Job Description
Position: Executive Smart Metering Deployment Billing Operations Manager (Client Relations)
Function: Smart Metering Deployment - Client & Stakeholder Management
Industry: Utility Billing & Metering Services
Grade: mid level
Location: Mumbai
Employment Type: Full-time (WFH)
Compensation: INR 5.6-19.4 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with smart metering deployment - client & stakeholder management, in accordance with the standards and processes laid down by Utility Billing & Metering Services.
Minimum Qualification: Any Graduate + Utility Certification
Minimum Experience: 3 years
Core Competencies Required: Smart Metering Deployment, Billing System Software, Meter Reading & Data Collection, Client, Data Analytics (Consumption), Customer Complaint Resolution, Documentation & Reporting
Further Information:
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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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. References may be requested closer to the offer stage rather than at the start of the process. The organisation has historically promoted from within for a majority of its senior and lead openings. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The package is structured with a fixed component, performance bonus, and standard health coverage. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Function: Smart Metering Deployment - Client & Stakeholder Management
Industry: Utility Billing & Metering Services
Grade: mid level
Location: Mumbai
Employment Type: Full-time (WFH)
Compensation: INR 5.6-19.4 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with smart metering deployment - client & stakeholder management, in accordance with the standards and processes laid down by Utility Billing & Metering Services.
Minimum Qualification: Any Graduate + Utility Certification
Minimum Experience: 3 years
Core Competencies Required: Smart Metering Deployment, Billing System Software, Meter Reading & Data Collection, Client, Data Analytics (Consumption), Customer Complaint Resolution, Documentation & Reporting
Further Information:
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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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. References may be requested closer to the offer stage rather than at the start of the process. The organisation has historically promoted from within for a majority of its senior and lead openings. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The package is structured with a fixed component, performance bonus, and standard health coverage. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.