Job Description
Specialist Supply Chain Coordination Plant Head (Client Relations) | Pune | INR 5.5-26.3 LPA
Supply Chain Coordination (Raw Ore/Concentrate) - Client & Stakeholder Management role, mid level, contract.
Need: Diploma (Metallurgical Engineering), 3+ yrs.
Core skills: Client, Supply Chain Coordination (Raw Ore, Environmental Compliance (Pollution Control), Quality Control (Metals), Concentrate).
If this fits your profile in supply chain coordination (raw ore/concentrate) - client & stakeholder management, apply now.
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.
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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. High performers in this role typically move into a broader ownership scope within 18-24 months.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Learning and certification support is available for tools and frameworks directly relevant to the role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
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.
References may be requested closer to the offer stage rather than at the start of the process. Internal job postings are open to employees who've completed a minimum tenure in their current role.
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.
Interested candidates should be prepared to walk through relevant past work during the interview process. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Supply Chain Coordination (Raw Ore/Concentrate) - Client & Stakeholder Management role, mid level, contract.
Need: Diploma (Metallurgical Engineering), 3+ yrs.
Core skills: Client, Supply Chain Coordination (Raw Ore, Environmental Compliance (Pollution Control), Quality Control (Metals), Concentrate).
If this fits your profile in supply chain coordination (raw ore/concentrate) - client & stakeholder management, apply now.
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.
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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. High performers in this role typically move into a broader ownership scope within 18-24 months.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Learning and certification support is available for tools and frameworks directly relevant to the role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
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.
References may be requested closer to the offer stage rather than at the start of the process. Internal job postings are open to employees who've completed a minimum tenure in their current role.
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.
Interested candidates should be prepared to walk through relevant past work during the interview process. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.