Job Description
This position calls for a Director of Supply Chain Coordination Metallurgist (Client Relations) who can take ownership of core responsibilities within our Supply Chain Coordination (Raw Ore/Concentrate) - Client & Stakeholder Management team. This is a senior level opening based out of Chennai, offered on a full-time basis.
The ideal candidate holds Diploma (Metallurgical Engineering) and brings roughly 8 years of hands-on exposure to supply chain coordination (raw ore/concentrate) - client & stakeholder management. Day-to-day, the work draws heavily on Smelting & Refining Processes, Ore Processing & Beneficiation, Supply Chain Coordination (Raw Ore, Environmental Compliance (Pollution Control), and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 12.2-54.0 LPA, in line with market standards for senior level roles within zinc & non-ferrous metallurgy.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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 package is structured with a fixed component, performance bonus, and standard health coverage.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Interested candidates should be prepared to walk through relevant past work during the interview process. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Internal job postings are open to employees who've completed a minimum tenure in their current role. High performers in this role typically move into a broader ownership scope within 18-24 months. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Compensation includes standard statutory benefits along with performance-linked variable pay. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Learning and certification support is available for tools and frameworks directly relevant to the role.
References may be requested closer to the offer stage rather than at the start of the process. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The next logical step from this position is a senior or lead-track role within the same function.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. References may be requested closer to the offer stage rather than at the start of the process.
Compensation includes standard statutory benefits along with performance-linked variable pay.
If your background aligns with the above and you're looking for your next step in Supply Chain Coordination (Raw Ore/Concentrate) - Client & Stakeholder Management, we'd like to hear from you.
The ideal candidate holds Diploma (Metallurgical Engineering) and brings roughly 8 years of hands-on exposure to supply chain coordination (raw ore/concentrate) - client & stakeholder management. Day-to-day, the work draws heavily on Smelting & Refining Processes, Ore Processing & Beneficiation, Supply Chain Coordination (Raw Ore, Environmental Compliance (Pollution Control), and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 12.2-54.0 LPA, in line with market standards for senior level roles within zinc & non-ferrous metallurgy.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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 package is structured with a fixed component, performance bonus, and standard health coverage.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Interested candidates should be prepared to walk through relevant past work during the interview process. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Internal job postings are open to employees who've completed a minimum tenure in their current role. High performers in this role typically move into a broader ownership scope within 18-24 months. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Compensation includes standard statutory benefits along with performance-linked variable pay. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Learning and certification support is available for tools and frameworks directly relevant to the role.
References may be requested closer to the offer stage rather than at the start of the process. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The next logical step from this position is a senior or lead-track role within the same function.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. References may be requested closer to the offer stage rather than at the start of the process.
Compensation includes standard statutory benefits along with performance-linked variable pay.
If your background aligns with the above and you're looking for your next step in Supply Chain Coordination (Raw Ore/Concentrate) - Client & Stakeholder Management, we'd like to hear from you.