Jindal Stainless Corporate Management Services

Jindal Stainless Corporate Management Services (JSCMS) acts as an internal advisor and provides necessary advisory and back-end support services to the Jindal Stainless Group Companies. As an advisory company, JSCMS functions closely with Directors, Business Heads, and other Functional Heads of the Group Companies to support them and drive seamless flow of business operations. JSCMS acts as a catalyst to achieve business excellence and helps in creating value for the Group Companies by introducing best practices and regulating processes.

This company focuses on creating value by providing prime repository of global best practices and frameworks with the help of a highly talented team.

Employees are the building blocks of our organization. We hire and retain the best talent in the industry through our institutionalized HR processes and practices, which is perhaps what makes us one of the most preferred employers in our sector.


Our resourcing policy aims at attracting the right talent to fit specific roles. We focus on a blend of experience with fresh energy and outlook. Jindal Stainless’ competency based recruitment measures technical expertise, leadership capabilities, and cultural fit. We encourage diversity in our talent pool by recruiting people with complementary skills and also have an active employee referral scheme.

As part of HR Talent Management process, the Internal Job Posting (IJP) policy provides opportunities for employees to explore internal career moves, thereby facilitating individual growth and development. Relevant positions in the grade of Executive and above are advertised through Jindal Stainless Intranet- “Pulse”.

Career Progression

New challenges, learning programs, and leadership opportunities offer an ambitious career path at Jindal Stainless. Our competency based Career Progression system counts on the potential of employees, along with their performance, to take up higher responsibilities.

Employees’ performance is evaluated through mid-year and annual appraisal supported by assessment tools and techniques like competency test, assessment centres and Cross Panel Interview. Our education policy for employees provides them a platform for career enhancements.


Transparency within the organization is embodied in all practices and processes at Jindal Stainless. Departmental meetings, open forums, and newsletters keep employees and customers updated. The Company also focuses on a culture of informal communication between leadership and customers. Initiatives like ‘Coffee with MD' and ‘MD Sampark’ allow cross-functional employee representations for interaction sessions directly with the Managing Director.

Each year the Senior Management team holds annual communication forums where the vision and business strategy are shared with all employees and cascaded down to the lowest workmen level. . We also have an annual get together for all the employees and their family members.

Pulse, the intranet platform for Jindal Stainless, allows employees to share thoughts, voice opinions, ideate, suggest and be heard.

Rewards & Recognition

Recognizing the accomplishments of employees contributes to a supportive work environment and supports the attraction and retention of committed and engaged employees. Jindal Stainless always thrives on encouraging employee achievements that benefit business objectives. Our reward and recognition policies create a robust talent pipeline and a high performance culture.

‘Progress with people’ is at the heart of our corporate ethos and human resource policies. It is reflected in the way we build teams, create shared vision, execute our growth plans, and nurture talent to address business challenges.

High performance Workplace

The hallmark of Jindal Stainless’ HR practices is to develop a winning employee value proposition as they create a high performance work environment. Training programs, leadership opportunities, and performance-linked incentives encourage everyone to learn more and perform better.

To do this, we spot talent early and provide grooming through leadership development programs. The Leadership team act as mentors and coaches for younger managers, helping them develop the skills necessary to lead large businesses.

Performance and leadership is systematically rewarded. We take pride in our culture of meritocracy and an institutionalized performance based reward and recognition mechanism, which aligns incentives to the achievement of corporate, departmental and individual objectives.

Equal Opportunity Employer

Jindal Stainless is an equal opportunity employer. Gender, caste, and religion play no role at our organization. In fact, for us, diversity is an asset that helps broaden people’s horizons and improve team work and problem solving skills. The only thing we value is merit, which plays a vital role in our hiring and retention program.

At Jindal Stainless, learning opportunities abound. Employees are routinely encouraged to take part in a variety of skill development, leadership, problem solving and other programs that build capacity to lead the business.


We emphasize on continuous learning and employee training at all levels for building technical and behavioral competence, self-development and leadership traits. They further help develop skills necessary for time management, improving communication skills, managing and winning in teams, preventing personal and work conflicts, managing stress, and dealing with internal and external customers.

