No. 01 / 03
AnalyticalPeople Analytics Dashboard
Interactive Power BI view of headcount, attrition & recruitment funnel.
CR/2026/HR-01
FILE , CR/2026/HR
Chamathka
Rajapaksha.
Aspiring HR & Talent professional working at the intersection of people and data , attrition numbers, structured interviews, hiring processes candidates actually respect.
Final-year Business Management (Hons) student in Sri Lanka. Open to graduate roles in HR, Talent Acquisition and People Analytics , 2026.
§ § 01About
HR done well is quiet, structured and honest , that's the version I'm training for.
I came into Business Management thinking I'd end up in strategy. What actually pulled me in was the people side of it , why teams stall, why hiring processes feel unfair, why a good manager and a good spreadsheet aren't opposites.
Most of what I've built outside coursework is aimed at one question: what would a competent, humane HR function actually look like on a Tuesday morning? A dashboard a line manager can read. An interview a candidate leaves feeling respected. A recruitment pipeline that survives the person who set it up leaving.
- University
- Saegis Campus
- Expected
- Graduation 2027
- Track
- HR · Talent Acquisition
- Based
- Colombo, Sri Lanka
§ § 02Case files
Case studies, not screenshots.
Each file follows the same discipline: problem, what I did, result, what I'd do differently.
No. 02 / 03
Initiative & LeadershipHR Consulting Recommendation
Unsolicited 14-slide diagnostic on a real Sri Lankan talent challenge.
CR/2026/HR-02
No. 03 / 03
People & CommunicationRecruitment Management System
End-to-end hiring operating system: JD → pipeline → structured scorecard.
CR/2026/HR-03
§ § 03Certifications & learning
Studying in public.
01In progress
CIPM Sri Lanka , Foundation
Chartered Institute of Personnel Management
02Planned
People Analytics
Coursera / Wharton
03Planned
Power BI for HR
Microsoft Learn
04Planned
Google Data Analytics
§ § 04Leadership & activities
Organising, mentoring, showing up.
LD-016 events · 180+ attendees
Faculty HR Circle , Coordinator
- Problem
- Students had no informal space to hear from working HR practitioners.
- Action
- Organised a monthly practitioner series; ran outreach, logistics and post-event notes.
- Result
- Built a recurring event with 30+ regulars and three follow-on internship conversations.
LD-0212 mentees · 2 semesters
Peer Mentor , First-year cohort
- Problem
- First-years were struggling with the transition to case-based coursework.
- Action
- Ran weekly 45-min sessions on case structuring and time management.
- Result
- 10 of 12 mentees improved to a merit-band average in their next module.
§ 05Contact
Let's talk about the work , not just the CV.
Open to graduate roles in HR, Talent Acquisition and People Analytics, and to practitioner conversations. I reply within a day.