RPSG is a diversified Indian conglomerate active across power, retail, FMCG, media and specialty chemicals, with headquarters in Kolkata. The company operates through several well-known businesses delivering electricity distribution, consumer retail,...
"I joined the team with little fanfare and was surprised by how welcoming people were. You’ll find colleagues who will stay late to help you meet a deadline, and mentors who quietly guide you through the first few months." — mid-level operations analyst.
"Work can be fast-paced and sometimes unpredictable, but there’s a real sense of ownership. If you want visibility and exposure to diverse projects, you’ll get chances that smaller firms might not offer." — business development associate.
"On the flip side, some teams have fairly traditional hierarchies, and you might feel like a small cog at times. That depends a lot on the manager and the specific business unit." — former marketing executive.
These testimonials reflect a mix of praise for collegial support and realism about uneven experiences across departments. If you are considering working at RPSG, talking to people inside the particular unit you are applying to will give the best preview.
Company culture at RPSG blends legacy business discipline with pockets of entrepreneurial energy. There is a respect for process and governance, but some teams move with startup-like urgency. You will notice pride in brand legacy, and many employees value steady leadership and cross-functional collaboration. Cultural experience varies by business unit: retail and consumer-facing areas often feel more customer-driven and nimble, while legacy back-office units can be more structured.
Work-life balance at RPSG can be reasonable in stable functions like finance or HR, where schedules are predictable. In client- or project-facing roles, peaks are common and you may need to put in longer hours to meet deadlines. Many employees report manageable work-life balance through flexible scheduling in non-peak periods, but seasonality and project cycles do influence workload. If a predictable rhythm is important, seek clarity during interviews about typical busy periods.
There is generally a stable sense of job security, given diversified business interests. You will find that core operations are steady and long-term oriented. However, restructuring and strategic pivots happen; when they do, they are usually targeted to specific businesses rather than company-wide. Contractual and performance expectations are clear, and regular reviews help set expectations for continuity.
Leadership is experienced and often long tenured. Senior leaders tend to emphasize governance, steady growth, and risk management. There is a clear chain of command, and strategic decisions are typically well communicated. Middle management quality is variable; some managers are highly empowering, while others are more directive. Overall, leaders prioritize sustainable strategy and a measured approach to expansion.
Managers are the biggest determinant of day-to-day happiness. Strong managers provide autonomy, clear feedback, and opportunities for cross-functional projects. Less effective managers may rely heavily on hierarchy and traditional processes, which can feel limiting for proactive employees. During interviews, try to meet potential managers and ask about decision-making styles, feedback cadence, and examples of team development.
Learning and development are supported through formal training programs and on-the-job learning. There are periodic workshops, mandatory compliance trainings, and domain-specific courses. High performers often get sponsorship for external certifications and leadership programs. The learning infrastructure is practical, leaning more toward role-specific skills than purely theoretical learning.
Opportunities for promotions exist but are tied to performance and demonstrated impact. Career paths are more defined in established business units, where progression follows clear milestones. In newer or rapidly scaling areas, promotions can be faster if you show initiative and results. Visibility and networking within the company help accelerate advancement.
Salaries tend to be market-competitive for core roles, with conservative increases tied to performance cycles. Entry-level positions provide fair starting compensation, while mid-career and senior roles may vary depending on the business unit and location. There is less volatility in base pay compared to startups, and compensation is often accompanied by other non-monetary benefits.
Bonuses and incentives are performance-linked and vary by function. Sales and revenue-generation roles have clearer variable pay structures, while support functions receive modest annual bonuses tied to company and individual targets. Incentive plans are generally transparent and aligned with business outcomes.
Health and insurance benefits are comprehensive and adhere to industry norms. Medical, dental, and vision coverage are available, along with group life insurance and employee assistance programs. Benefits levels may differ by grade and location, but the core safety net for employees is solid and reliable.
Engagement initiatives include town halls, team outings, and annual get-togethers. There are efforts to celebrate milestones and encourage cross-unit networking. Some regions host employee clubs and CSR activities, which many employees find fulfilling. Engagement quality varies but overall there is a sincere effort to keep morale up.
Remote work support is pragmatic. There are options for hybrid arrangements in many functions, and technology support for remote collaboration is in place. Roles that require in-person presence, such as retail or operations, have limited remote flexibility. Expectations on remote days should be clarified with managers.
Average working hours typically range from 9 to 10 per day in many roles when including breaks and commute. Some functions maintain a standard 9-to-5 rhythm, while project-driven roles extend into evenings. Weekend work is occasional and usually predictable around major deadlines or events.
Attrition rates vary by division; customer-facing teams sometimes see higher turnover due to market dynamics, while core corporate functions have lower attrition. There have been intermittent reorganizations, but large-scale layoffs are not common. When restructures occur, they are generally targeted and accompanied by communication and support.
Overall rating: 3.8/5 (subjective synthesis). Working at RPSG offers a stable, respectable environment with opportunities for growth and practical learning. You will find strong leadership, reliable benefits, and varied roles across businesses. Experiences differ significantly by team and manager, so your day-to-day life will depend heavily on where you land. If you value structure, brand heritage, and steady growth, this could be a good fit. If you prefer fast-moving startup culture across the board, you will want to assess the specific unit closely before joining.
Read authentic experiences from current and former employees at RPSG
Supportive leadership, clear HR policies, good learning budget and health benefits.
Decision-making can be slow across different business verticals and occasional internal meetings overload.
Very approachable seniors, solid on-the-job learning and clear day-to-day responsibilities.
Onboarding was slow, and career progression is not clearly communicated for contract hires.
Good incentive structure, travel opportunities and friendly team culture.
Targets can be aggressive in certain quarters and there is some administrative overhead.
Flexible remote policy, interesting datasets and good mentorship from seniors.
Compensation is not as competitive as product startups and some projects move slowly.
Hands-on engineering work, stable employer with clear safety standards and steady work.
Long shifts at times, some processes feel outdated and need modernization.
Exposure to diverse businesses and chance to work on employee engagement programs.
Limited pay raises during tenure and occasional internal politics that affect decisions.
