IRB Infrastructure is a major player in India’s infrastructure and construction industry, best known for developing, building and operating highway projects. Headquartered in Mumbai, the company undertakes delivery models across BOT, HAM and EPC, and...
People who work there often say they enjoy the hands-on nature of the job. You will hear lines like “you learn fast on the ground” or “the pace keeps you sharp.” Some employees appreciate the clear targets and tangible outcomes — you see roads and bridges at the end of the day. A few comments also mention long travel and unpredictable site schedules. If you are planning on working at IRB Infrastructure, expect practical challenges and real ownership of projects.
The company culture at IRB Infrastructure leans toward execution and delivery. Teams are result-driven and safety-conscious, with an emphasis on meeting project milestones. Collaboration happens mostly within project teams rather than across unrelated business units. There is a pragmatic, can-do spirit, and the culture rewards people who are hands-on and solution-oriented. For those looking for a creative, slow-paced environment, this may feel intense.
Work-life balance at IRB Infrastructure varies by role. Office and corporate roles often enjoy more predictable hours, while site and field roles can demand extended workdays and travel. You will find that during peak construction phases, work spills into weekends. For professionals who value steady home routines, this is an important consideration. For many, the tradeoff is acceptable because of the learning and career growth on offer.
Job security is generally reasonable for core, permanent staff because long-term projects provide steady work streams. Contract and site-specific hires will experience more variability tied to project lifecycles. There are times when project delays or slow tender pipelines create hiring pauses, but essential operational teams are less likely to face abrupt layoffs.
Leadership focuses on operational excellence and timely delivery. Senior management sets clear targets and tracks progress closely. Decision-making tends to be top-down when it comes to major investments or strategy, while day-to-day tactics are left to project managers. Communication from the top can be formal and periodic, with clarity on business priorities. Overall, leadership is pragmatic and focused on sustaining project momentum.
Direct managers are typically practical and results-focused. They will expect clear reports, adherence to safety norms, and timely execution. Many managers are experienced engineers who mentor juniors on technical matters and field practices. Feedback frequency varies; some teams have regular reviews, while others rely on milestone-based performance checks. Employees who are proactive and communicative tend to get more support and visibility.
Learning is mostly on-the-job, with significant exposure to real projects, equipment, and vendor management. The company runs safety training and project-specific workshops. Formal training programs are present but limited compared to intensive classroom-based learning. There is support for professional certifications and occasional sponsored courses for high-performing staff. Those who take initiative to learn will progress faster.
Promotions are driven by project performance, experience, and demonstrated leadership. Technical competence and the ability to meet deadlines weigh heavily. Advancement from junior to mid-level roles is common, but moving into senior management can require longer tenure and consistent delivery. Overall, growth exists but it may be gradual and tied to available project roles.
Salaries vary by role, location, and experience. Approximate ranges (annual, INR): Junior Engineer 2–4 LPA, Site Engineer/Civil Engineer 3–8 LPA, Senior Engineer/Executive 6–12 LPA, Project Manager 12–30 LPA, Senior Management 25–75 LPA+. These are indicative and will differ by city, project complexity, and tenure. Compensation tends to be competitive for the industry, especially when factoring in project allowances for field staff.
Bonuses are typically performance-based and linked to project or company results. Annual incentives vary and can range from modest fixed components to more meaningful payouts for high performers. Site staff sometimes receive completion bonuses or travel allowances. Incentive structures reward timely delivery, safety adherence, and cost control.
Standard group health insurance is provided for employees, often extendable to immediate family members. Additional benefits may include term insurance, personal accident coverage, and statutory benefits like gratuity and provident fund. Coverage details differ by level and tenure, so it is important to verify specific policy limits during onboarding.
Engagement is practical and project-centered. Teams celebrate milestone completions, safety milestones, and local festivals. There are periodic town halls, safety drives, and team outings. Events are more frequent at corporate offices and regional centers than on remote sites. Overall, engagement is functional and focused on team cohesion.
Remote work support is limited for site-driven functions; infrastructure work requires on-site presence. Corporate and back-office roles may have hybrid or flexible arrangements depending on the function. The company provides necessary tools for remote coordination when applicable, but the core business still favors physical presence at projects.
Typical office hours are standard 9–10 hour days, though deadlines can lengthen the schedule. Site teams often work longer hours and may be on call for emergencies or weather-related delays. Expect occasional weekend work during critical phases. Overall, working hours reflect the demands of construction and project delivery.
Attrition is moderate and often tied to project cycles and market demand for infrastructure projects. Contractual roles see higher turnover compared to permanent positions. There have been periods of slower hiring or restructuring when tender pipelines were thin, but widespread layoffs are not commonplace for core teams. Job stability tracks closely with the broader infrastructure sector.
Overall, the company offers solid exposure to large-scale infrastructure work and practical career growth for those who like field-oriented roles. On a 5-point scale, a balanced rating would be 3.8/5. Strengths include hands-on learning, clear project outcomes, and reasonable benefits. Areas for improvement include more structured learning programs, clearer long-term career roadmaps, and improved work-life balance for site staff. If you are considering working at IRB Infrastructure, weigh the field demands against the unique growth opportunities it provides.
Read authentic experiences from current and former employees at IRB Infrastructure
Large pipeline of projects, brand name helps open doors.
Targets are aggressive and often slip; coordination between operations and BD needs improvement; compensation structure could be more transparent.
Transparent policies, on-the-job learning in project accounting, friendly team and good work-life balance.
Internal approvals can be slow at times.
Good exposure to large highway projects, supportive field engineers, structured safety procedures.
Long site hours during peak phases, salary increments slower than peers.
