Job Description
Executive Smart Metering Deployment Billing Executive (Strategy) | Hybrid - Pune | INR 5.4-11.3 LPA
Smart Metering Deployment - Strategy & Planning role, mid level, full-time (wfh).
Need: Diploma (Electrical/Metering), 4+ yrs.
Core skills: Strategy, Smart Metering Deployment, Smart Metering Technology, Regulatory Compliance (Utility Billing), Documentation & Reporting.
If this fits your profile in smart metering deployment - strategy & planning, apply now.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Compensation includes standard statutory benefits along with performance-linked variable pay. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. High performers in this role typically move into a broader ownership scope within 18-24 months.
Learning and certification support is available for tools and frameworks directly relevant to the role. 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.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process.
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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Interested candidates should be prepared to walk through relevant past work during the interview process.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings.
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.
Smart Metering Deployment - Strategy & Planning role, mid level, full-time (wfh).
Need: Diploma (Electrical/Metering), 4+ yrs.
Core skills: Strategy, Smart Metering Deployment, Smart Metering Technology, Regulatory Compliance (Utility Billing), Documentation & Reporting.
If this fits your profile in smart metering deployment - strategy & planning, apply now.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Compensation includes standard statutory benefits along with performance-linked variable pay. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. High performers in this role typically move into a broader ownership scope within 18-24 months.
Learning and certification support is available for tools and frameworks directly relevant to the role. 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.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process.
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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Interested candidates should be prepared to walk through relevant past work during the interview process.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings.
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.