Hanon Systems is a global supplier in the automotive thermal and energy management industry, headquartered in South Korea and focused on thermal systems for internal combustion and electric vehicles. The company designs and manufactures HVAC modules,...
"I enjoy the technical challenges here — you will get to work on real automotive cooling and HVAC systems," says a mid-level R&D engineer. "The shop floor team is tight-knit; they look out for each other," adds a production operator. A recent hire in procurement shared, "Onboarding was fast and friendly; you will meet people across functions in the first few weeks."
Testimonials are generally positive about hands-on work and cross-functional collaboration. Some employees mention that career growth can feel slow in certain locations, and that communication can be uneven between global HQ and regional sites. Overall, these voices give a good snapshot of what working feels like day to day.
The company culture at Hanon Systems leans technical, safety-conscious, and performance-oriented. There is a clear emphasis on engineering excellence, quality control, and meeting automotive industry timelines. Teams often describe a practical, "get-it-done" mentality with respect for frontline knowledge. Sustainability and energy-efficiency initiatives are increasingly part of daily conversations.
Culture can vary by site — some centers feel very collaborative and open, while others are more hierarchical. If you are researching company culture at Hanon Systems, expect a professional environment that values problem-solving and operational discipline.
Work-life balance at Hanon Systems depends a lot on your role. If you are in an office or R&D position, you will usually have standard hours and some flexibility for remote or hybrid work. Manufacturing roles often require shift work and overtime during peak production periods, so you should be ready for schedule variability.
Employees report that managers try to respect time off, but production deadlines and urgent quality issues can require extra hours. Overall, work-life balance is manageable for salaried staff and more demanding for shop-floor roles.
Job security at Hanon Systems is generally tied to the broader automotive market. There is stability in core product lines and longstanding OEM relationships. However, the supply chain and automotive cycles can create pressure. Employees should understand that job security is influenced by market demand, plant performance, and global restructuring efforts. The company does often prioritize retaining skilled employees where possible.
Leadership is a mix of global strategy-setting and localized plant management. Senior leaders emphasize innovation in thermal management and electrification, while site managers are focused on delivery, safety, and cost control. There have been efforts to improve transparency and communication, but execution varies across regions. Overall, leadership provides clear direction on priorities, and many employees appreciate the technical credibility of management.
Managers are typically rated as practical and results-driven. Good managers support skill development, provide hands-on coaching, and prioritize safety. Areas for improvement frequently mentioned include consistency in feedback, cross-site alignment, and proactive career conversations. If you value direct, pragmatic leadership, you will likely find managers who fit that style.
Training programs include on-the-job coaching, technical workshops, and e-learning modules. Engineering teams can access specialized training in thermal systems, simulation tools, and new electrification technologies. There are occasional partnerships with external providers and some support for certifications or degrees, depending on location and role. Overall, learning opportunities are solid, especially for technical functions.
Promotions are merit-based and often tied to demonstrated performance and cross-functional experience. There is a clear path for engineers who take on complex projects or lead process improvements. At plant level, upward mobility can be slower due to fewer mid-management slots. Ambitious employees who rotate roles or gain international experience will find better promotion prospects.
Salaries vary by country and role. As a general guideline in USD-equivalent terms: production operators might earn roughly $25,000–$45,000 annually; technicians and senior technicians $40,000–$65,000; engineers $60,000–$95,000; senior engineers or team leads $90,000–$130,000; mid-level managers $110,000–$160,000. These ranges are approximate and will change with local markets and experience.
There is a mix of performance bonuses, production incentives, and occasional profit-sharing depending on region and role. Manufacturing staff often receive attendance or productivity bonuses. Salaried staff may be eligible for annual performance bonuses tied to company and individual targets. Sales and commercial roles may have commission structures.
Health and insurance benefits are competitive relative to industry norms and vary by country. Typical offerings include medical, dental, vision, life insurance, and disability coverage for full-time employees. Wellness programs and employee assistance resources are present in many locations. Benefits administration is generally handled regionally, so details will depend on local HR policies.
Employee engagement includes safety days, plant open houses, town halls, and charity or community events. Many sites run recognition programs for performance and safety milestones. There are also seasonal celebrations and team-building activities. Engagement quality varies by location but is usually present and meaningful at the plant level.
Remote work support is strongest for office, R&D, and corporate roles. The company adopted hybrid models in many regions after 2020 and provides standard collaboration tools and IT support. Manufacturing roles have limited remote options due to operational needs. Overall, remote work policies are evolving and tend to reflect the practical requirements of each function.
Typical working hours for office roles are about 40–45 hours per week. Manufacturing shifts commonly follow 8- to 12-hour rotations, with overtime during peak production or launch phases. Expect occasional extended hours around program launches or supply chain disruptions.
Attrition is moderate and influenced by local labor markets and the automotive cycle. There have been periodic restructuring actions in response to industry downturns, efficiency programs, or portfolio adjustments. Like many suppliers, the company has had to make workforce changes at times, but it aims to manage transitions responsibly and retain critical talent.
Overall rating: 3.8/5. Hanon Systems offers solid technical work, collaborative shop-floor culture, and competitive benefits for many regions. Job security and career progression are reasonable but tied to market cycles and location. If you are looking for hands-on engineering experience or stable manufacturing work and want to know about working at Hanon Systems, this company is a strong option—especially if you value technical challenges and team-oriented environments.
Read authentic experiences from current and former employees at Hanon Systems
Good analytical exposure, supportive team, flexible remote policy.
Communication with other regions can be spotty. Team culture varies by location.
Challenging projects, good mentor support and access to conferences.
Salary increases are slow and bureaucracy can delay decisions.
Stable shifts and decent safety standards.
Long hours during peak, limited overtime pay and little career path.
Great focus on employee wellbeing and excellent internal mobility. Leadership genuinely listens to HR feedback.
Sometimes global rollouts move too quickly for local teams — communication could improve.
