Job Description
Zinc & Non-Ferrous Metallurgy is looking for an experienced Senior Associate Supply Chain Coordination Metallurgist (Client Relations) to take ownership of the Supply Chain Coordination (Raw Ore/Concentrate) - Client & Stakeholder Management 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 Diploma (Metallurgical Engineering), with a demonstrated track record across Supply Chain Coordination (Raw Ore, Client, Concentrate), Stakeholder Management, Ore Processing & Beneficiation. 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 Gurugram on a full-time (wfh) arrangement. Compensation is benchmarked at INR 4.1-25.3 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 supply chain coordination (raw ore/concentrate) - client & stakeholder management.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Interested candidates should be prepared to walk through relevant past work during the interview process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
The successful candidate will bring approximately 3 years of progressively senior experience, holding Diploma (Metallurgical Engineering), with a demonstrated track record across Supply Chain Coordination (Raw Ore, Client, Concentrate), Stakeholder Management, Ore Processing & Beneficiation. 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 Gurugram on a full-time (wfh) arrangement. Compensation is benchmarked at INR 4.1-25.3 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 supply chain coordination (raw ore/concentrate) - client & stakeholder management.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Interested candidates should be prepared to walk through relevant past work during the interview process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.