Job Description
Manufacturing is looking for an experienced Manufacturing Optimization Director to take ownership of the Project Management (Manufacturing) 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 (Production Engineering), with a demonstrated track record across Production Planning, Process Engineering, Project Management (Manufacturing), Quality Assurance/Quality Control, Six Sigma/Lean Manufacturing. 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 Noida on a full-time arrangement. Compensation is benchmarked at INR 11.5-49.9 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).
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. References may be requested closer to the offer stage rather than at the start of the process.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Learning and certification support is available for tools and frameworks directly relevant to the role. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The successful candidate will bring approximately 12 years of progressively senior experience, holding Diploma (Production Engineering), with a demonstrated track record across Production Planning, Process Engineering, Project Management (Manufacturing), Quality Assurance/Quality Control, Six Sigma/Lean Manufacturing. 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 Noida on a full-time arrangement. Compensation is benchmarked at INR 11.5-49.9 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).
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. References may be requested closer to the offer stage rather than at the start of the process.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Learning and certification support is available for tools and frameworks directly relevant to the role. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.