Job Description
Position: Junior Project Feasibility & Plant Manager
Function: Project Feasibility & Financial Analysis - Fundamentals
Industry: Urban Waste-to-Energy
Grade: junior level
Location: Coimbatore
Employment Type: Full-time
Compensation: INR 8.6-20.5 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with project feasibility & financial analysis - fundamentals, in accordance with the standards and processes laid down by Urban Waste-to-Energy.
Minimum Qualification: M.Tech (Waste Management/Energy)
Minimum Experience: 2 years
Core Competencies Required: Combustion Process Optimisation, Project Feasibility, Energy Output Optimisation, Financial Analysis, Feedstock Management
Further Information:
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Internal job postings are open to employees who've completed a minimum tenure in their current role. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Function: Project Feasibility & Financial Analysis - Fundamentals
Industry: Urban Waste-to-Energy
Grade: junior level
Location: Coimbatore
Employment Type: Full-time
Compensation: INR 8.6-20.5 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with project feasibility & financial analysis - fundamentals, in accordance with the standards and processes laid down by Urban Waste-to-Energy.
Minimum Qualification: M.Tech (Waste Management/Energy)
Minimum Experience: 2 years
Core Competencies Required: Combustion Process Optimisation, Project Feasibility, Energy Output Optimisation, Financial Analysis, Feedstock Management
Further Information:
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Internal job postings are open to employees who've completed a minimum tenure in their current role. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.