Job Description
We are looking to onboard a Specialist Environmental Compliance (Metallurgy) Metallurgist (Strategy) to strengthen our Environmental Compliance (Metallurgy) - Strategy & Planning function within Zinc & Non-Ferrous Metallurgy. This is a mid level opening based out of Nagpur, offered on a full-time basis.
The ideal candidate holds Diploma (Metallurgical Engineering) and brings roughly 4 years of hands-on exposure to environmental compliance (metallurgy) - strategy & planning. Day-to-day, the work draws heavily on Safety Management, Environmental Compliance (Metallurgy), Metallurgical Testing & Analysis, Planning, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 17.0-35.4 LPA, in line with market standards for mid level roles within zinc & non-ferrous metallurgy.
The package is structured with a fixed component, performance bonus, and standard health coverage. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Interested candidates should be prepared to walk through relevant past work during the interview process.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Compensation includes standard statutory benefits along with performance-linked variable pay. Internal job postings are open to employees who've completed a minimum tenure in their current role.
The organisation has historically promoted from within for a majority of its senior and lead openings. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. References may be requested closer to the offer stage rather than at the start of the process.
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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.
The ideal candidate holds Diploma (Metallurgical Engineering) and brings roughly 4 years of hands-on exposure to environmental compliance (metallurgy) - strategy & planning. Day-to-day, the work draws heavily on Safety Management, Environmental Compliance (Metallurgy), Metallurgical Testing & Analysis, Planning, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 17.0-35.4 LPA, in line with market standards for mid level roles within zinc & non-ferrous metallurgy.
The package is structured with a fixed component, performance bonus, and standard health coverage. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Interested candidates should be prepared to walk through relevant past work during the interview process.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Compensation includes standard statutory benefits along with performance-linked variable pay. Internal job postings are open to employees who've completed a minimum tenure in their current role.
The organisation has historically promoted from within for a majority of its senior and lead openings. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. References may be requested closer to the offer stage rather than at the start of the process.
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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.