Job Description
**Director of Smart Metering Deployment Field Supervisor (Ops)** | Bhubaneswar | Leadership - Full-time | INR 10.1-37.4 LPA
**About the role:**
- Position within Smart Metering Deployment - Operations & Execution, under the Utility Billing & Metering Services vertical
- Level: senior level
- Reports to the functional head for Smart Metering Deployment - Operations & Execution
**What you'll do:**
- Handle core smart metering deployment - operations & execution activities on a day-to-day basis
- Use Documentation & Reporting 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:**
- Documentation & Reporting
- Revenue Assurance
- Smart Metering Deployment
- Meter Reading & Data Collection
- Operations
- Billing System Software
- Any Graduate + Utility Certification
- 16+ years of relevant experience
**Good to know:**
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- The next logical step from this position is a senior or lead-track role within the same function. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- High performers in this role typically move into a broader ownership scope within 18-24 months. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- The package is structured with a fixed component, performance bonus, and standard health coverage. Learning and certification support is available for tools and frameworks directly relevant to the role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation has historically promoted from within for a majority of its senior and lead openings.
**About the role:**
- Position within Smart Metering Deployment - Operations & Execution, under the Utility Billing & Metering Services vertical
- Level: senior level
- Reports to the functional head for Smart Metering Deployment - Operations & Execution
**What you'll do:**
- Handle core smart metering deployment - operations & execution activities on a day-to-day basis
- Use Documentation & Reporting 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:**
- Documentation & Reporting
- Revenue Assurance
- Smart Metering Deployment
- Meter Reading & Data Collection
- Operations
- Billing System Software
- Any Graduate + Utility Certification
- 16+ years of relevant experience
**Good to know:**
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- The next logical step from this position is a senior or lead-track role within the same function. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- High performers in this role typically move into a broader ownership scope within 18-24 months. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- The package is structured with a fixed component, performance bonus, and standard health coverage. Learning and certification support is available for tools and frameworks directly relevant to the role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation has historically promoted from within for a majority of its senior and lead openings.