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Eranga Pathirage

My name is Eranga, and I lead HR for the UK, Europe, and the Middle East regions at Virtusa. I also spearhead the HR-Tech Charter, a pivotal component of our Talent Transformation journey.

Virtusa recognizes the importance of staying ahead of the game as the future workplace evolves.



Introduce yourself and tell us about your organization.  

My name is Eranga, and I lead HR for the UK, Europe, and the Middle East regions at Virtusa. I also spearhead the HR-Tech Charter, a pivotal component of our Talent Transformation journey.

Virtusa’s HR Tech Charter focuses on digitizing and delivering a next-generation employee experience by implementing a unified and future-proof tech platform across our organization, Virtusa. With a robust employee-centered approach, the Charter aims to provide personalized employee experiences, drive high engagement and build a future-ready workforce.

At Virtusa, we have been diligently working on transforming our talent approach through technology to create a seamless and personalized ecosystem of experiences for our candidates, employees and employee success managers. Digital tools and cutting-edge technology augment this transformation. Our talent transformation strategy consists of four strategic tracks: Personalized employee experience, Employee advocacy and candidate experience, Learning and growth, and Leadership development.



What do you think defines an organization as a top employer today?  

An organization can be recognized as a top employer based on several key factors. Firstly, a personalized employee experience is crucial. Each employee should feel valued and have their unique needs and preferences catered to, creating a sense of belonging within the organization.

Cohort-based engagement is another defining aspect. Encouraging employees to collaborate, learn from each other, and form meaningful connections enhances their overall experience.

Best-in-class well-being practices are essential for a top employer. This involves prioritizing employee mental and physical health, offering wellness programs, and creating a positive work environment.

Flexible working arrangements are highly valued by employees today. Organizations that provide flexibility and support a work-life balance by adapting to personal routines gain a competitive edge.

Additionally, the apt use of next-gen technology to create a seamless employee experience across all key facets of the employee lifecycle, sets a top employer apart. Leveraging innovative tools and platforms enhances efficiency, productivity, and overall employee satisfaction.



Tell us about a recent initiative that you have instigated within Virtusa that you are most proud of?  

One of Virtusa’s most notable initiatives is our HR tech transformation program, driven by several guiding principles such as being employee-centric, tech-first, accessible on the go, hyper-personalized, and rapidly evolving.

The outcomes we achieve through this program are enhanced employee satisfaction (eNPS), diversity, equity, and inclusion (DEI), talent retention, operational agility, and Skill cluster-centered operations (Cost, Pricing, Talent Supply, Talent Development, Performance Management).

We have focused on enhancing various essential journeys within the employee lifecycle, including candidate experience, employee advocacy, digital onboarding, gamified induction, internal talent marketplace, AI-powered skill framework, learning experience, immigration compliance, business travel, employee engagement and communication, rewards, and advanced analytics across all employee journeys.

By implementing these initiatives at Virtusa, we have significantly improved the employee experience, strengthened employee engagement, and streamlined various HR processes, fostering a culture of continuous learning and growth.



What is the next objective in Virtusa's journey to keep improving the employee experience?  

To further enhance the employee experience, Virtusa will continue investing in building and nurturing a diverse workforce through our focused DEI program. We believe fostering an inclusive environment where individuals from all backgrounds feel valued and have equal opportunities is crucial for creating a positive employee experience.

By promoting diversity, equity, and inclusion throughout our organization, we aim to attract top talent, increase employee engagement and satisfaction, and foster innovation and creativity.

We will regularly assess and refine our DEI initiatives, ensuring that Virtusa remains an inclusive and supportive workplace where employees can thrive and reach their full potential.



What is the biggest challenge facing your organization today, and how are you planning to overcome it?  

One of the significant challenges we face is the talent shortage in the market, especially in alignment with our rapid growth objectives. To address this challenge, we have implemented robust talent creation programs, including graduate programs, to attract and nurture young talent.

Additionally, we have focused on upskilling and reskilling initiatives to develop our existing workforce, ensuring they have the necessary skills and capabilities to meet evolving business needs. By investing in talent development and retention programs, we aim to build a strong pipeline of skilled professionals and reduce reliance on external hiring.

Furthermore, we actively monitor market trends and adapt our talent acquisition strategies accordingly. By staying agile and proactive, we can attract top talent by offering competitive compensation packages, growth opportunities, and a positive work environment.



How will your organization have to adapt to meet the changing future workplace?  

Virtusa recognizes the importance of staying ahead of the game as the future workplace evolves. While our HR tech program provides valuable insights into employee sentiments and changing expectations, we will accelerate our efforts and investments in research and development (R&D).

R&D will enable us to effectively anticipate and respond to rapidly evolving talent market dynamics. Our Employee Success Managers will be equipped with tools to acquire knowledge and relevant experience through the proof of concepts (PoCs) and experimentation with innovative talent frameworks.

We plan to introduce the ‘Gig workforce’ strategy as a novel employment concept. This strategy involves harnessing the potential of contract and temporary workers to fulfil the short service demands of our clients. While we have successfully implemented this concept internally, we are now prepared to extend its application to our clients, supported by our optimized systems and a robust vendor partner ecosystem.

We will embrace emerging technologies like artificial intelligence (AI) and automation to streamline processes, enhance productivity, and create a more agile and efficient workforce. By continuously adapting and leveraging technological advancements, we will ensure our organization remains at the forefront of the future workplace, providing employees with a rewarding and fulfilling experience.



 

This interviewee was kindly introduced to us by ‘Top Employers Institute – the global authority on certifying excellence in employee conditions.’ Their organisation is certified as a Top Employer.

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