strategies have come together to drive employee and community well-being?
Michelle: Through the Sunshine Foundation for Good, we launched several initiatives that align with our HR and ESG goals to uplift both employees and communities. With the Diyasarana initiative, we provide access to safe drinking water while Suwa Diviya addresses diabetes through awareness sessions and testing. We also sponsored an ICU unit at the Hospital in Uragama, an invaluable addition to the community where our oil palm estates are. We are partners of the UNGC – United Nations Global Compact.
We’ve adopted Sustainable Development Goals (UNSDGs), which are relevant to us with Diyasarana contributing to Clean Water and Sanitation and Suwa Diviya to Good Health and Well Being. Our female empowerment initiatives support the goal of Gender Equality. We also encourage our employees to take part in these programmes and offer them training to contribute to other SDG-linked efforts. Through our agri-business, we support our workers’ well-being and run clinics in plantations. We also help educate their children through scholarships and school programmes. At Sunshine, we believe in making an impactful difference in the communities where we operate. Our employees know that every project we run is made possible through their hard work and contribution.