Job Description
Position: Project Feasibility & Plant Manager (QA)
Function: Project Feasibility & Financial Analysis - Quality & Compliance
Industry: Urban Waste-to-Energy
Grade: mid level
Location: Lucknow
Employment Type: Hybrid
Compensation: INR 7.3-17.2 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with project feasibility & financial analysis - quality & compliance, in accordance with the standards and processes laid down by Urban Waste-to-Energy.
Minimum Qualification: M.Sc (Environmental Science)
Minimum Experience: 4 years
Core Competencies Required: Financial Analysis, Waste-to-Energy Plant Operations, Regulatory Compliance (Pollution Control Board), Combustion Process Optimisation, Compliance, Project Feasibility, Feedstock Management
Further Information:
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation has historically promoted from within for a majority of its senior and lead openings. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The package is structured with a fixed component, performance bonus, and standard health coverage. References may be requested closer to the offer stage rather than at the start of the process. Internal job postings are open to employees who've completed a minimum tenure in their current role. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. High performers in this role typically move into a broader ownership scope within 18-24 months. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.
Function: Project Feasibility & Financial Analysis - Quality & Compliance
Industry: Urban Waste-to-Energy
Grade: mid level
Location: Lucknow
Employment Type: Hybrid
Compensation: INR 7.3-17.2 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with project feasibility & financial analysis - quality & compliance, in accordance with the standards and processes laid down by Urban Waste-to-Energy.
Minimum Qualification: M.Sc (Environmental Science)
Minimum Experience: 4 years
Core Competencies Required: Financial Analysis, Waste-to-Energy Plant Operations, Regulatory Compliance (Pollution Control Board), Combustion Process Optimisation, Compliance, Project Feasibility, Feedstock Management
Further Information:
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation has historically promoted from within for a majority of its senior and lead openings. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The package is structured with a fixed component, performance bonus, and standard health coverage. References may be requested closer to the offer stage rather than at the start of the process. Internal job postings are open to employees who've completed a minimum tenure in their current role. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. High performers in this role typically move into a broader ownership scope within 18-24 months. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.