Job Description
Zinc & Non-Ferrous Metallurgy is looking for an experienced Manager - Environmental Compliance (Metallurgy) Plant Supervisor (Strategy) to take ownership of the Environmental Compliance (Metallurgy) - Strategy & Planning 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 12 years of progressively senior experience, holding Diploma (Metallurgical Engineering), with a demonstrated track record across Smelting & Refining Processes, Quality Control (Metals), Ore Processing & Beneficiation, Strategy, 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 Delhi NCR on a leadership - full-time arrangement. Compensation is benchmarked at INR 19.5-52.4 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) - strategy & planning.
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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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.
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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Internal job postings are open to employees who've completed a minimum tenure in their current role. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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.
The successful candidate will bring approximately 12 years of progressively senior experience, holding Diploma (Metallurgical Engineering), with a demonstrated track record across Smelting & Refining Processes, Quality Control (Metals), Ore Processing & Beneficiation, Strategy, 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 Delhi NCR on a leadership - full-time arrangement. Compensation is benchmarked at INR 19.5-52.4 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) - strategy & planning.
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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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.
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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Internal job postings are open to employees who've completed a minimum tenure in their current role. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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.