A fully-equipped technical training center at Hisar focuses and monitors the upgradation of technical skills. Apart from the constant focus on internal trainings, we engage outside consultants to assist us in training our employees and to enhance their performances. Our employees, as part of continuous development process, attend MDP’s, technical trainings from specialized institutes, and behavioural programs. We also provide professional learning opportunities through our tie-ups with key institutes.

Nurturing Future Leaders

Investing in nurturing potential leaders is essential part of Jindal Stainless’ HR policies. Significant investment is made on the development of talent pool and towards creating a robust leadership pipeline and succession planning. Leadership programs like Masterful Management, EXCEED and LEAP (Integrated Leadership Development Programs) are aimed at enhancing the leadership potential of employees. These programs provide a full spectrum of leadership development opportunities to participants through a variety of experiences, intensive learning labs, wisdom transfer, action learning projects, coaching, and individual connects to create real time business impact.


True to its mission of becoming a learning organization, Jindal Stainless has accelerated its efforts for enhancing and connecting organizational knowledge and corporate performance through its well equipped knowledge centres at Hisar and Odisha. These centres house vast knowledge resources available in the form of books, journals, conference proceedings, standards, training manuals, etc. Knowledge kiosks and learning cells have been established at various locations at the shop floors as well.

Employees are the pillars of our organization and their well-being is our priority. A participative work culture always plays a key role in bonding the people together. Our endeavor is to balance the professional and personal lives of our employees and try to lend a helping hand towards their well-being.

Employees enjoy the entrepreneurial ambience that provide a global perspective and allows each to explore and utilize their capabilities. Alongside, various developmental initiatives at Jindal Stainless enable them to focus on enhancing performance, behavior, and building capability.

Our efforts are directed towards providing a congenial and comfortable work environment to the employees. Jindal Stainless adopts employee engagement activities including sports, cultural programs, volunteering program for CSR, and other recreational activities from time to time.

Along with a tax-friendly, individualized and differentiated compensation structure, and a performance-linked variable pay, the Company provides a number of benefits like medical and healthcare support, housing or rent assistance, subsidized work clothing, canteen facilities, annual leave and travel allowance, schooling assistance, provident fund, pension, and group gratuity schemes.



At Jindal Stainless, employees are made to feel at home with proper accommodation facilities and all amenities. There are hostel facilities at both the locations- Hisar and Odisha - for GETs (Graduate Engineer Trainees) and DETs (Diploma Engineer Trainees). Women employees have separate hostels and are provided pick and drop facility.


The N C Jindal Public School (Delhi), Vidya Devi Jindal School (Hisar), and Jindal Modern School (Hisar) focus on providing best quality education to the employees’ wards and the community at large. Wards of employees with a low level of income are provided free or concessional education.

Medical Assistance

We provide basic medical care at our premises through an occupational health center, manned by a competent doctor and a core team. All the employees are covered through medical insurance. Additionally, employees are entitled to basic healthcare facilities at the N C Jindal Institute of Medical Care & Research, a 558-bed multi-specialty hospital established by Jindal Stainless in Hisar. Apart from this, immunization for employees’ children is available on a free/subsidized basis.

Employee Welfare Scheme

Our employee welfare scheme provides financial assistance to the employee/their family in the case of death/permanent total disablement of an employee, along with medical treatment for self and dependants and assistance during natural calamities. It also provides retirement benefits to all regular employees. In case of death of a regular employee, while in service, the family will continue to get an ex-gratia amount as specified up to a pre-defined time period.


Stainless Club, Hisar

One of the premium facilities at Jindal Stainless is the Stainless Club in Hisar. Spread over five acres of lush greenery, it offers a host of state-of-the-art recreational facilities - swimming pool, gymnasium, tennis court, badminton court, basketball court, indoor games, jogging tracks, children’s park, free Internet service, restaurant, party rooms, audio-video rooms, etc. In Odisha, an in-house club comprises table tennis room, gymnasium, billiards room, and a library. The Stainless Club is very active in organising various social and sports events for employees and members.

Community Lunches

Jindal Stainless organizes community lunches on a regular basis. Get-togethers for employees are organized each year in January. Founder’s day is celebrated across the company on August 7 each year with cultural programs, commemorations, large scale lunches, community social activities, contests, recognition for employees etc.

Cultural Events

With the objective of fostering employee engagement and creating a joyous environment, different committees at respective locations are formed to organize various cultural events for employees and members. The purpose of these events are to boost employees’ energy and motivation by bringing them together on a single platform.

