Job Description
**Workflow Performance Manager** | Ahmedabad | Contract | INR 6.8-21.9 LPA
**About the role:**
- Position within Jewelry Process Optimization, under the Jewelry Manufacturing vertical
- Level: mid level
- Reports to the functional head for Jewelry Process Optimization
**What you'll do:**
- Handle core jewelry process optimization activities on a day-to-day basis
- Use Jewelry Production Planning 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:**
- Jewelry Production Planning
- Polishing & Finishing
- Vendor Coordination
- Jewelry Process Optimization
- Quality Inspection (Jewelry)
- B.Des (Jewelry Design)
- 6+ years of relevant experience
**Good to know:**
- 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. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- The organisation has historically promoted from within for a majority of its senior and lead openings. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- 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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Compensation includes standard statutory benefits along with performance-linked variable pay.
**About the role:**
- Position within Jewelry Process Optimization, under the Jewelry Manufacturing vertical
- Level: mid level
- Reports to the functional head for Jewelry Process Optimization
**What you'll do:**
- Handle core jewelry process optimization activities on a day-to-day basis
- Use Jewelry Production Planning 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:**
- Jewelry Production Planning
- Polishing & Finishing
- Vendor Coordination
- Jewelry Process Optimization
- Quality Inspection (Jewelry)
- B.Des (Jewelry Design)
- 6+ years of relevant experience
**Good to know:**
- 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. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- The organisation has historically promoted from within for a majority of its senior and lead openings. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- 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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Compensation includes standard statutory benefits along with performance-linked variable pay.