Job Description
## Head of Manufacturing Project Management
**Department:** Project Management (Manufacturing) | **Industry:** Manufacturing
**Location:** Nagpur | **Job Type:** Leadership - Full-time | **CTC:** INR 6.0-48.1 LPA
### Role Overview
An opening exists for a Head of Manufacturing Project Management to join the Manufacturing vertical, focused on Project Management (Manufacturing). The role is positioned at the senior level and reports into the broader Project Management (Manufacturing) charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to project management (manufacturing).
- Apply working knowledge of Project Management (Manufacturing) and Industrial Engineering to daily execution.
- Coordinate with cross-functional stakeholders within Manufacturing.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Manufacturing) or equivalent qualification.
- 11 years of relevant experience (senior level).
- Working proficiency in: Project Management (Manufacturing), Industrial Engineering, Quality Assurance/Quality Control, Production Planning, Six Sigma/Lean Manufacturing, ERP (Production Module), Root Cause Analysis, Process Engineering, Safety Compliance.
### Additional Notes
Learning and certification support is available for tools and frameworks directly relevant to the role. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. Compensation includes standard statutory benefits along with performance-linked variable pay. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Most days include at least one review checkpoint where progress is discussed against the plan for the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. References may be requested closer to the offer stage rather than at the start of the process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The next logical step from this position is a senior or lead-track role within the same function. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation has historically promoted from within for a majority of its senior and lead openings. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. References may be requested closer to the offer stage rather than at the start of the process. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
**Department:** Project Management (Manufacturing) | **Industry:** Manufacturing
**Location:** Nagpur | **Job Type:** Leadership - Full-time | **CTC:** INR 6.0-48.1 LPA
### Role Overview
An opening exists for a Head of Manufacturing Project Management to join the Manufacturing vertical, focused on Project Management (Manufacturing). The role is positioned at the senior level and reports into the broader Project Management (Manufacturing) charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to project management (manufacturing).
- Apply working knowledge of Project Management (Manufacturing) and Industrial Engineering to daily execution.
- Coordinate with cross-functional stakeholders within Manufacturing.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Manufacturing) or equivalent qualification.
- 11 years of relevant experience (senior level).
- Working proficiency in: Project Management (Manufacturing), Industrial Engineering, Quality Assurance/Quality Control, Production Planning, Six Sigma/Lean Manufacturing, ERP (Production Module), Root Cause Analysis, Process Engineering, Safety Compliance.
### Additional Notes
Learning and certification support is available for tools and frameworks directly relevant to the role. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. Compensation includes standard statutory benefits along with performance-linked variable pay. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Most days include at least one review checkpoint where progress is discussed against the plan for the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. References may be requested closer to the offer stage rather than at the start of the process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The next logical step from this position is a senior or lead-track role within the same function. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation has historically promoted from within for a majority of its senior and lead openings. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. References may be requested closer to the offer stage rather than at the start of the process. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.