Exide Industries is one of India’s leading battery manufacturers, headquartered in Kolkata. The company produces automotive batteries, industrial and submarine batteries, UPS and telecom batteries, and energy storage solutions for renewable and grid ...
“I joined the plant as a junior technician and I stayed for seven years — mostly because the team is like family. You’ll get hands-on training and a steady routine.”
“Working at Exide felt stable. There are busy spells, especially during launches, but you have support when it gets intense.”
“Corporate roles are more flexible. I was able to switch to hybrid after a year and my manager trusted me to deliver.”
These voices reflect a mix of experiences. If you are looking for practical, stable employment with clear responsibilities, working at Exide Industries often delivers that. If you crave rapid startup-style change, you may find it slower.
The company culture at Exide Industries leans toward being traditional, safety-first, and process-driven. Teams value discipline, quality, and reliability — traits you would expect from a long-standing manufacturer. Collaboration happens across departments but decisions can be hierarchical. There is pride in making a tangible product and in the company’s legacy. If you search for company culture at Exide Industries, you will find recurring themes: respect for tenure, emphasis on shop-floor excellence, and a steady pace rather than rapid disruption.
When people talk about work-life balance at Exide Industries, they often note that factory roles are shift-based with predictable hours; corporate roles can offer more flexibility. You’ll have busy weeks around production peaks and quieter times during planned maintenance. Overall, managers tend to respect personal time, but there are occasions of extended hours during rollouts or audits.
Job security at the company is generally strong. The firm has an established market position and long manufacturing cycles that provide steady employment. Restructuring occurs occasionally as part of strategic realignments, but mass layoffs are not commonplace. Employees will typically see stable tenure opportunities, particularly in technical and operational roles.
Leadership is experienced and conservative. Senior management emphasizes operational efficiency, compliance, and long-term sustainability. Managers are often promoted through tenure and technical competency rather than flashy metrics. This results in a leadership style that is steady and predictable; innovation is encouraged within safe parameters. Communication from the top down is formal and periodic town halls or updates are used to share major decisions.
Managers vary by location and function. Many colleagues praise hands-on supervisors on the shop floor who coach and mentor. In corporate functions, managers can range from highly empowering to more directive, depending on the department. For someone working at Exide Industries, you will likely find managers focused on deliverables and process adherence; approachable managers are common, though experiences differ by unit.
Training is practical and oriented toward on-the-job skills: safety training, technical upskilling for battery manufacturing, and product knowledge sessions. There are also periodic classroom programs and vendor-led workshops. Career development is supported but formal leadership programs are limited compared to very large multinational firms. If you want to grow your technical expertise, this environment will serve you well.
Promotion paths are steady but often incremental. Technical and operational tracks reward experience and consistency. There is scope for moving into supervisory or specialist roles, especially if you demonstrate reliability and continuous learning. Fast-track promotions are less common unless you join high-impact corporate projects or business-critical functions.
Salary ranges at the company are competitive for the industry and region. Approximate figures (India, annual):
These are indicative ranges and will vary by location, role, and experience. Benefits and bonus components often supplement base pay.
Bonuses and incentives are generally performance-linked and role-specific. Sales teams receive commission structures, operations may get production-linked incentives, and corporate employees often have annual performance bonuses. There are festival or attendance bonuses in some locations. Overall, incentives are used to reinforce productivity and sales targets, and they will meaningfully augment take-home compensation in many roles.
Health coverage is standard for employees: group mediclaim policies, accidental coverage, and basic wellness programs. Coverage limits and dependent provisions vary by level and location. Maternity and some additional benefits may be available per local regulations. On-site clinics and first-aid facilities are common at manufacturing locations.
The company organizes cultural events, safety days, CSR initiatives, and annual celebrations. Local sites often run sports teams and family days. Engagement is practical and community-oriented — you will find festivals celebrated and employee recognition programs in place, though big, glitzy corporate events are less frequent.
Remote work support is role-dependent. Manufacturing and shop-floor roles cannot be remote. Corporate and back-office roles may offer hybrid or work-from-home flexibility, especially in urban centers. Infrastructure support (VPN, collaboration tools) exists but is not as expansive as purely digital companies. Expect a pragmatic approach: remote work where feasible, on-site where required.
Standard shifts for factory staff are typically 8–12 hours depending on rotation. Corporate employees usually report around 9–10 hours daily including email and meetings. Overtime is managed per local labor laws and may be compensated or adjusted through time-off.
Attrition is moderate and varies by function — sales and junior corporate talent see higher turnover, while technical and shop-floor roles are more stable. The company has not had frequent large-scale layoffs; when changes occur they are usually part of operational realignment or cost optimization. Overall, attrition is neither extremely low nor alarmingly high.
Overall, the company presents as a solid employer with stable operations, practical learning opportunities, and reasonable benefits. It is well-suited for people who value job security, process orientation, and technical growth in manufacturing. It will be less attractive if you seek rapid startup-like growth or highly flexible remote-first culture. For many job seekers, Exide Industries is a dependable choice with clear expectations and steady career paths.
Read authentic experiences from current and former employees at Exide Industries
Competitive compensation, transparent policies and stable leadership. Good leave policy and predictable career ladder.
Sometimes approvals take time due to multiple levels, but manageable.
Strong brand, exposure to battery technology, supportive mentor and good lab facilities.
Salary hikes are conservative and decision-making can be hierarchical which slows projects.
Flexible hours, supportive team and opportunity to work with modern tools. Good learning curve.
Hardware replacement is slow and sometimes approvals for new tools take time.
Good colleagues and a chance to learn industrial HR practices.
Limited pay growth and internal politics sometimes affect morale.
Good field exposure and decent incentive structure.
Travel heavy and targets can be unrealistic during monsoon season.
Steady work and some overtime benefits.
Long shifts, frequent unpaid overtime pressure, low pay increases and favoritism in shift allocation. Safety gear was sometimes lacking.
