Job Description
Specialist Supply Chain Coordination Quality Control Analyst (Client Relations) | Ahmedabad | INR 9.1-23.1 LPA
Supply Chain Coordination (Raw Ore/Concentrate) - Client & Stakeholder Management role, mid level, hybrid.
Need: M.Tech (Metallurgy), 3+ yrs.
Core skills: Supply Chain Coordination (Raw Ore, Production Planning, Metallurgical Testing & Analysis, Quality Control (Metals), Supply Chain Coordination.
If this fits your profile in supply chain coordination (raw ore/concentrate) - client & stakeholder management, apply now.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
High performers in this role typically move into a broader ownership scope within 18-24 months. Learning and certification support is available for tools and frameworks directly relevant to the role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
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.
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.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The package is structured with a fixed component, performance bonus, and standard health coverage. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Supply Chain Coordination (Raw Ore/Concentrate) - Client & Stakeholder Management role, mid level, hybrid.
Need: M.Tech (Metallurgy), 3+ yrs.
Core skills: Supply Chain Coordination (Raw Ore, Production Planning, Metallurgical Testing & Analysis, Quality Control (Metals), Supply Chain Coordination.
If this fits your profile in supply chain coordination (raw ore/concentrate) - client & stakeholder management, apply now.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
High performers in this role typically move into a broader ownership scope within 18-24 months. Learning and certification support is available for tools and frameworks directly relevant to the role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
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.
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.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The package is structured with a fixed component, performance bonus, and standard health coverage. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.