Job Description
Join us as a Principal Supply Chain Coordination Quality Control Analyst and help us push Supply Chain Coordination (Raw Ore/Concentrate) - Fundamentals forward within Zinc & Non-Ferrous Metallurgy.
You'll be working out of Noida (leadership - full-time), and honestly, the day-to-day is going to revolve around Fundamentals and Supply Chain Coordination (Raw Ore. We're not looking for someone who just ticks boxes - we want someone who actually cares about supply chain coordination (raw ore/concentrate) - fundamentals.
On paper, we'd expect M.Tech (Metallurgy) and somewhere around 13 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 36.5-68.3 LPA - fair for the senior level band and open to discussion based on what you bring.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Internal job postings are open to employees who've completed a minimum tenure in their current role.
The package is structured with a fixed component, performance bonus, and standard health coverage. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Compensation includes standard statutory benefits along with performance-linked variable pay.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. High performers in this role typically move into a broader ownership scope within 18-24 months.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The next logical step from this position is a senior or lead-track role within the same function.
References may be requested closer to the offer stage rather than at the start of the process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
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.
The organisation has historically promoted from within for a majority of its senior and lead openings. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
You'll be working out of Noida (leadership - full-time), and honestly, the day-to-day is going to revolve around Fundamentals and Supply Chain Coordination (Raw Ore. We're not looking for someone who just ticks boxes - we want someone who actually cares about supply chain coordination (raw ore/concentrate) - fundamentals.
On paper, we'd expect M.Tech (Metallurgy) and somewhere around 13 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 36.5-68.3 LPA - fair for the senior level band and open to discussion based on what you bring.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Internal job postings are open to employees who've completed a minimum tenure in their current role.
The package is structured with a fixed component, performance bonus, and standard health coverage. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Compensation includes standard statutory benefits along with performance-linked variable pay.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. High performers in this role typically move into a broader ownership scope within 18-24 months.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The next logical step from this position is a senior or lead-track role within the same function.
References may be requested closer to the offer stage rather than at the start of the process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
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.
The organisation has historically promoted from within for a majority of its senior and lead openings. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.