Job Description
**Manager - Environmental Compliance (Metallurgy) Quality Control Analyst (Client Relations)** | Kolkata | Leadership - Full-time | INR 26.7-55.1 LPA
**About the role:**
- Position within Environmental Compliance (Metallurgy) - Client & Stakeholder Management, under the Zinc & Non-Ferrous Metallurgy vertical
- Level: senior level
- Reports to the functional head for Environmental Compliance (Metallurgy) - Client & Stakeholder Management
**What you'll do:**
- Handle core environmental compliance (metallurgy) - client & stakeholder management activities on a day-to-day basis
- Use Environmental Compliance (Pollution Control) regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Environmental Compliance (Pollution Control)
- Metallurgical Testing & Analysis
- Plant Maintenance Coordination
- Stakeholder Management
- Environmental Compliance (Metallurgy)
- Process Optimisation
- Client
- Diploma (Metallurgical Engineering)
- 11+ years of relevant experience
**Good to know:**
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Learning and certification support is available for tools and frameworks directly relevant to the role.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The next logical step from this position is a senior or lead-track role within the same function.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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.
- High performers in this role typically move into a broader ownership scope within 18-24 months. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. References may be requested closer to the offer stage rather than at the start of the process. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
**About the role:**
- Position within Environmental Compliance (Metallurgy) - Client & Stakeholder Management, under the Zinc & Non-Ferrous Metallurgy vertical
- Level: senior level
- Reports to the functional head for Environmental Compliance (Metallurgy) - Client & Stakeholder Management
**What you'll do:**
- Handle core environmental compliance (metallurgy) - client & stakeholder management activities on a day-to-day basis
- Use Environmental Compliance (Pollution Control) regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Environmental Compliance (Pollution Control)
- Metallurgical Testing & Analysis
- Plant Maintenance Coordination
- Stakeholder Management
- Environmental Compliance (Metallurgy)
- Process Optimisation
- Client
- Diploma (Metallurgical Engineering)
- 11+ years of relevant experience
**Good to know:**
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Learning and certification support is available for tools and frameworks directly relevant to the role.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The next logical step from this position is a senior or lead-track role within the same function.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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.
- High performers in this role typically move into a broader ownership scope within 18-24 months. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. References may be requested closer to the offer stage rather than at the start of the process. Most days include at least one review checkpoint where progress is discussed against the plan for the week.