Amara Raja Power Systems is part of the Amara Raja Group and operates in the power solutions and battery manufacturing industry, offering UPS systems, lithium-ion and lead-acid batteries, and energy storage solutions for industrial, telecom, and auto...
People I spoke with had a mix of honest, grounded takes. Many employees say they enjoy the hands-on work and feel proud of the products they help make. “You learn a lot quickly and the shop floor gives real exposure,” one engineer told me, and you will hear similar comments about career growth in technical roles. A few junior staff mentioned they wished for clearer onboarding—“you’re thrown into projects fast, which is exciting but a bit rough at first.” Overall, testimonials underline that working at Amara Raja Power Systems gives practical experience and a sense of contribution.
The company culture at Amara Raja Power Systems leans towards practical, performance-oriented values. Teams are goal-driven and there is an emphasis on reliability, safety, and disciplined execution. People appreciate a no-nonsense environment where plans are actioned and targets matter. At the same time, there is a collaborative spirit in many departments; colleagues often step in to help during crunch times. If you are someone who likes clarity in expectations and values delivering results, you will likely fit in well.
Work-life balance at Amara Raja Power Systems varies by role and function. In operations and manufacturing, you will experience shift patterns and on-site demands that can limit flexibility, and you may work extra hours during peak delivery periods. In office-based and engineering roles, hybrid arrangements are increasingly common and you will get more control over your schedule. Several employees appreciate the company’s efforts to improve flexibility; however, during product launches or audits, you should expect longer days. If flexibility is a top priority, check the team norms before accepting an offer.
Job security is generally stable. The company operates in established sectors where demand is steady, which provides a buffer against sudden downturns. There have been occasional restructurings aligned with business strategy, but there is no widespread pattern of abrupt layoffs. Employees in core technical and manufacturing functions tend to feel most secure. Contract and temporary workers may face more variability. Overall, you will find that long-term prospects are reasonable if you maintain strong performance.
Leadership places a clear focus on operational excellence and product reliability. Senior managers communicate strategic goals and there is a tendency to rely on data-driven decision making. Middle management quality can vary by unit; some managers excel at setting priorities and supporting teams, while others are more directive. There is an openness to feedback at higher levels, and corporate-level initiatives often cascade down with measurable targets.
Managers are generally seen as experienced and practical. Positive reviews note approachable managers who mentor and provide growth opportunities. Constructive feedback points to some managers who may be process-heavy and slow to delegate. If you like a manager who provides autonomy and measurable KPIs, you will find many who match that style. If you prefer frequent hand-holding, you may need to adapt to a more self-driven approach.
There is a healthy focus on upskilling, particularly in technical training, safety, and product knowledge. The company runs in-house training programs, certifications, and external workshops for specialized skills. Employees report good on-the-job learning opportunities, especially in areas like battery systems, power electronics, and manufacturing processes. Formal leadership programs exist but may be selective; proactive employees who seek out mentors tend to progress faster.
Promotion pathways are clearer in engineering and operations, where technical competency and on-the-floor performance are easily measured. In corporate functions, promotions may be slower and closely tied to demonstrated project impact. High performers who network internally and document achievements typically see faster promotions. Overall, opportunities exist but you will need to be visible and consistent.
Salaries are competitive within the manufacturing and power sectors. Entry-level engineers typically fall in the lower to mid-range for the industry, whereas mid-career and senior technical roles match market rates for specialized skills. Corporate and sales roles may vary more widely based on experience and region. Compensation reflects the company’s emphasis on long-term reliability rather than aggressive hiring spikes.
Performance bonuses and incentives are part of the compensation structure. Bonuses are usually tied to company performance, plant-level KPIs, and individual appraisals. Sales teams may receive commission structures that reward targets. Incentives are generally predictable and linked to measurable outcomes rather than ad-hoc rewards.
Health benefits are solid and generally include group medical insurance, life coverage, and wellness programs. Employees report adequate insurance networks and reasonable claims processes. Some benefits differ by seniority and location, but core health coverage is part of the standard package.
The company organizes employee engagement activities, safety days, and festival celebrations, which help build camaraderie. Townhalls and recognition events are used to communicate achievements and foster culture. Plant visits, family days, and sports events are common at larger sites, creating a sense of community among employees.
Remote work support is improving, especially for office-based roles. The company supports hybrid models where tasks permit and provides collaboration tools and VPN access for secure connectivity. Manufacturing and plant roles require on-site presence and have limited remote options. Overall, there is a practical approach: work-from-home where possible, on-site where needed.
Standard working hours align with industry norms. Office roles typically run 9-to-5 with occasional extended hours for project deadlines. Manufacturing and operations use shift systems that may include early mornings, nights, or weekends. Overtime is often situational, tied to production targets or audits.
Attrition is moderate and is influenced by location, role, and market demand for specialized skills. Key technical roles tend to have lower attrition, while some corporate functions may see higher turnover. There have been periodic restructurings aligned to strategic priorities, but there is no ongoing pattern of large-scale layoffs. Talent retention efforts focus on career progression and targeted incentives.
Overall, this is a solid employer for people seeking practical experience in power systems and manufacturing. The company offers stable job security, decent benefits, and opportunities for hands-on learning. Career growth rewards proactive employees who document results and seek mentorship. On a scale of 1 to 5, many employees would rate their experience between 3.5 and 4.0 — a reliable place to build technical depth and a steady career.
Read authentic experiences from current and former employees at Amara Raja Power Systems
Great learning curve, lots of client exposure and good travel allowances. Management is supportive when technical issues escalate.
Unpredictable travel schedule and occasional weekend on-call duty. Can be tiring during long deployment periods.
Supportive manager, structured onboarding, frequent training programs and good R&D exposure. Flexible hybrid days and modern lab facilities.
Decision-making can be slow at times and a bit of internal bureaucracy.
People-first policies, transparent HR processes and decent employee benefits. Good exposure to policy framing and employee engagement programs.
Middle-management promotions are slow and there was frequent travel required which became tiring over time.
Stable shifts, clear SOPs and practical hands-on learning on the shop floor. Safety is taken seriously and there is good job stability.
Long hours during peak seasons and incremental salary growth is slow. Canteen food options could be better.
Mentorship from senior QA leads, structured quality processes and access to modern test equipment. Good peer support and fair work environment.
Career progression is slower for QA compared to product teams and salary increments were modest during my tenure.
