Job Description
Zinc & Non-Ferrous Metallurgy is looking for an experienced Supply Chain Coordination Plant Head (QA) to take ownership of the Supply Chain Coordination (Raw Ore/Concentrate) - Quality & Compliance charter at a mid 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 5 years of progressively senior experience, holding M.Tech (Metallurgy), with a demonstrated track record across Supply Chain Coordination, Ore Processing & Beneficiation, Supply Chain Coordination (Raw Ore, Quality Control (Metals), Concentrate). 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 Mumbai on a full-time (wfh) arrangement. Compensation is benchmarked at INR 3.5-20.2 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) - quality & compliance.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
The package is structured with a fixed component, performance bonus, and standard health coverage. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
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.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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.
References may be requested closer to the offer stage rather than at the start of the process. High performers in this role typically move into a broader ownership scope within 18-24 months.
Interested candidates should be prepared to walk through relevant past work during the interview process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The next logical step from this position is a senior or lead-track role within the same function. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The successful candidate will bring approximately 5 years of progressively senior experience, holding M.Tech (Metallurgy), with a demonstrated track record across Supply Chain Coordination, Ore Processing & Beneficiation, Supply Chain Coordination (Raw Ore, Quality Control (Metals), Concentrate). 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 Mumbai on a full-time (wfh) arrangement. Compensation is benchmarked at INR 3.5-20.2 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) - quality & compliance.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
The package is structured with a fixed component, performance bonus, and standard health coverage. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
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.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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.
References may be requested closer to the offer stage rather than at the start of the process. High performers in this role typically move into a broader ownership scope within 18-24 months.
Interested candidates should be prepared to walk through relevant past work during the interview process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The next logical step from this position is a senior or lead-track role within the same function. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.