Job Description
An opening exists for a Manufacturing Transformation Director to join the Manufacturing vertical, focused on Project Management (Manufacturing). This is a senior level opening based out of Bhubaneswar, offered on a full-time basis.
The ideal candidate holds Diploma (Production Engineering) and brings roughly 15 years of hands-on exposure to project management (manufacturing). Day-to-day, the work draws heavily on ERP (Production Module), Six Sigma/Lean Manufacturing, Process Engineering, Quality Assurance/Quality Control, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 21.2-40.0 LPA, in line with market standards for senior level roles within manufacturing.
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. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. High performers in this role typically move into a broader ownership scope within 18-24 months.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The organisation has historically promoted from within for a majority of its senior and lead openings.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
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.
References may be requested closer to the offer stage rather than at the start of the process. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Interested candidates should be prepared to walk through relevant past work during the interview process. The next logical step from this position is a senior or lead-track role within the same function. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Learning and certification support is available for tools and frameworks directly relevant to the role. 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.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
The package is structured with a fixed component, performance bonus, and standard health coverage. Compensation includes standard statutory benefits along with performance-linked variable pay.
If your background aligns with the above and you're looking for your next step in Project Management (Manufacturing), we'd like to hear from you.
The ideal candidate holds Diploma (Production Engineering) and brings roughly 15 years of hands-on exposure to project management (manufacturing). Day-to-day, the work draws heavily on ERP (Production Module), Six Sigma/Lean Manufacturing, Process Engineering, Quality Assurance/Quality Control, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 21.2-40.0 LPA, in line with market standards for senior level roles within manufacturing.
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. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. High performers in this role typically move into a broader ownership scope within 18-24 months.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The organisation has historically promoted from within for a majority of its senior and lead openings.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
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.
References may be requested closer to the offer stage rather than at the start of the process. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Interested candidates should be prepared to walk through relevant past work during the interview process. The next logical step from this position is a senior or lead-track role within the same function. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Learning and certification support is available for tools and frameworks directly relevant to the role. 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.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
The package is structured with a fixed component, performance bonus, and standard health coverage. Compensation includes standard statutory benefits along with performance-linked variable pay.
If your background aligns with the above and you're looking for your next step in Project Management (Manufacturing), we'd like to hear from you.