RPP Infra Projects is an India-based infrastructure and construction firm that delivers civil engineering, roads, utilities and urban development services. The company focuses on turnkey project execution, site management, and infrastructure maintena...
"I joined as a junior engineer and learned more in two years than I expected. The field exposure is intense, but you will grow fast."
"Office staff are helpful and there is a real sense of camaraderie during peak project phases. You will sometimes sacrifice personal time, but the team pulls together."
"As a procurement executive, I appreciate the flexibility in paperwork and the practical approach to problem solving. They are not perfect, but they care about results."
These voices reflect a mix of pride and realism. You will hear gratitude for learning opportunities and occasional frustration about workload. For anyone considering working at RPP Infra Projects, expect hands-on experience and a team-focused environment.
The company culture at RPP Infra Projects is pragmatic and execution-oriented. People tend to be results-driven, with a "get it done" attitude that fits the construction and infrastructure space. Collaboration is common across departments because projects require coordination between engineering, procurement, finance, and site teams.
There is an informal tone in daily interactions; senior people are accessible and will listen if you bring solutions. The culture rewards initiative and practical problem solving. At the same time, processes can be ad-hoc at times, so patience and flexibility are useful traits.
Work-life balance at RPP Infra Projects depends heavily on role and project phase. Office roles often enjoy regular hours and occasional remote days, while site roles will demand longer shifts, travel, and weekend checks during critical milestones. During project kickoffs and handovers you will find that personal time takes a backseat.
Management has started to pay more attention to balance in recent years, introducing rotating rest days for field staff and clearer leave policies for office teams. If balance is a top priority for you, discuss expectations upfront during interviews.
Job security is largely tied to project pipelines and client contracts. There is stability when the company has steady work, particularly with multi-year contracts or government-linked projects. However, if a major project is delayed or cancelled, there will be pressure on staffing and budgets.
Overall, long-term retention is reasonable for performers. Contractual hires are more exposed, while permanent employees will find greater protection through company policies and HR support.
Leadership is hands-on and pragmatic. Senior leaders focus on delivery, client relationships, and operational efficiency. They will set clear targets and expect teams to meet them. Communication is straightforward, with regular project reviews and town-hall updates.
There is room for more strategic planning and structured people management. Some employees would prefer clearer long-term career mapping and more proactive feedback cycles from managers.
Managers are generally experienced professionals who know the field. Many are promoted from technical backgrounds and bring practical insights. Reviews from staff indicate that most managers are supportive and open to mentoring, particularly when you demonstrate initiative.
There are occasional reports of micromanagement in high-pressure teams. Best outcomes come when managers balance oversight with autonomy and provide timely recognition for contributions.
Training is a mix of on-the-job learning, internal knowledge sharing, and occasional external courses. Technical skill development is strong—site challenges teach problem solving that formal classes cannot. The company sponsors certifications and safety training for relevant roles.
There is opportunity to formalize L&D further. Some employees ask for structured learning pathways and more frequent soft-skills workshops.
Opportunities for promotions exist and are typically merit-based. Progression is faster for those who take on cross-functional responsibilities or lead critical project deliveries. Promotion cycles are tied to project performance and yearly reviews.
Expect that growth will be incremental; senior roles are limited in number, so demonstrating leadership and multi-domain skills will accelerate advancement.
Salaries are competitive for the regional infrastructure market. Approximate ranges (annual, INR, variable by city and experience):
These figures are indicative. Exact offers will depend on experience, certifications, and client exposure.
Bonuses are performance-linked and often tied to project profitability and individual KPIs. Incentives for meeting deadlines and safety targets are common. There are occasional long-term incentives for senior staff, but stock or equity plans are not typical for most employees.
Field allowances, travel reimbursements, and per-diem during site travel form a meaningful part of total compensation for site staff.
Health coverage is provided for permanent employees and often includes family floater options. The company supports medical reimbursements, basic insurance, and emergency assistance. Benefits are generally adequate but vary by level of seniority and employment type.
Additional wellness initiatives are limited but improving; some offices host health camps and safety training sessions.
Engagement is practical and project-focused. Teams celebrate milestones, safety records, and major project completions with small events, dinners, or site get-togethers. Annual functions and festive celebrations are common in larger offices.
Employee engagement activities are more frequent in office locations compared to remote or field teams, where operational demands can limit participation.
Remote work support is available for office and administrative roles. The company provides necessary tools, VPN access, and flexible working arrangements when feasible. Field roles cannot be remote due to the nature of work.
Remote-friendly policies are evolving, and office teams have been experimenting with hybrid schedules.
Typical office hours are 9–9.5 hours per day with some flexibility. Site staff often work 10–12 hours, with longer hours during critical phases. Overtime is common around project deadlines, handovers, or unexpected site issues.
Attrition is moderate and fluctuates with market cycles; an approximate annual attrition rate would be in the mid-teens percentage range. Layoffs are not routine. When they occur, they are usually tied to project closures or sharp downturns in project inflow. The company tends to offer severance and transition support where feasible.
3.8 / 5
The company offers solid learning, real-world exposure, and a collaborative work environment. You will gain valuable technical experience and have opportunities to grow if you are willing to handle the operational demands. Job security is good when the project pipeline is healthy, and compensation is competitive within the regional market. For career-minded professionals who enjoy hands-on infrastructure work, this is a company worth considering.
Read authentic experiences from current and former employees at RPP Infra Projects
Hands-on site experience, supportive supervisors and clear project timelines
Long hours during peak phases; site paperwork is slow at times
Good benefits, friendly HR team
Growth path can be unclear; middle management communication needs improvement
Good exposure to estimation software and tender processes.
Low pay for junior roles. Workload spikes without extra compensation.
