Job Description
An opening exists for a Director of Supply Chain Coordination Plant Supervisor (Client Relations) to join the Zinc & Non-Ferrous Metallurgy vertical, focused on Supply Chain Coordination (Raw Ore/Concentrate) - Client & Stakeholder Management. This is a senior level opening based out of Nagpur, offered on a hybrid basis.
The ideal candidate holds M.Tech (Metallurgy) 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 Client, Production Planning, Stakeholder Management, Safety Management, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 24.1-57.7 LPA, in line with market standards for senior level roles within zinc & non-ferrous metallurgy.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Compensation includes standard statutory benefits along with performance-linked variable pay. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation has historically promoted from within for a majority of its senior and lead openings.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.
The ideal candidate holds M.Tech (Metallurgy) 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 Client, Production Planning, Stakeholder Management, Safety Management, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 24.1-57.7 LPA, in line with market standards for senior level roles within zinc & non-ferrous metallurgy.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Compensation includes standard statutory benefits along with performance-linked variable pay. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation has historically promoted from within for a majority of its senior and lead openings.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.