JOB DESCRIPTION Job Title : Mechanical Engineer (Fresh Graduate) Company : PTC Industries Limited, Lucknow Job Location : Lucknow About us: Quality, innovation, and advanced technologies define PTC Industries Limited, as one of the worlds leading suppliers of high-precision metal components for critical and super-critical operations across a wide range of segments including Aerospace, Defence, and Industrial. The Companys commitment to unmatched quality has helped it to emerge as a preferred partner to its customers across the world. PTC’s journey started in 1963 as its founders were driven with an aim to manufacture high-quality castings that were at par with the best in the world for their chosen areas of applications. Roles & Responsibilities Job Summary: As a Mechanical Engineer, you will be an integral part of our engineering team, working on a wide range of projects related to aerospace investment casting. This role offers an exciting opportunity for a fresh graduate to kickstart their career in a dynamic and specialized industry. Key Responsibilities: Design and Analysis: Collaborate with senior engineers to design investment casting components for aerospace applications. Utilize CAD software for modeling and drafting. Process Optimization Assist in developing and refining casting processes to enhance efficiency and quality. Work closely with production teams to implement improvements on the shop floor. Quality Assurance: Participate in quality control activities, including inspection and testing of castings. Analyze and address non-conformities and implement corrective actions. Material Selection: Assist in the selection of materials for specific casting applications, considering factors such as strength, weight, and cost. Research and Development: Stay updated on industry trends and emerging technologies related to investment casting. Contribute to research projects aimed at advancing casting techniques. Documentation and Reporting: Prepare technical reports, documentation, and project status updates. Maintain accurate records of design iterations, simulations, and test results. Desired Candidate Profile Education and Certifications: Bachelor’s degree in Mechanical Engineering Strong understanding of engineering principles, with a focus on materials and manufacturing processes. Proficiency in CAD software (e.g., SolidWorks, AutoCAD). Excellent problem-solving and analytical skills. Strong communication and teamwork abilities. Benefits Competitive salary for B.Tech – Mechanical Rs. 2.50 LPA Opportunities for professional development and training. Access to cutting-edge technology and tools. Collaborative and supportive work environment. Terms & Condition The selected candidates will have to sign a minimum 3-year employment agreement with our company, which includes 1 year as a Graduate Engineer Trainee (GET) and 2 years as an Engineer. After successful completion of 1 year of the training period and based on the performance you will be promoted to the level of Engineer. During the training period, you are required to undertake all duties and activities assigned to you by your reporting manager. Office Address: PTC Industries Limited Lucknow, Advance Manufacturing & Technology Center NH – 25 A, Sarai Shahjadi, Lucknow 227 101, Uttar Pradesh, INDIA https://www.ptcil.com/

Roles & Responsibilities The Senior Manager/Manager of Materials Management for ATL Business unit (direct and indirect raw material for Castings, Primary Metals and Metal Products division) is responsible for overseeing the end-to-end material management processes, ensuring the efficient procurement (domestic as well as import), inventory control, and timely delivery of materials necessary for production. The role requires a deep understanding of materials required for castings, all processes from sourcing to managing inventory, from vendor management to international supplier and logistics coordination to ensure timely delivery in right quantities at right cost. Key Responsibilities: 1. Procurement & Sourcing Develop and implement procurement strategies to ensure timely, cost-effective, and high-quality sourcing of raw materials, consumables, spares, and capital goods. Lead negotiations and finalize procurement contracts and rate agreements with both domestic and international suppliers. Identify, evaluate, and onboard qualified suppliers based on quality, cost, and delivery capabilities. Manage global sourcing, including vendor communications, international logistics, import documentation, and compliance with EXIM policies. Collaborate with finance and banks on Letter of Credit (LC) issuance, payment terms, and import-related transactions. Drive supplier development initiatives, ensuring supplier risk mitigation and performance monitoring. 2. Inventory Management Optimize inventory levels to strike a balance between cost efficiency and uninterrupted production support. Implement lean inventory practices like Just-in-Time (JIT), ABC/XYZ classification, and safety stock analysis to reduce carrying costs and avoid material shortages. Monitor and control inventory aging, obsolescence, and excess stock through regular reviews and corrective actions. Establish robust warehouse and material handling processes to maintain traceability, accuracy, and safety. 3. Planning & Control Collaborate with production planning, operations, and engineering teams to forecast short-term and long-term material requirements. Ensure accurate demand planning and procurement scheduling based on BOM, production plans, and inventory availability. Leverage ERP and analytics tools for supply-demand alignment, order tracking, and real-time material visibility. Prepare and present material management KPIs and MIS reports to track procurement spend, inventory health, vendor performance, and budget adherence. Drive continuous improvement in material flow, procurement cycle times, and cost optimization. 