Job Description
## Manager - Project Feasibility & Environmental Compliance Officer (Ops)
**Department:** Project Feasibility & Financial Analysis - Operations & Execution | **Industry:** Urban Waste-to-Energy
**Location:** Noida | **Job Type:** Full-time | **CTC:** INR 37.8-62.7 LPA
### Role Overview
We are looking to onboard a Manager - Project Feasibility & Environmental Compliance Officer (Ops) to strengthen our Project Feasibility & Financial Analysis - Operations & Execution function within Urban Waste-to-Energy. The role is positioned at the senior level and reports into the broader Project Feasibility & Financial Analysis - Operations & Execution charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to project feasibility & financial analysis - operations & execution.
- Apply working knowledge of Financial Feasibility Analysis and Feedstock Management to daily execution.
- Coordinate with cross-functional stakeholders within Urban Waste-to-Energy.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Sc (Environmental Science) or equivalent qualification.
- 11 years of relevant experience (senior level).
- Working proficiency in: Financial Feasibility Analysis, Feedstock Management, Safety Management, Combustion Process Optimisation, Operations, Project Feasibility, Financial Analysis, Energy Output Optimisation, Plant Maintenance Coordination.
### Additional Notes
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The package is structured with a fixed component, performance bonus, and standard health coverage. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation has historically promoted from within for a majority of its senior and lead openings. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function. High performers in this role typically move into a broader ownership scope within 18-24 months. Compensation includes standard statutory benefits along with performance-linked variable pay. Relocation assistance may be extended for candidates moving from a different city, subject to approval. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Learning and certification support is available for tools and frameworks directly relevant to the role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
**Department:** Project Feasibility & Financial Analysis - Operations & Execution | **Industry:** Urban Waste-to-Energy
**Location:** Noida | **Job Type:** Full-time | **CTC:** INR 37.8-62.7 LPA
### Role Overview
We are looking to onboard a Manager - Project Feasibility & Environmental Compliance Officer (Ops) to strengthen our Project Feasibility & Financial Analysis - Operations & Execution function within Urban Waste-to-Energy. The role is positioned at the senior level and reports into the broader Project Feasibility & Financial Analysis - Operations & Execution charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to project feasibility & financial analysis - operations & execution.
- Apply working knowledge of Financial Feasibility Analysis and Feedstock Management to daily execution.
- Coordinate with cross-functional stakeholders within Urban Waste-to-Energy.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Sc (Environmental Science) or equivalent qualification.
- 11 years of relevant experience (senior level).
- Working proficiency in: Financial Feasibility Analysis, Feedstock Management, Safety Management, Combustion Process Optimisation, Operations, Project Feasibility, Financial Analysis, Energy Output Optimisation, Plant Maintenance Coordination.
### Additional Notes
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The package is structured with a fixed component, performance bonus, and standard health coverage. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation has historically promoted from within for a majority of its senior and lead openings. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function. High performers in this role typically move into a broader ownership scope within 18-24 months. Compensation includes standard statutory benefits along with performance-linked variable pay. Relocation assistance may be extended for candidates moving from a different city, subject to approval. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Learning and certification support is available for tools and frameworks directly relevant to the role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.