Job Description
## Manager - Supply Chain Coordination Plant Head
**Department:** Supply Chain Coordination (Raw Ore/Concentrate) - Fundamentals | **Industry:** Zinc & Non-Ferrous Metallurgy
**Location:** Mumbai | **Job Type:** Full-time | **CTC:** INR 22.9-48.9 LPA
### Role Overview
This position calls for a Manager - Supply Chain Coordination Plant Head who can take ownership of core responsibilities within our Supply Chain Coordination (Raw Ore/Concentrate) - Fundamentals team. The role is positioned at the senior level and reports into the broader Supply Chain Coordination (Raw Ore/Concentrate) - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to supply chain coordination (raw ore/concentrate) - fundamentals.
- Apply working knowledge of Supply Chain Coordination and Fundamentals to daily execution.
- Coordinate with cross-functional stakeholders within Zinc & Non-Ferrous Metallurgy.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Metallurgy) or equivalent qualification.
- 15 years of relevant experience (senior level).
- Working proficiency in: Supply Chain Coordination, Fundamentals, Concentrate), Production Planning, Supply Chain Coordination (Raw Ore, Metallurgical Testing & Analysis, Smelting & Refining Processes, Quality Control (Metals).
### Additional Notes
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay. Learning and certification support is available for tools and frameworks directly relevant to the role. The package is structured with a fixed component, performance bonus, and standard health coverage. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The next logical step from this position is a senior or lead-track role within the same function. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Interested candidates should be prepared to walk through relevant past work during the interview process. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Internal job postings are open to employees who've completed a minimum tenure in their current role.
**Department:** Supply Chain Coordination (Raw Ore/Concentrate) - Fundamentals | **Industry:** Zinc & Non-Ferrous Metallurgy
**Location:** Mumbai | **Job Type:** Full-time | **CTC:** INR 22.9-48.9 LPA
### Role Overview
This position calls for a Manager - Supply Chain Coordination Plant Head who can take ownership of core responsibilities within our Supply Chain Coordination (Raw Ore/Concentrate) - Fundamentals team. The role is positioned at the senior level and reports into the broader Supply Chain Coordination (Raw Ore/Concentrate) - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to supply chain coordination (raw ore/concentrate) - fundamentals.
- Apply working knowledge of Supply Chain Coordination and Fundamentals to daily execution.
- Coordinate with cross-functional stakeholders within Zinc & Non-Ferrous Metallurgy.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Metallurgy) or equivalent qualification.
- 15 years of relevant experience (senior level).
- Working proficiency in: Supply Chain Coordination, Fundamentals, Concentrate), Production Planning, Supply Chain Coordination (Raw Ore, Metallurgical Testing & Analysis, Smelting & Refining Processes, Quality Control (Metals).
### Additional Notes
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay. Learning and certification support is available for tools and frameworks directly relevant to the role. The package is structured with a fixed component, performance bonus, and standard health coverage. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The next logical step from this position is a senior or lead-track role within the same function. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Interested candidates should be prepared to walk through relevant past work during the interview process. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Internal job postings are open to employees who've completed a minimum tenure in their current role.