Job Description
Here's the deal: we need a Manager - Project Feasibility & Process Engineer (Client Relations) who can hit the ground running on Project Feasibility & Financial Analysis - Client & Stakeholder Management work.
You'll be working out of Remote (Pan India) (full-time), and honestly, the day-to-day is going to revolve around Safety Management and Project Feasibility. We're not looking for someone who just ticks boxes - we want someone who actually cares about project feasibility & financial analysis - client & stakeholder management.
On paper, we'd expect M.Tech (Waste Management/Energy) and somewhere around 13 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 30.9-66.3 LPA - fair for the senior level band and open to discussion based on what you bring.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Internal job postings are open to employees who've completed a minimum tenure in their current role. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
The organisation has historically promoted from within for a majority of its senior and lead openings. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Compensation includes standard statutory benefits along with performance-linked variable pay.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. References may be requested closer to the offer stage rather than at the start of the process.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
You'll be working out of Remote (Pan India) (full-time), and honestly, the day-to-day is going to revolve around Safety Management and Project Feasibility. We're not looking for someone who just ticks boxes - we want someone who actually cares about project feasibility & financial analysis - client & stakeholder management.
On paper, we'd expect M.Tech (Waste Management/Energy) and somewhere around 13 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 30.9-66.3 LPA - fair for the senior level band and open to discussion based on what you bring.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Internal job postings are open to employees who've completed a minimum tenure in their current role. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
The organisation has historically promoted from within for a majority of its senior and lead openings. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Compensation includes standard statutory benefits along with performance-linked variable pay.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. References may be requested closer to the offer stage rather than at the start of the process.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.