Job Description
**Supply Chain Coordination Metallurgist (Strategy)** | Kochi | Contract | INR 16.2-30.2 LPA
**About the role:**
- Position within Supply Chain Coordination (Raw Ore/Concentrate) - Strategy & Planning, under the Zinc & Non-Ferrous Metallurgy vertical
- Level: mid level
- Reports to the functional head for Supply Chain Coordination (Raw Ore/Concentrate) - Strategy & Planning
**What you'll do:**
- Handle core supply chain coordination (raw ore/concentrate) - strategy & planning activities on a day-to-day basis
- Use Metallurgical Testing & Analysis regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Metallurgical Testing & Analysis
- Supply Chain Coordination (Raw Ore
- Concentrate)
- Ore Processing & Beneficiation
- Production Planning
- Diploma (Metallurgical Engineering)
- 6+ years of relevant experience
**Good to know:**
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The next logical step from this position is a senior or lead-track role within the same function.
- Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- References may be requested closer to the offer stage rather than at the start of the process. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
**About the role:**
- Position within Supply Chain Coordination (Raw Ore/Concentrate) - Strategy & Planning, under the Zinc & Non-Ferrous Metallurgy vertical
- Level: mid level
- Reports to the functional head for Supply Chain Coordination (Raw Ore/Concentrate) - Strategy & Planning
**What you'll do:**
- Handle core supply chain coordination (raw ore/concentrate) - strategy & planning activities on a day-to-day basis
- Use Metallurgical Testing & Analysis regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Metallurgical Testing & Analysis
- Supply Chain Coordination (Raw Ore
- Concentrate)
- Ore Processing & Beneficiation
- Production Planning
- Diploma (Metallurgical Engineering)
- 6+ years of relevant experience
**Good to know:**
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The next logical step from this position is a senior or lead-track role within the same function.
- Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- References may be requested closer to the offer stage rather than at the start of the process. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.