4. Supervision & Leadership Lead and manage a cross-functional materials management team, setting clear objectives and KRAs for team members. Foster a performance-driven culture focused on ownership, accountability, and continuous improvement. Provide coaching, mentoring, and development opportunities to build functional capability and career progression within the team. Ensure compliance with safety, environmental, statutory, and company policies in all materials-related operations. Champion digital transformation and ERP utilization for enhanced accuracy, transparency, and process automation. Desired Candidate Profile Education and Certifications: Bachelor's degree in supply chain management, logistics, business administration, Bachelor of Engineering (B.E.) or Bachelor of Technology (B.Tech) in Industrial Engineering or Production Engineering or a related field, or a related field. Experience: 7 to 15 years of experience in material management, preferably within aerospace casting or manufacturing environments. Strong understanding of casting materials, supply chain logistics, and production processes. Hands-on experience with procurement related forecasting and budgeting. Technical / Functional Expertise & other competencies: Knowledge of EXIM for placing Purchase Orders (PO). Strong analytical and problem-solving skills, with the ability to identify issues and develop effective solutions. Ability to manage multiple priorities and work under tight deadlines. Strong business acumen and financial management skills along with high level of negotiation skills. Conversant with ERP modules. Good in capital purchase and must be an expert in raw material purchase for casting manufacturing industry. Strong leadership and team management skills. Proficient in the use of Microsoft Office applications and other relevant software. Excellent communication and interpersonal skills, with the ability to build positive relationships with stakeholders

Job Summary: The Executive - Human Resources (Talent Management) shall be responsible for Recruitment, Onboarding, Exit Management, and Overall Employee Life Cycle Management as their primary responsibilities and has additional responsibilities related to Employee Engagement and Welfare. The Executive will play a crucial role in attracting, developing, and retaining top talent while ensuring a positive employee experience throughout the employment lifecycle. Key Responsibilities: Recruitment and Talent Acquisition: Develop effective recruitment strategies to attract qualified candidates for various positions within the organization. Collaborate with hiring managers to understand their staffing needs and requirements. Source candidates through job boards, social media platforms, networking events, and other relevant channels. Conduct interviews, evaluate candidates, and make hiring recommendations to hiring managers. Coordinate and conduct pre-employment checks, reference checks, and background screenings. Negotiate employment offers and finalize hiring processes. Onboarding: Design and implement an effective onboarding program to ensure a smooth transition for new employees. Develop and maintain onboarding materials, including orientation manuals, training modules, and welcome kits. Coordinate and conduct orientation sessions to familiarize new employees with company policies, procedures, and culture. Facilitate the completion of necessary paperwork, such as employment contracts, benefits enrollment forms, and confidentiality agreements. Provide support and guidance to new employees during their initial integration into the organization. Exit Management: Manage the exit process for departing employees, ensuring a professional and smooth transition. Conduct exit interviews to gather feedback and insights to improve employee retention and satisfaction. Coordinate the return of company property, such as ID badges, laptops, and access cards. Process necessary paperwork related to terminations, resignations, and retirements. Conduct exit analysis to identify trends and areas for improvement in employee turnover. Participate in industry events, career fairs, and networking opportunities to establish relationships with potential candidates. Job Analysis and Job Descriptions: Conduct job analysis and work closely with hiring managers to create accurate and compelling job descriptions. Identify key skills, qualifications, and experience required for each position. Ensure that job descriptions are up to date, align with organizational needs, and comply with legal and regulatory requirements. Candidate Screening and Assessment: Review resumes and applications and conduct initial screenings to assess candidate qualifications. Conduct competency-based interviews and behavioral assessments to evaluate candidates' fit for the role and the company culture. Collaborate with hiring managers to develop effective interview questions and evaluation criteria. Administer and interpret assessment tools, such as psychometric tests or skills assessments, as needed. Talent Pipeline and Networking: Build and maintain a strong talent pipeline by proactively sourcing and engaging with potential candidates. Develop and nurture relationships with educational institutions, industry associations, and professional networks. Attend relevant events and conferences to network with potential candidates and industry professionals. Utilize applicant tracking systems (ATS) and talent management platforms to maintain a database of qualified candidates for future opportunities. Diversity and Inclusion: Implement strategies to attract a diverse pool of candidates and foster an inclusive hiring process. Collaborate with diversity and inclusion initiatives to promote equal opportunities and eliminate bias in the recruitment process. Partner with hiring managers to ensure diverse candidate slates and inclusive interview practices. Recruitment Analytics and Reporting: Track and analyze recruitment metrics, such as time-to-fill, cost-per-hire, and source of hire. Generate regular reports on recruitment activities, including candidate pipelines, hiring trends, and recruitment effectiveness. Identify areas for improvement and provide