ASHU ORGANICS PVT. LTD.

Specialty Chemicals Manufacturing | Gujarat & Maharashtra

JOB OPENING

Senior HR Executive

Badlapur, Maharashtra | Full Time | Competitive — commensurate with experience

Company

Ashu Organics Pvt. Ltd.

Role Title

Senior HR Executive

Grade / Level

Senior Executive — with growth path to HR Head

Primary Location

Badlapur, Maharashtra

Travel Required

Frequent travel to Ambernath and Taloja sites | Occasional visits to Dahej, Gujarat

Employment Type

Full Time, Permanent

Compensation

Reporting To

Director — Ashu Organics Pvt. Ltd.

Team Size Managed

HR Assistant (existing) + compliance team oversight

Industry

Specialty Chemicals Manufacturing

About Ashu Organics

Ashu Organics Pvt. Ltd. is a specialty chemicals manufacturing company with five production sites across Gujarat and Maharashtra — Dahej, Ambernath, Badlapur, Taloja, and one additional site. With an annual revenue of approximately ₹100 Crore and a workforce of around 300 employees, we manufacture differentiated specialty chemical products with a strong technical and pricing advantage in our core categories.

We are in an active phase of organizational transformation — building a professionally managed, systems-driven company capable of scaling to ₹500 Crore over the next five years. This role is central to that journey.

About the Role

We are looking for a Senior HR Executive who is a hands-on builder — someone who thrives in creating HR systems from the ground up, understands the realities of a manufacturing environment, and brings the discipline and communication skills to work effectively with department heads across multiple sites.

The role covers our Maharashtra cluster primarily — Badlapur, Ambernath,



and Taloja — with coordination across all five sites for organization-wide HR processes.

Key Responsibilities

1. Job Description Design

- Conduct structured discussions with each HOD to understand the actual requirements of every role — not just titles and tasks but the capability and behavioral expectations the position demands
- Translate HOD inputs into clear, practical job descriptions that are understood and owned by the employee joining the role
- Ensure every current hire has a finalized JD before their joining date — reviewed and signed off by the relevant HOD
- Periodically review and update JDs as roles evolve, particularly during organizational restructuring or new function creation

◦ The emphasis here is on understanding, not documentation — JDs must reflect what the job actually requires, not generic templates

2. Performance Management System (PMS)

- Own the end-to-end monthly PMS cycle — from ensuring timely submission of performance reports by all HODs to processing and disbursing variable pay accurately
- Design and continuously refine the variable pay framework in consultation with the Director and HODs — targeting 80% accuracy in variable pay calculations based on measurable performance inputs
- Chase HODs proactively for performance data before the monthly deadline — no delays, no manual reminders from leadership
- Build a PMS culture in the organization — help managers understand how to assess performance objectively,



give structured feedback, and differentiate between high and average performers

◦ This is currently a partially manual process — the role requires both improving the process and holding people accountable to it

3. Proactive Manpower Planning

- Identify manpower requirements proactively — driven by non-performance situations requiring replacement, planned retirements, role expansions, or organizational growth
- Work with HODs and the Director on replacement planning — know in advance which positions are at risk and have a plan ready
- Manage the full recruitment cycle for positions within scope — sourcing, screening, coordinating interviews, and onboarding

◦ The goal is zero surprise vacancies — every departure should be anticipated and covered before it creates an operational gap

4. Statutory Compliance Oversight

- A dedicated compliance team handles day-to-day statutory obligations — PF, ESIC, labour law, factory act compliance etc.
- This role oversees the compliance team and stays current on any changes in labour law, factory regulations, or statutory requirements that may impact the organization
- Flag relevant legal or regulatory changes to the Director in advance and coordinate implementation with the compliance team
- Ensure all sites remain compliant — conduct periodic audits or checks across the Maharashtra cluster

5. Accountability Culture and HR Systems Building

- Act as the internal champion for a performance and accountability-driven culture — working alongside the Director to embed this across the organization
- Ensure every employee has a clear JD, clear performance metrics, and a clear understanding of how their variable pay is calculated
- Support HODs in having str

📌 Sr. HR Executive (Badlapur)
🏢 Ashu Organics Group of Companies
📍 Badlapur