Eicher Trucks and Buses is a major player in the commercial vehicle industry in India, focusing on the design, manufacture, and sale of trucks, buses, and related services. The company operates as part of the broader Eicher Motors ecosystem and is cl...
Employees often speak in straightforward terms about working at Eicher Trucks and Buses. Many shop-floor staff say they appreciate the steady work and clear safety protocols — “you know what to expect every shift,” one technician said. Corporate employees often mention a respectful atmosphere and hands-on exposure to commercial vehicle projects — “you get to see ideas move from drawing board to road,” another colleague shared. A few employees noted occasional pressure around production targets and product launches, but most feel it is compensated by job stability and a collaborative team spirit.
The company culture at Eicher Trucks and Buses leans practical and engineering-focused. Teams value problem-solving, safety, and continuous improvement. There is an emphasis on measurable results and operational discipline, but there are also pockets of camaraderie and mentorship. If you are interested in manufacturing excellence or product engineering, you will likely find the environment encouraging. Overall, company culture at Eicher Trucks and Buses balances process rigor with room for initiative.
Work-life balance at Eicher Trucks and Buses varies by role. Frontline manufacturing roles are shift-based and predictable, which many find helpful for planning life outside work. Office roles may require extra hours during launches or audits, but most employees report manageable schedules outside those peak periods. If you value predictable shifts and defined responsibilities, you will find it easier to maintain balance while working at Eicher Trucks and Buses.
Job security is generally regarded as good. The commercial vehicle business is cyclical, but this company has a diversified product range and an established market presence, which buffers against sudden downturns. There will be periodic restructuring for efficiency or to align with market demands, yet long-term employees report stable tenure and continuity. Contractors and temporary hires may experience less security than permanent staff.
Leadership is pragmatic and focused on operational outcomes. Senior leaders communicate business priorities clearly and are accessible in many locations. There is a focus on lean manufacturing principles and meeting customer timelines. While strategic vision is present, some employees feel that communication on long-term career pathways could be clearer. Overall, there is a professional management layer that values execution and safety.
Direct managers tend to be technically competent and results-driven. Many mid-level managers are promoted from within and understand factory and product realities. Reviews highlight that good managers will coach and provide feedback, while some managers may focus more on targets than on people development. If you prefer hands-on mentors who understand the shop floor, you will likely find supportive managers in most teams.
The company invests in technical training, on-the-job learning, and vendor-led sessions. New hires receive induction and safety training, while engineers get exposure to vehicle systems and testing. There are occasional tie-ups with external institutes for specialized courses. Structured leadership programs exist for high-potential employees, though formalized learning pathways could be expanded for broader access.
Promotion opportunities exist, particularly for employees who demonstrate consistent performance and cross-functional skills. There is a preference for internal mobility, and many leaders have risen through the ranks. Promotions are competitive and often tied to measurable outcomes, so employees who take initiative and document achievements will increase their chances.
Salaries are broadly in line with industry peers in the commercial vehicle segment. Typical ranges (approximate):
Bonuses are performance-linked and may include annual incentives, festival bonuses, and production-related rewards. Performance bonuses typically range from a few percent to double-digit percentages of annual pay for exceptional contributors. Manufacturing roles often receive attendance or productivity incentives. Variable pay is tied to both individual and company performance.
Health coverage is generally comprehensive for permanent employees and often includes family coverage options. Benefits typically include group health insurance, accident coverage, and maternity benefits as per statutory regulations. Preventive health checkups and wellness initiatives are present in many locations. Benefits for contractual employees may be less extensive.
Employee engagement includes team outings, factory events, safety weeks, and family days. Sports and cultural events happen periodically and help build community. Recognition programs for safety, quality, and innovation are common and appreciated. Engagement is practical and often focused on collective achievements tied to production and projects.
Remote work support is role-dependent. Manufacturing and shop-floor roles require on-site presence. Corporate, R&D, and support teams may have hybrid or flexible options, depending on business needs. The company supports remote tools and collaboration for eligible roles, but remote-first arrangements are uncommon.
Average working hours vary by function. Office roles typically follow a standard 8–9 hour day, with occasional extended hours during peak periods. Manufacturing shifts are structured (e.g., 8–12 hour shifts) and may include rotational schedules. Overtime is compensated or accounted for according to company policy.
Attrition is moderate and tends to be higher in non-core administrative roles than in technical or skilled positions. The company has not been known for large-scale layoffs in stable market periods, though it will undertake adjustments during downturns or efficiency drives. Overall, attrition and layoff history are consistent with a mature manufacturing organization.
Overall, Eicher Trucks and Buses presents as a stable, process-oriented employer with strong technical focus. It will suit candidates who value structured operations, steady career growth, and real-world engineering exposure. Work-life balance is reasonable for most roles, and benefits are competitive for permanent staff. If you are seeking hands-on manufacturing or vehicle engineering experience, working at Eicher Trucks and Buses is a solid choice.
Read authentic experiences from current and former employees at Eicher Trucks and Buses
Well-structured shop floor, safety is taken seriously, good team coordination.
Sometimes overtime during peak demand but compensated well.
Great engineering culture, modern test labs, exposure to commercial vehicle design and good mentorship from seniors.
Long design cycles sometimes and occasional tight deadlines during product launches.
Supportive leadership, clear HR policies and real focus on employee welfare. Good internal mobility.
Salary increments are steady but not very aggressive.
Strong brand presence in the market and good product support from R&D and service teams.
Travel can be exhausting; commission structure changed recently which impacted take-home.
