Job Description
Urban Waste-to-Energy is looking for an experienced Head of Project Feasibility & Project Director (Ops) to take ownership of the Project Feasibility & Financial Analysis - Operations & Execution charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 8 years of progressively senior experience, holding M.Sc (Environmental Science), with a demonstrated track record across Combustion Process Optimisation, Execution, Energy Output Optimisation, Plant Maintenance Coordination, Financial Analysis. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hyderabad on a full-time arrangement. Compensation is benchmarked at INR 27.1-53.5 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within project feasibility & financial analysis - operations & execution.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The next logical step from this position is a senior or lead-track role within the same function.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The organisation has historically promoted from within for a majority of its senior and lead openings.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Interested candidates should be prepared to walk through relevant past work during the interview process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. 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 successful candidate will bring approximately 8 years of progressively senior experience, holding M.Sc (Environmental Science), with a demonstrated track record across Combustion Process Optimisation, Execution, Energy Output Optimisation, Plant Maintenance Coordination, Financial Analysis. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hyderabad on a full-time arrangement. Compensation is benchmarked at INR 27.1-53.5 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within project feasibility & financial analysis - operations & execution.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The next logical step from this position is a senior or lead-track role within the same function.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The organisation has historically promoted from within for a majority of its senior and lead openings.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Interested candidates should be prepared to walk through relevant past work during the interview process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. 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.