Hindustan Unilever Salaries in Haridwar (Updated 2025)

Likes

Salary is at 70% if we look at the market. You'll get to learn a lot due to the agile culture and continuous new innovations

Dislikes

Work culture is very poor . Production team is expected to work like daily wage workers , working time are not fixed. You will be called on your off and after your working hours in cases of breakdowns. Unnecessary pressure to meet production compliance

Likes

Compensation, skill development, freedom to work, work like king

Dislikes

Partiality with carrier growth between iit, iim candidate growth vs not iit employee.. Very slow growth for non premium institute employee, even after the best performance... Best presenter in PPT skills, get early recognition and promoted

Likes

...n many new idea in security department I first time handling 70 security person.but salary is very low as per work load in contract basis,work culture is good for company employee but contact employee culture is satisfactory.

Dislikes

I feel that no food facility for contract employee and work culture is satisfactory salary is very low,and no proper response to security by Hr department no proper investigation for any case report by Security,all facility for only company employee overall good environment for job.

Likes

Salary is very good, ontime salary, brand value accepted all of the doctor

Dislikes

Expense submission process very lengthy, manager does not give you a time to settle and understand the process from day 1 to give 100% sales, even management does not give you a time understand the brand, how this sales works, they want everything we knew about company policy, HR not interact properly.Skill development and training team very poor does not even know how to give a training.

Likes

Good Compensation and benefits. Opportunities to switch roles internally into diverse roles, Brand value.

Dislikes

Bureaucratic. Cannot grow here without viability at Director level. Managers have tendency to push work down and just follow up. 360 degree performance review with multiple stakeholders to be introduced instead of dependency on single manager to define your growth and success. Need more dynamic managers/ leaders who prioritize company growth beyond their growth and visibility.