Job Description
Zinc & Non-Ferrous Metallurgy is looking for an experienced Senior Supply Chain Coordination Plant Head (Strategy) to take ownership of the Supply Chain Coordination (Raw Ore/Concentrate) - Strategy & Planning 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 8 years of progressively senior experience, holding M.Tech (Metallurgy), with a demonstrated track record across Supply Chain Coordination, Smelting & Refining Processes, Safety Management, Concentrate), 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 Chennai on a full-time arrangement. Compensation is benchmarked at INR 5.1-19.7 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) - strategy & planning.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Interested candidates should be prepared to walk through relevant past work during the interview process.
High performers in this role typically move into a broader ownership scope within 18-24 months. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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. Compensation includes standard statutory benefits along with performance-linked variable pay.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
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.
The organisation has historically promoted from within for a majority of its senior and lead openings. 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Interested candidates should be prepared to walk through relevant past work during the interview process.
The successful candidate will bring approximately 8 years of progressively senior experience, holding M.Tech (Metallurgy), with a demonstrated track record across Supply Chain Coordination, Smelting & Refining Processes, Safety Management, Concentrate), 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 Chennai on a full-time arrangement. Compensation is benchmarked at INR 5.1-19.7 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) - strategy & planning.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Interested candidates should be prepared to walk through relevant past work during the interview process.
High performers in this role typically move into a broader ownership scope within 18-24 months. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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. Compensation includes standard statutory benefits along with performance-linked variable pay.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
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.
The organisation has historically promoted from within for a majority of its senior and lead openings. 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Interested candidates should be prepared to walk through relevant past work during the interview process.