Kharafi National is a diversified multinational conglomerate operating across construction, engineering, infrastructure, energy and industrial services. Headquartered in Kuwait, the company delivers large-scale EPC projects, facilities management and...
People who have worked there tend to describe their experience in plain terms: steady pay, big projects, and a busy day-to-day. Some employees say, “you’ll learn quickly if you are on a project site,” and others note that mobility between departments is possible if you are proactive. Field staff often praise the safety focus and clear procedures, while office staff enjoy the predictable structure and project-driven variety. A common refrain is that teams are professional and diverse, but you may have to navigate some bureaucracy to get things done.
The company culture at Kharafi National leans toward a results-oriented, project-first mindset. There is an emphasis on safety, timelines, and adherence to standards. People value competence and reliability, and there is a pragmatic atmosphere: if work gets done well, it is noticed. At the same time, there are layers of approval and formal processes, so innovation can feel slow at times. Overall, the company culture at Kharafi National is solid for people who like clear expectations and structured environments rather than startups or flatter, informal workplaces.
Work-life balance at Kharafi National varies by role. Office roles usually offer regular hours with occasional long days near project milestones, and you will have weekends off in most regions. Field roles and project sites often demand longer shifts, early starts, and sometimes rotation schedules that can be intense. If you prefer steady hours, look for corporate or engineering office positions; if you join a site team, expect unpredictable spikes in workload. Many employees say you can manage family life, but you will need to plan around busy periods.
Job security at Kharafi National is generally good for full-time, long-term employees working on ongoing projects. There is stability tied to the company’s diversified portfolio across construction, infrastructure, and services. There are instances when contract staff are released at the end of projects, and there can be adjustments during economic downturns. Overall, permanent roles provide reasonable job security, whereas short-term contracts are more susceptible to change.
Senior leadership is experienced and focused on large-scale delivery and risk management. Directors and executives bring industry knowledge and maintain a conservative approach to decision-making. Management style is hierarchical, and strategic decisions flow top-down. Communication from leadership is formal and regular, but mid-level managers carry much of the operational responsibility. There is clarity in goals, but employees seeking a highly consultative leadership style may find the approach a bit rigid.
Direct managers tend to be technically competent and results-focused. Many staff report that immediate supervisors are approachable and invested in team performance. Some managers emphasize professional development and cross-training, while others focus primarily on meeting targets and budgets. Performance reviews follow a formal cycle and are tied to KPIs. In short, managerial quality can vary by department, but the overall trend is toward supportive, process-driven supervision.
The company invests in on-the-job training, safety certifications, and technical courses relevant to projects. There are formal training programs and opportunities to attend external workshops and certifications. Mentorship is available in many teams, and staff can gain valuable practical experience on complex projects. Training budgets exist, but access may depend on business priorities and role criticality.
Promotions are available but are competitive and often linked to project performance and tenure. Internal mobility is possible, especially for those who show initiative and take on cross-functional responsibilities. Career progression is clearer in technical ladders and project management tracks. Employees who demonstrate leadership on projects will have better promotion prospects.
Salary ranges vary widely by role, location, and experience. Entry-level administrative roles tend to fall at the lower end of the market, junior engineers and site supervisors occupy a mid-range, and senior engineers, project managers, and executives are at the higher end. Salaries are generally aligned with regional industry standards. These are approximations, and exact figures depend on local market conditions and individual negotiation.
Bonuses and incentives are offered and are primarily tied to performance and project outcomes. There are year-end performance bonuses, project completion incentives, and sometimes spot rewards for exceptional contribution. Allowances such as housing, transportation, and annual flight tickets for expatriates are common components of total compensation packages. Bonus structures are transparent in most cases, but payout levels depend on business performance.
Health and insurance benefits are competitive by regional standards. Medical coverage for employees is standard, and many packages include dependent coverage options. Life insurance and work-related accident coverage are provided. Specifics vary by contract and country, but overall, the company provides a solid baseline of health protection for employees.
The company runs employee engagement activities like town halls, safety days, Ramadan gatherings, and occasional family events. There is involvement in corporate social responsibility initiatives, and teams often celebrate project milestones together. Engagement is practical and work-focused, not flashy, but it helps build team cohesion.
Remote work support is limited for operational and site-based roles. For corporate and administrative positions, there is some flexibility and occasional hybrid arrangements, particularly after recent global trends. The company favors in-person presence for collaboration and project coordination, so remote work will be more likely in office-based functions rather than field work.
Average working hours vary by function. Office staff will typically work standard business hours, roughly 40 to 48 hours per week with occasional overtime. Field and site teams can work longer weeks, particularly when projects are on tight schedules, with shifts and rotations that may extend total weekly hours.
Attrition rates are moderate. Permanent staff turnover is relatively low compared to industry peers, while contract worker turnover is higher due to project cycles. Layoffs are infrequent for core teams but may occur in response to project completions or economic slowdowns. Historical layoffs have tended to affect temporary and non-critical roles first.
Overall, Kharafi National is a dependable employer for professionals who value structured projects, safety, and clear career paths within a traditional corporate environment. There are solid benefits, decent training opportunities, and good job stability for permanent staff. Individuals who prefer fast-paced startups or highly flexible remote arrangements may find the culture too process-oriented. On balance, the company earns a positive rating for stability and professional development prospects.
Read authentic experiences from current and former employees at Kharafi National
Flexible hours, friendly team, good vendor relationships.
Salary growth is modest compared to industry peers.
Good exposure to international projects and mentors.
Contract renewal process was unclear and HR response time could be faster.
Stable employer, clear career path for site roles.
Work-life balance suffers during tight schedules. Communication between headquarters and site can improve.
Strong leadership, clear processes, and consistent training programs. Great safety culture on site.
Occasional long site hours during project peaks
Supportive HR leadership and good maternity policies.
Promotion cycle can be slow and not always transparent.
