Honasa Consumer is an Indian consumer goods company in the FMCG and personal care industry, best known as the parent organization of digital-first brands such as Mamaearth and The Derma Co. Headquartered in Mumbai, the company develops and markets sk...
People who work here often describe a genuine sense of pride in the products and brands. Several employees say they enjoy the fast-paced environment and the chance to see marketing ideas turn into shelf-ready products quickly. A few current and former staff mention supportive teammates and open communication channels, while others note pressure during peak launches. If you are considering working at Honasa Consumer, you will hear both enthusiasm for the mission and candid notes about workload during campaign seasons.
The company culture at Honasa Consumer leans toward entrepreneurial and results-driven. Teams are encouraged to move fast, test quickly, and iterate based on customer feedback. There is a visible emphasis on brand-building and innovation, and many employees appreciate the creative freedom. At the same time, some say that processes are still maturing, so you will find a mix of startup energy and growing-pains structure.
Work-life balance at Honasa Consumer varies by team and role. Marketing and product launch teams report heavier hours around releases and festive seasons, while operations and support functions tend to have more regular schedules. Managers often try to be flexible when personal needs arise, but deadlines can create crunch periods. If work-life balance is a priority, you will want to discuss expectations for peak seasons during interviews.
Job security at Honasa Consumer is generally stable for core business functions. The company has been growing its brand portfolio, which provides a steady demand for talent. However, like many fast-moving consumer companies, it will reorganize functions to align with strategic priorities. Employees in highly specialized or non-core roles may experience more change. Overall, core performers will find their positions reasonably secure.
Leadership at Honasa Consumer projects a vision centered on consumer-first products and scalable brands. Senior leaders are often visible in town halls and brand announcements. Management style is a mix of directive and collaborative: strategic decisions come from the top, but teams are expected to contribute ideas. You will notice leaders invest in brand storytelling and market expansion, with clear expectations for performance and growth.
Manager quality appears to vary across departments. Many employees praise managers who provide clear goals, constructive feedback, and career guidance. There are accounts of managers being hands-off in a positive way, trusting teams to execute. Conversely, some report experiences with inconsistent feedback and shifting priorities. If you are joining, it will help to ask potential managers about their coaching style and performance expectations.
The company offers on-the-job learning through cross-functional projects and brand launches. Formal training options exist but may be limited compared to large multinational firms. Mentorship is commonly cited as a valuable avenue for growth, especially within marketing, product development, and operations. You will benefit most from a proactive approach—seeking stretch assignments, asking for feedback, and taking advantage of internal workshops when available.
Promotion opportunities are present, especially for high performers who drive measurable results and show leadership potential. Growth often comes through expanded responsibilities within the same brand or a move to a larger, cross-brand role. Promotions can be faster in newer categories where teams are scaling. You will find clearer advancement if you document impact and align with strategic priorities.
Salary ranges are competitive for the local market, though they may be lower than global multinationals for similar roles. Compensation often reflects experience and the strategic importance of the role. Senior brand, product, and commercial roles command higher pay bands. You will want to benchmark offers with industry peers and factor in other benefits when evaluating total compensation.
Bonuses and incentives are tied to both individual and company performance. Brand targets, sales milestones, and annual reviews commonly influence variable pay. Performance-linked incentives can meaningfully boost total earnings for people in sales, growth, and key marketing roles. There are spot bonuses and recognition programs for exceptional contributions, but structures may be less formalized in some teams.
Health and insurance benefits are standard and include medical coverage and basic wellness provisions. Coverage quality is generally in line with market norms for regional consumer companies. Some employees appreciate added support during significant health events. You will want to review specific policy details during hiring to understand dependents’ coverage, network hospitals, and any wellness allowances.
Employee engagement sees activity through town halls, brand celebrations, and festival events. Teams organize informal get-togethers, offsites, and product launches that double as engagement moments. These events help maintain morale and foster cross-team relationships. There is an emphasis on celebrating wins, which makes the workplace feel energetic and communal.
Remote work support is present but varies by role. Many corporate functions have hybrid policies, while manufacturing, warehousing, and some operational roles require on-site presence. Technology and collaboration tools are in place to support remote work for eligible employees. You will want to clarify hybrid expectations and remote flexibility during the interview process.
Average working hours are around standard business day length, with spikes during launches and peak seasons. Typical weekdays are full but predictable for many teams. In marketing and sales during campaign seasons, extended hours or weekend work may occur. You will experience variable working hours depending on role and timing in the product cycle.
Attrition is moderate and reflects industry norms for consumer goods companies. There is occasional turnover tied to role changes or fast growth in certain functions. The company has not had frequent large-scale layoffs publicly reported; adjustments tend to be strategic and role-specific. Overall, turnover is not alarmingly high, but some teams do see regular movement as talent advances or shifts.
Overall, Honasa Consumer presents a dynamic workplace with real opportunities for impact. Company culture at Honasa Consumer is creative and growth-oriented, and working at Honasa Consumer will suit people who enjoy brand-building in a fast environment. For those prioritizing structured training or guaranteed work-life balance year-round, this may feel less ideal. If you thrive on visible results, collaborative teams, and a consumer-focused mission, this company is worth considering.
Read authentic experiences from current and former employees at Honasa Consumer
Good product focus.
Decision making can be slow and there is occasional lack of alignment between teams. More clarity on career paths and better recognition for technical contributions would help retention.
Supportive manager, good learning opportunities, flexible hours
Salary growth is slower than peers in the market and appraisal timings can be unpredictable. Resource constraints sometimes mean long hours around launches.