At Jindal Stainless, we appreciate determined lateral thinkers who can add value to our functioning and help achieve organizational and career goals. We believe that hard work, knowledge, and commitment are important for the growth and success of the Company and the employees alike. Thus, we strive hard towards creating an environment of speedy personal learning, early empowerment, and excellent professional opportunities. Our policies give supreme importance to rigorous training, counseling, and a working atmosphere that is challenging, rewarding, and enjoyable. The Company's budding culture and value system sets an ideal platform for young talents to nurture and outperform.


Share your resume at careers@jindalstainless.com
In case of relevant opportunities we shall get in touch with you.

Jindal Stainless always looks forward to infuse young blood into the organization. Fresh talent is hired straight from the campus as Graduate Engineer Trainees, Diploma Engineer Trainees, Management Trainees, and ITIs.

For a period of one year, trainees are acclimatized to the organizational culture and imparted trainings with the necessary skills and knowledge required for successful implementation of the job. Considering their areas of interest, we identify their strengths and place them in roles that help them maximize learning and growth.

People with high aspirations will always come across challenging opportunities which will enable them to gain expertise and climb up the success ladder.


A part of JSCMS, Sales department represents Jindal Stainless Ltd. and Jindal Stainless (Hisar) Ltd. A team of more than 180 professionals, present in key global locations, is technically qualified and experienced to provide solutions in diversified markets. As a complete solution provider, the team delivers services beyond functional and economical value.

Corporate Marketing

A part of JSCMS, Corporate Marketing department collaborates with flagship group companies as well as subsidiaries to deliver best-in-class brand experience offline as well as online. The marketing & brand assets created by the Corporate Marketing Team in collaboration with Sales, Business Development & related stakeholders helps customers & consumers in varied sectors derive value & benefits of using Stainless Steel in their respective domains.

JSCMS leverages its highly technical and specialized procurement services to all Group Companies for the effective sourcing of raw materials, energy, industrial equipment & services, maintenance spares, and much more. With the best in class sourcing practices, it focuses on nurturing long term strategic alliances with suppliers for creating mutually beneficial relations that are focused on ensuring material security.

As an unified entity, the team functions in tandem with operations at Jindal Stainless Limited, Jindal Stainless (Hisar) Limited, and other cross functional groups for effectively establishing the Global Supply Chain that focuses on the Lean Inventory Model for sourcing a wide category of materials. To drive the operational excellence at respective plant locations, localized MRO Items (Maintenance, Repair & Overhaul), along with ensuring extended local support to the suppliers and operational teams.

Our approach to procurement

Maintaining highest level of ethical standards and transparency in dealings, along with compliance to the Code of Conduct

Leveraging strong supplier relations

Adopting VIU (Value in Use) approach

Adhering to TCO (Total Cost of Ownership) principles

Strategic buying for sustainable gains

Centralized buying across units

Continuous improvement by innovation for operational excellence and cost reduction

Consistently leveraging technology to establish a sustainable system

Key examples of procurement categories are

Raw Materials

  • Nickel & Nickel Alloys
  • Various type of scrap (stainless steel, mild steel/ferrous scrap etc.)
  • Ferro Alloys (ferro-chrome, ferro-silicon, ferro-manganese, silicon-manganese, etc.)
  • Minerals (chrome ore, coal)
  • Coke
  • Copper Alloys
  • Moly Alloys


  • Propane
  • LPG
  • Diesel, etc.

MRO Category

  • Lubricants
  • Graphite Electrodes
  • Chemicals
  • Inter-leaving Papers
  • Steel Rolls
  • Protective films
  • IT equipment and services
  • Packaging material, etc.

Procurement Philosophy

The IT function at Jindal Stainless helps business develop new, distinctive strengths and market capabilities towards delivering superior products to our customers in an easy, efficient, timely manner by leveraging the latest information technology products and platforms. It strives to make our customers’ and internal users’ dealings with the organisation smooth, fast and flexible.

Our focus increasingly is on readying the organisation for a globally integrated, cross-national business environment of the future through end-to-end digitalisation of processes, leveraging the power of data, analytics, connected supply chains, collaboration and cloud technologies, eliminating non-value-adding activities and replacing repetitive manual work with automated technology platforms.