Job Description
**Analyst Environmental Compliance (Metallurgy) Plant Supervisor (Client Relations)** | Bhubaneswar | Full-time (WFH) | INR 13.5-30.8 LPA
**About the role:**
- Position within Environmental Compliance (Metallurgy) - Client & Stakeholder Management, under the Zinc & Non-Ferrous Metallurgy vertical
- Level: mid level
- Reports to the functional head for Environmental Compliance (Metallurgy) - Client & Stakeholder Management
**What you'll do:**
- Handle core environmental compliance (metallurgy) - client & stakeholder management activities on a day-to-day basis
- Use Production Planning regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Production Planning
- Smelting & Refining Processes
- Metallurgical Testing & Analysis
- Quality Control (Metals)
- Environmental Compliance (Metallurgy)
- Client
- B.Tech (Metallurgical Engineering)
- 6+ years of relevant experience
**Good to know:**
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- References may be requested closer to the offer stage rather than at the start of the process. The next logical step from this position is a senior or lead-track role within the same function.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Compensation includes standard statutory benefits along with performance-linked variable pay. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. High performers in this role typically move into a broader ownership scope within 18-24 months.
- Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation has historically promoted from within for a majority of its senior and lead openings. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
**About the role:**
- Position within Environmental Compliance (Metallurgy) - Client & Stakeholder Management, under the Zinc & Non-Ferrous Metallurgy vertical
- Level: mid level
- Reports to the functional head for Environmental Compliance (Metallurgy) - Client & Stakeholder Management
**What you'll do:**
- Handle core environmental compliance (metallurgy) - client & stakeholder management activities on a day-to-day basis
- Use Production Planning regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Production Planning
- Smelting & Refining Processes
- Metallurgical Testing & Analysis
- Quality Control (Metals)
- Environmental Compliance (Metallurgy)
- Client
- B.Tech (Metallurgical Engineering)
- 6+ years of relevant experience
**Good to know:**
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- References may be requested closer to the offer stage rather than at the start of the process. The next logical step from this position is a senior or lead-track role within the same function.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Compensation includes standard statutory benefits along with performance-linked variable pay. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. High performers in this role typically move into a broader ownership scope within 18-24 months.
- Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation has historically promoted from within for a majority of its senior and lead openings. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.