Job Description
Zinc & Non-Ferrous Metallurgy is looking for an experienced Director of Environmental Compliance (Metallurgy) Plant Head (Client Relations) to take ownership of the Environmental Compliance (Metallurgy) - Client & Stakeholder Management charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 15 years of progressively senior experience, holding Diploma (Metallurgical Engineering), with a demonstrated track record across Environmental Compliance (Metallurgy), Plant Maintenance Coordination, Supply Chain Coordination, Smelting & Refining Processes, Safety Management. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Pune on a full-time arrangement. Compensation is benchmarked at INR 25.1-64.6 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within environmental compliance (metallurgy) - client & stakeholder management.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation has historically promoted from within for a majority of its senior and lead openings.
The next logical step from this position is a senior or lead-track role within the same function. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Internal job postings are open to employees who've completed a minimum tenure in their current role.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Interested candidates should be prepared to walk through relevant past work during the interview process. High performers in this role typically move into a broader ownership scope within 18-24 months.
Compensation includes standard statutory benefits along with performance-linked variable pay. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Learning and certification support is available for tools and frameworks directly relevant to the role. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The package is structured with a fixed component, performance bonus, and standard health coverage. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The successful candidate will bring approximately 15 years of progressively senior experience, holding Diploma (Metallurgical Engineering), with a demonstrated track record across Environmental Compliance (Metallurgy), Plant Maintenance Coordination, Supply Chain Coordination, Smelting & Refining Processes, Safety Management. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Pune on a full-time arrangement. Compensation is benchmarked at INR 25.1-64.6 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within environmental compliance (metallurgy) - client & stakeholder management.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation has historically promoted from within for a majority of its senior and lead openings.
The next logical step from this position is a senior or lead-track role within the same function. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Internal job postings are open to employees who've completed a minimum tenure in their current role.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Interested candidates should be prepared to walk through relevant past work during the interview process. High performers in this role typically move into a broader ownership scope within 18-24 months.
Compensation includes standard statutory benefits along with performance-linked variable pay. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Learning and certification support is available for tools and frameworks directly relevant to the role. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The package is structured with a fixed component, performance bonus, and standard health coverage. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.