Job Description
**Manager - Supply Chain Coordination Process Engineer (QA)** | Jaipur | Leadership - Full-time | INR 22.9-65.9 LPA
**About the role:**
- Position within Supply Chain Coordination (Raw Ore/Concentrate) - Quality & Compliance, under the Zinc & Non-Ferrous Metallurgy vertical
- Level: senior level
- Reports to the functional head for Supply Chain Coordination (Raw Ore/Concentrate) - Quality & Compliance
**What you'll do:**
- Handle core supply chain coordination (raw ore/concentrate) - quality & compliance 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)
- Ore Processing & Beneficiation
- Smelting & Refining Processes
- Production Planning
- Process Optimisation
- Metallurgical Testing & Analysis
- Concentrate)
- Supply Chain Coordination (Raw Ore
- Diploma (Metallurgical Engineering)
- 16+ years of relevant experience
**Good to know:**
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. High performers in this role typically move into a broader ownership scope within 18-24 months.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Interested candidates should be prepared to walk through relevant past work during the interview process.
- Internal job postings are open to employees who've completed a minimum tenure in their current role. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. References may be requested closer to the offer stage rather than at the start of the process.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The next logical step from this position is a senior or lead-track role within the same function. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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.
- 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 package is structured with a fixed component, performance bonus, and standard health coverage.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Learning and certification support is available for tools and frameworks directly relevant to the role. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. References may be requested closer to the offer stage rather than at the start of the process.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
**About the role:**
- Position within Supply Chain Coordination (Raw Ore/Concentrate) - Quality & Compliance, under the Zinc & Non-Ferrous Metallurgy vertical
- Level: senior level
- Reports to the functional head for Supply Chain Coordination (Raw Ore/Concentrate) - Quality & Compliance
**What you'll do:**
- Handle core supply chain coordination (raw ore/concentrate) - quality & compliance 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)
- Ore Processing & Beneficiation
- Smelting & Refining Processes
- Production Planning
- Process Optimisation
- Metallurgical Testing & Analysis
- Concentrate)
- Supply Chain Coordination (Raw Ore
- Diploma (Metallurgical Engineering)
- 16+ years of relevant experience
**Good to know:**
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. High performers in this role typically move into a broader ownership scope within 18-24 months.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Interested candidates should be prepared to walk through relevant past work during the interview process.
- Internal job postings are open to employees who've completed a minimum tenure in their current role. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. References may be requested closer to the offer stage rather than at the start of the process.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The next logical step from this position is a senior or lead-track role within the same function. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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.
- 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 package is structured with a fixed component, performance bonus, and standard health coverage.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Learning and certification support is available for tools and frameworks directly relevant to the role. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. References may be requested closer to the offer stage rather than at the start of the process.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.