Job Description
Manufacturing is looking for an experienced Manufacturing Innovation Project Manager to take ownership of the Project Management (Manufacturing) charter at a mid 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 3 years of progressively senior experience, holding M.Tech (Manufacturing), with a demonstrated track record across Production Planning, Industrial Engineering, Root Cause Analysis, Project Management (Manufacturing), Safety Compliance. 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 full-time arrangement. Compensation is benchmarked at INR 7.3-24.9 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 project management (manufacturing).
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. High performers in this role typically move into a broader ownership scope within 18-24 months.
Compensation includes standard statutory benefits along with performance-linked variable pay. Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The next logical step from this position is a senior or lead-track role within the same function. Interested candidates should be prepared to walk through relevant past work during the interview process.
The successful candidate will bring approximately 3 years of progressively senior experience, holding M.Tech (Manufacturing), with a demonstrated track record across Production Planning, Industrial Engineering, Root Cause Analysis, Project Management (Manufacturing), Safety Compliance. 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 full-time arrangement. Compensation is benchmarked at INR 7.3-24.9 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 project management (manufacturing).
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. High performers in this role typically move into a broader ownership scope within 18-24 months.
Compensation includes standard statutory benefits along with performance-linked variable pay. Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The next logical step from this position is a senior or lead-track role within the same function. Interested candidates should be prepared to walk through relevant past work during the interview process.