Pennar Industries is a diversified engineering and manufacturing group headquartered in Hyderabad, active in steel, building systems, automotive components, and precision engineering. The company produces structural steel products, cold-rolled sectio...
“I joined as a junior engineer and grew into a project lead in three years,” says one current employee. Another shares, “You will find helpful colleagues and hands-on mentors, especially in manufacturing teams.” A few employees note initial bureaucratic hurdles when joining, but most say onboarding gets smoother after the first few months. Overall, testimonials tend to highlight practical learning, teamwork on the shop floor, and a steady pace of career development. If you are looking for working at Pennar Industries where you will get exposure to manufacturing operations and project execution, these voices suggest you will find it rewarding.
The company culture at Pennar Industries is pragmatic and execution-focused. People value craftsmanship, safety, and meeting deadlines. There is pride in building durable products and in continuous improvement. Informally, teams are collegial—people help each other solve day-to-day problems and celebrate milestones like successful deliveries or plant certifications. At the same time, some employees note that decisions can sometimes be top-down, which affects how fast new ideas are adopted. For folks who thrive in an environment that blends engineering discipline with shop-floor solidarity, the culture is a good fit.
Work-life balance at Pennar Industries varies by role. In design, procurement, and corporate functions you will generally have predictable hours and the ability to plan personal time. Shop-floor and project-based roles may require shift coverage or occasional overtime to meet delivery deadlines. Many employees say managers try to respect off-hours once a project stabilizes, but during peak production or installation phases, you may be asked to stay late. If you care about consistent hours, look for roles that are not tied to active projects or shift rotations.
Job security at Pennar Industries is relatively stable, especially within core manufacturing and long-running projects. There are occasional restructurings aligned with business cycles or market shifts, but these are usually communicated in advance. Contract and short-term project positions carry the most risk. Overall, there is a dependable base of work and long-term customer relationships that support job continuity.
Leadership tends to emphasize operational excellence and clear performance targets. Senior leaders are focused on profitability, supplier relationships, and meeting client specifications. Management style can be directive in some functions and collaborative in others. There is an emphasis on measurable outcomes and timelines. Expectations are set reasonably high, and managers typically provide the resources needed to meet those expectations. Transparency from senior leadership improves during quarterly business reviews and town halls.
Managers are generally described as competent and results-driven. Many are promoted from within and have hands-on experience, which helps when guiding teams through technical issues. Some employees report managers who are approachable and willing to coach, while others note variability—some managers are more focused on metrics than on individual mentoring. Performance feedback is regular in some departments; in others it is tied more closely to annual reviews.
There are opportunities for on-the-job learning, cross-functional rotations, and technical training. The company invests in certifications and vendor-specific training for manufacturing equipment. Internal knowledge sharing is common, and senior engineers often mentor juniors. Formal leadership programs exist but are selective. If you want to grow technical skills, especially in fabrication, assembly, and project management, you will find practical learning channels.
Promotion paths are clearer for technical and production roles where competencies and metrics are well defined. Career progression tends to reward experience, problem-solving ability, and reliability. Promotions in corporate roles follow traditional HR processes and depend on performance and business needs. Timing for advancement may be slower in stable business periods and faster during growth phases.
Salaries are market-competitive for manufacturing and engineering roles in the regions where the company operates. Entry-level engineering roles are typically in the lower to mid-market band, mid-level engineers reach mid-market levels, and experienced project leads and managers command higher bands. Salaries vary by city, role, and experience. Compensation is generally consistent with industry peers in heavy manufacturing.
Bonus structures are linked to company performance, divisional targets, and individual KPIs. Short-term incentive plans and performance-linked bonuses are common. For sales and project teams, incentives may be tied to delivery milestones or profitability. Annual bonuses are variable and depend on both company results and personal performance.
Health coverage is offered, typically including a basic medical plan, group health insurance, and sometimes additional options depending on location. Employees generally report that core medical benefits are adequate, though the scope and premium sharing can vary by employment level. Maternity benefits, worker’s compensation, and occupational health measures are present due to the manufacturing focus.
Employee engagement is sustained through town halls, safety days, workshops, and occasional team outings. Plant-level recognition programs highlight safety records and production milestones. Larger corporate events are less frequent but are organized around major business achievements. Engagement is practical and tied to operational wins rather than frequent social events.
Remote work support is limited for roles that require on-site presence. Corporate and administrative functions may be allowed flexible work arrangements or hybrid schedules, depending on team policies. For manufacturing, assembly, and site-engineering roles remote work is not feasible. Where remote work is permitted, IT support and basic collaboration tools are provided.
Standard office hours are typical for corporate teams, roughly 9-to-5 with some flexibility. Production and plant shifts follow operational needs and can include rotating shifts. During project ramp-ups, working hours may extend into evenings and weekends. Average weekly hours for most employees fall within a standard full-time range, with variation by role.
Attrition is moderate and tends to reflect industry norms for manufacturing and engineering. There have been occasional layoffs tied to restructuring or slow business segments, but widespread layoffs are not a frequent pattern. Employee turnover is more common in contract roles and among early-career hires seeking rapid growth elsewhere.
Overall, the company offers a stable, practical workplace with strong operational focus. If you value hands-on learning, predictable career paths in manufacturing, and a results-oriented culture, you will likely find working at Pennar Industries satisfying. If you prioritize extensive remote options or rapid corporate perks, you will need to consider specific roles carefully. On balance, the company provides steady opportunities, clear expectations, and a culture that rewards reliability and technical competence.
Read authentic experiences from current and former employees at Pennar Industries
Great benefits and supportive leadership.
Weekly townhalls get a bit long sometimes.
Hands-on work, stable shifts.
Top-down communication and slow career growth; middle management often doesn't push for employee development.
Decent team camaraderie.
Overtime without proper compensation, unpredictable schedules and limited growth opportunities.
Good client exposure, autonomy in role.
Targets can be aggressive during quarter ends.
Supportive manager, good learning opportunities and exposure to new projects.
Salary could be better, appraisal cycles are slow.
