Talent Acquisition Executive

Group Overview

Eternis Fine Chemicals Limited (Eternis)

History & timeline – Mariwala Group

In the early 1900’s Shri Kanji Morarji founded a pepper trading company, and the family earned the endearing moniker of Mariwala or pepper sellers. From here, the company grew and by 1940, “Bombay Oil industries” was formed. A decade later, the company forayed into coconut oil, setting up a factory for the same in Mumbai. This was the birth of one of India’s most iconic brands- Parachute, a name synonymous with quality, branded coconut oil. By the 1960s the family had a successful entry into Oleo chemicals and Spice Oleoresins. In the 1990s, a separate entity Marico Ltd was born – a name that has emerged as one of the most successful consumer goods brands in India. This was also the time that Eternis was formed, albeit as Hindustan Polyamides & Fibers Limited.

Eternis Today

acquisitions

In 2018

In 2021

In December 2024

Apart from the manufacturing operations in Italy (Milan), UK (Leek), Eternis has 4 plants in India located at Pune (3) and Sinnar (1), near Nashik. It also set up a state-of-the-art R&D Centre at Rabale, Navi Mumbai which is recognized by the Government of India (Department of Scientific & Industrial Research) as an “In-house R&D Centre”. This facility is run by highly qualified PhDs, chemists and chemical engineers. Eternis has gained product leadership through consistent delivering of value to customers through scale and expanding the portfolio of products. By listening to customers constantly they provide customized solutions. They have also strengthened their international marketing team to provide local contact points for speedy customer responsiveness.

In 2024 Eternis appointed Wilfrid Gambade as their Group CEO to accelerate the growth and development of Eternis overseas, as well as developing the activity of the company beyond the field of F&F.

Eternis is an equal opportunity employer. We embrace diversity and encourage individual strengths. We go beyond basic employee welfare and focus on engagement at all levels. Our HR policies and practices are constantly reviewed in order to achieve a high employee engagement, retention of talent and development of leaders for the future.

Executive - HR

Reports directly to

Manager – Human Resources

Purpose of the Job/Job Mission

To support the organization’s talent acquisition and HR operations by driving timely and effective recruitment while ensuring smooth implementation of core HR processes at our offices in India. The role serves as a key enabler in maintaining employee experience, compliance, and workforce efficiency through a balanced focus on hiring the right talent and delivering generalist HR support.

Responsibilities and Accountabilities

• Recruitment (50%)

• Manage the full recruitment lifecycle: sourcing, screening, shortlisting, scheduling, and offer coordination.
• Collaborate with hiring managers to understand manpower needs and define job requirements.
• Source candidates through multiple channels—job portals, LinkedIn, referrals, and consultants.
• Conduct HR interviews and assess candidate fitment based on skills, experience, and cultural alignment.
• Maintain a strong talent pipeline for critical and recurring roles.
• Ensure timely closure of open positions and maintain recruitment dashboards and MIS reports.

• HR Generalist (50%)

• Support onboarding & induction processes to ensure seamless new hire experience.
• Maintain employee records and update HRIS for all employee lifecycle events (confirmation, transfer, exit, etc.).
• Coordinate and execute engagement activities, birthday/anniversary celebrations, and employee communication.
• Assist in implementing HR policies, processes, and SOPs at the location.
• Manage attendance, leave records, and coordinate with payroll for timely inputs.
• Provide support during audits, compliance checks, and HR documentation.
• Act as a point of contact for employees on HR-related queries and grievances.
• Undertake special HR projects as assigned from time to time.

Measurement / Key Performance Indicators

A. Recruitment (50%)

1.    Time to Fill Positions and Quality of Recruitment

o   Target: Average of 30–45 days per position

o   Over 90% of hired candidates to complete probation & achieve good performance rating

2.    Recruitment MIS Accuracy & Timeliness

o   Weekly/monthly dashboards submitted on time with 100% data accuracy

B. Generalist (50%)

3.    Onboarding Turnaround Time & Experience

4.    Completion of Day-1 onboarding and induction within SLA; positive feedback from new hires

5.    HRIS & Employee Record Accuracy

6.    100% updates done within stipulated timelines

Position Requirements – Education, Experience, Competencies

Educational Requirements

Mandatory: MBA / Post Graduate Diploma in Human Resource Management (Full-time preferred)

from a recognized university or institute

Desirable:

Specialization or certification

• Talent Acquisition / Recruitment Analytics

Experience

Mandatory:

recruitment

end-to-end hiring

Desirable:

manufacturing/plant environment