Job Description
**Analyst Project Feasibility & Plant Manager (Ops)** | Hybrid - Bengaluru | Full-time | INR 5.0-18.7 LPA
**About the role:**
- Position within Project Feasibility & Financial Analysis - Operations & Execution, under the Urban Waste-to-Energy vertical
- Level: mid level
- Reports to the functional head for Project Feasibility & Financial Analysis - Operations & Execution
**What you'll do:**
- Handle core project feasibility & financial analysis - operations & execution activities on a day-to-day basis
- Use Plant Maintenance Coordination 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:**
- Plant Maintenance Coordination
- Waste-to-Energy Plant Operations
- Regulatory Compliance (Pollution Control Board)
- Energy Output Optimisation
- Financial Analysis
- Project Feasibility
- Execution
- Safety Management
- M.Sc (Environmental Science)
- 4+ years of relevant experience
**Good to know:**
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- The package is structured with a fixed component, performance bonus, and standard health coverage. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- 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.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. High performers in this role typically move into a broader ownership scope within 18-24 months. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Learning and certification support is available for tools and frameworks directly relevant to the role. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The next logical step from this position is a senior or lead-track role within the same function.
- 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.
- Interested candidates should be prepared to walk through relevant past work during the interview process. Compensation includes standard statutory benefits along with performance-linked variable pay. 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.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. References may be requested closer to the offer stage rather than at the start of the process.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
**About the role:**
- Position within Project Feasibility & Financial Analysis - Operations & Execution, under the Urban Waste-to-Energy vertical
- Level: mid level
- Reports to the functional head for Project Feasibility & Financial Analysis - Operations & Execution
**What you'll do:**
- Handle core project feasibility & financial analysis - operations & execution activities on a day-to-day basis
- Use Plant Maintenance Coordination 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:**
- Plant Maintenance Coordination
- Waste-to-Energy Plant Operations
- Regulatory Compliance (Pollution Control Board)
- Energy Output Optimisation
- Financial Analysis
- Project Feasibility
- Execution
- Safety Management
- M.Sc (Environmental Science)
- 4+ years of relevant experience
**Good to know:**
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- The package is structured with a fixed component, performance bonus, and standard health coverage. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- 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.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. High performers in this role typically move into a broader ownership scope within 18-24 months. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Learning and certification support is available for tools and frameworks directly relevant to the role. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The next logical step from this position is a senior or lead-track role within the same function.
- 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.
- Interested candidates should be prepared to walk through relevant past work during the interview process. Compensation includes standard statutory benefits along with performance-linked variable pay. 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.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. References may be requested closer to the offer stage rather than at the start of the process.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.