Tenneco is a major automotive supplier specializing in emission control and ride performance systems, with product lines that include catalytic converters, exhaust systems, shock absorbers and suspension components. Headquartered in Lake Forest, Illi...
"I like the hands-on nature of the job — you see the results of your work every day," says a current production associate. "The plant team is close-knit; if you need help, someone will step in." Another employee in engineering notes, "Working at Tenneco has given me exposure to a variety of vehicle platforms and systems. You will learn fast if you are curious."
You will also hear mixed comments: some people mention occasional bureaucracy slowing projects, while others appreciate the structured processes. These voices give a realistic picture of working at Tenneco — solid learning opportunities, practical teamwork, and the occasional corporate drag.
The company culture at Tenneco blends manufacturing-focused pragmatism with engineering-driven problem solving. Teams are generally practical and quality-oriented. There is a clear safety-first mindset across production sites, and engineers tend to push for continuous improvement.
Collaboration can be strong on local teams, though cross-site communication sometimes feels siloed. Overall, the culture values reliability, efficiency, and technical competence. If you are looking for a results-oriented environment with an emphasis on operational excellence, the company culture at Tenneco will likely suit you.
Work-life balance at Tenneco depends a lot on the role. Plant and production workers typically have set shifts, which can make scheduling predictable and life easier. Office and engineering roles may require periods of longer hours during project pushes or launches, but steady weeks are common between crunch periods.
Managers generally respect time off policies, and there are clear vacation and leave procedures. If you value predictable shifts, manufacturing roles often deliver. If you prefer flexible hours, some corporate teams offer hybrid schedules, but expectations can vary by department.
Job security at Tenneco is linked to the broader automotive market and the company’s business cycles. Roles tied directly to production lines will have steady demand while vehicle production continues, but they can be affected by plant consolidations or customer shifts. Corporate roles may be subject to optimization efforts during downturns.
There are formal HR processes for layoffs and redeployments. Employees will find that staying adaptable, building transferable skills, and maintaining strong performance records will improve long-term job stability.
Leadership at Tenneco operates with a clear focus on operational metrics and safety. Senior leaders set measurable goals and communicate priorities through established channels. Management tends to be hierarchical, with decisions flowing from corporate into plant or functional leadership.
There is an increasing emphasis on lean principles and continuous improvement, which leaders support through targeted initiatives. While some managers are proactive and people-oriented, others are more task-focused and performance-driven. Those who combine technical competence with empathetic leadership tend to stand out.
Managers receive mixed but constructive feedback. Positive reviews highlight managers who mentor younger staff, provide clear expectations, and advocate for resources. Critical feedback often points to inconsistency in communication and variable support for career growth across teams.
Employees who thrive have managers who balance operational demands with personal development. Potential hires should ask targeted questions about management style during interviews to assess fit.
Tenneco provides a mix of on-the-job training, safety courses, and technical workshops. There are formal programs for engineers and operators, and some locations offer apprenticeship-style learning. Online learning and occasional external training reimbursement are available for qualifying roles.
Learning and development are practical and tied to immediate job needs. Those who proactively seek out projects and training will gain the most from available programs.
Opportunities for promotions exist but are competitive. Internal mobility is supported, especially across plants and functional areas, and high performers can move into supervisory or specialist roles over time. Promotion timelines vary: hourly staff may advance within a few years, while salaried staff often wait longer and need to demonstrate measurable impact.
Networking within the company and visible contributions to cost savings or product launches increase chances for advancement.
Salaries at Tenneco vary by role, experience, and location. Approximate ranges in US dollars:
These are general estimates. Exact compensation will depend on local market conditions and the specific job.
Bonuses and incentives are common. Hourly production roles often have attendance and performance-based incentives. Salaried employees may receive annual performance bonuses tied to individual and company results. Some sites offer profit-sharing or plant-level productivity bonuses. Bonus programs are typically documented and tied to measurable targets.
Health benefits commonly include medical, dental, and vision plans, along with prescription coverage. The company offers standard employee assistance programs and often provides short- and long-term disability insurance. Retirement benefits typically include a 401(k) with company match in eligible regions. Benefits packages are competitive with industry norms, but exact offerings vary by country and employment level.
Employee engagement includes safety recognition programs, quality awards, and occasional site social events. Town halls and corporate updates are used to share strategy and financial performance. Community outreach and volunteer opportunities are sometimes organized at the plant level, which helps build team morale.
Remote work support is role-dependent. Corporate and some engineering teams may have hybrid or remote arrangements, with tools and policies to support collaboration. Manufacturing and shop-floor roles require on-site presence. Remote employees will find standard collaboration tools and occasional flexibility, but policies should be verified for each position.
Average working hours depend on role: typical full-time salaried employees work around 40 hours per week, with occasional overtime during project deadlines. Production shift workers will follow scheduled shifts (e.g., 8–12 hours per shift). Overtime may be common in plants during peak demand.
Attrition at Tenneco reflects the cyclical nature of the automotive sector. There have been periods of restructuring and workforce reductions aligned with market downturns or strategic changes. However, many sites maintain a stable core workforce. Prospective employees should be aware that industry cycles can influence staffing levels.
Overall, Tenneco is a solid employer for those who value hands-on manufacturing, engineering challenges, and operational discipline. You will find practical learning, reliable benefits, and clear safety standards. Career progress is achievable but may require patience and visible results. For job seekers prioritizing stable plant routines or engineering exposure, working at Tenneco is a good fit; for those seeking rapid corporate advancement or fully remote roles, options will be more limited. Overall rating: 3.8 out of 5 (industry-competitive, with room for improvement in cross-functional communication and managerial consistency).
Read authentic experiences from current and former employees at Tenneco
Flexible hours, exposure to global suppliers.
Short-term contracts create uncertainty; performance metrics sometimes unrealistic.
Collaborative engineering teams, strong mentorship and opportunities to lead projects.
Occasional long design cycles.
Hands-on work, decent training programs and clear safety protocols.
Night shift rotations can be tough; incremental pay increases but limited rapid advancement.
Helpful colleagues in HR and decent benefits.
Corporate restructuring led to role ambiguity and limited promotion opportunities. Communication from senior leadership is inconsistent which made planning difficult.