recommendations to enhance recruitment strategies and processes. Employee Engagement and Welfare: Develop and implement employee engagement initiatives to foster a positive work environment and enhance employee satisfaction. Plan and organize employee recognition programs, team-building activities, and employee welfare programs. Conduct employee surveys to assess engagement levels and identify areas for improvement. Provide guidance and support to managers on employee engagement strategies. Act as a liaison between employees and management to address concerns and facilitate effective communication. Manage employee welfare programs such as health and wellness initiatives, employee assistance programs, and employee benefits. Coordinate with insurance providers and vendors to administer employee benefits packages. Manage internal communications between the organization and employees to ensure effective engagement and understanding. Additional Responsibilities: Stay updated on labor laws, regulations, and industry best practices related to employee welfare. Support employees in understanding their benefits and resolving any related issues. Collaborate with relevant stakeholders to ensure compliance with safety and health regulations. Prepare annual manpower / resource plan, identify staffing and recruiting needs for the organization and ensure timely execution to onboard resources as per plan Prepare and/or amend job descriptions for all unique positions as per changing needs of the organization Ensure compliance for all talent management processes including but not limited to resource planning, employee referral program, internal transfers, onboarding and separations, salary parity and attrition rate management etc. Conduct flight risk assessment and execute succession plans for all critical positions as identified from annual manpower planning process. Employer Branding: Develop and enhance the company's employer brand to attract top talent. Collaborate with marketing and communication teams to promote the company's values, culture, and career opportunities. Create and maintain an attractive online presence through social media platforms, job boards, and the company website. The Key Performance Indicators (KPIs) for this role shall be: For the Executive - Human Resources (Talent Management)can vary based on the specific goals and objectives of the organization. Here are some commonly used KPIs for measuring the performance of a Recruitment Executive Time-to-Fill: Measures the average time it takes to fill a vacant position from the initial job posting to the candidate's acceptance of the offer. This KPI reflects the efficiency of the recruitment process and the ability to meet hiring needs promptly. Cost-per-Hire: Calculates the total cost incurred to fill a position, including advertising expenses, recruitment agency fees, interview costs, background checks, and onboarding expenses. This KPI helps evaluate the effectiveness of recruitment strategies and identify cost-saving opportunities. Quality of Hire: Assesses the performance and suitability of candidates hired by evaluating their job performance, retention rate, and overall contribution to the organization. This KPI measures the effectiveness of the recruitment process in identifying top talent and ensuring long-term success. Candidate Satisfaction: Collects feedback from candidates to measure their overall satisfaction with the recruitment process. This KPI provides insights into the candidate experience, including communication, transparency, and professionalism, and helps identify areas for improvement. Source of Hire: Tracks the sources from which successful hires originate, such as job boards, social media, employee referrals, and career fairs. This KPI helps evaluate the effectiveness of different recruitment channels and focus efforts on the most successful sources. Diversity and Inclusion: Measures the diversity and inclusion of the candidate pool and the hires made. This KPI assesses the success of efforts to attract candidates from diverse backgrounds and promotes equal opportunities within the recruitment process. Offer Acceptance Rate: Calculates the percentage of candidates who accept job offers extended to them. This KPI reflects the attractiveness of the organization as an employer and the effectiveness of the recruitment team in presenting compelling offers. Recruitment Cost Ratio: Compares the total recruitment costs to the employee's first-year salary. This KPI helps determine the return on investment (ROI) for recruitment efforts and ensures cost-effectiveness in acquiring talent. Hiring Manager Satisfaction: Measures the satisfaction of hiring managers with the quality and timeliness of candidate submissions, communication, and the overall recruitment process. This KPI assesses the Recruitment Executive's ability to meet the needs and expectations of internal stakeholders. Employee Retention: Evaluates the retention rate of new hires after a specified period, such as six months or one year. This KPI indicates the effectiveness of the recruitment process in selecting candidates who align with the organization's values and have a higher likelihood of long-term commitment. Desired Candidate Profile Education and Certifications: Bachelors degree in human resources, Masters in Human Resources shall be preferred Experience: Minimum 3 to 8 years of proven work experience as a Recruiting Executive, Recruitment Consultant or Talent Acquisition Executive Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs. Technical / Functional Expertise & other competencies: Understanding of the industry (domain), recruitment processes and related policies Excellent communication and negotiation skills Excellent marketing and networking skills Ability to adapt to the needs of the organization and employees Diligent and firm with high ethical standards Coaching and mentoring the reporting team; assigns work according to availability, skills, and developmental needs Assessing performance and provide feedback to direct reports