Job Description
Lead Supply Chain Coordination Production Manager (Strategy) | Jaipur | INR 20.5-58.3 LPA
Supply Chain Coordination (Raw Ore/Concentrate) - Strategy & Planning role, senior level, leadership - full-time.
Need: Diploma (Metallurgical Engineering), 9+ yrs.
Core skills: Metallurgical Testing & Analysis, Quality Control (Metals), Environmental Compliance (Pollution Control), Concentrate), Supply Chain Coordination.
If this fits your profile in supply chain coordination (raw ore/concentrate) - strategy & planning, apply now.
Interested candidates should be prepared to walk through relevant past work during the interview process. There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The package is structured with a fixed component, performance bonus, and standard health coverage.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
References may be requested closer to the offer stage rather than at the start of the process. The organisation has historically promoted from within for a majority of its senior and lead openings. High performers in this role typically move into a broader ownership scope within 18-24 months.
Supply Chain Coordination (Raw Ore/Concentrate) - Strategy & Planning role, senior level, leadership - full-time.
Need: Diploma (Metallurgical Engineering), 9+ yrs.
Core skills: Metallurgical Testing & Analysis, Quality Control (Metals), Environmental Compliance (Pollution Control), Concentrate), Supply Chain Coordination.
If this fits your profile in supply chain coordination (raw ore/concentrate) - strategy & planning, apply now.
Interested candidates should be prepared to walk through relevant past work during the interview process. There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The package is structured with a fixed component, performance bonus, and standard health coverage.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
References may be requested closer to the offer stage rather than at the start of the process. The organisation has historically promoted from within for a majority of its senior and lead openings. High performers in this role typically move into a broader ownership scope within 18-24 months.