Job Description
## Specialist Project Feasibility & Plant Manager
**Department:** Project Feasibility & Financial Analysis - Fundamentals | **Industry:** Urban Waste-to-Energy
**Location:** Remote (Pan India) | **Job Type:** Hybrid | **CTC:** INR 16.0-32.6 LPA
### Role Overview
This position calls for a Specialist Project Feasibility & Plant Manager who can take ownership of core responsibilities within our Project Feasibility & Financial Analysis - Fundamentals team. The role is positioned at the mid level and reports into the broader Project Feasibility & Financial Analysis - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to project feasibility & financial analysis - fundamentals.
- Apply working knowledge of Financial Analysis and Stakeholder Engagement 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
- B.Tech (Chemical/Environmental/Mechanical) or equivalent qualification.
- 5 years of relevant experience (mid level).
- Working proficiency in: Financial Analysis, Stakeholder Engagement, Regulatory Compliance (Pollution Control Board), Waste-to-Energy Plant Operations, Project Feasibility, Safety Management.
### Additional Notes
The next logical step from this position is a senior or lead-track role within the same function. The package is structured with a fixed component, performance bonus, and standard health coverage. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. References may be requested closer to the offer stage rather than at the start of the process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. High performers in this role typically move into a broader ownership scope within 18-24 months. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Interested candidates should be prepared to walk through relevant past work during the interview process. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The organisation has historically promoted from within for a majority of its senior and lead openings. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
**Department:** Project Feasibility & Financial Analysis - Fundamentals | **Industry:** Urban Waste-to-Energy
**Location:** Remote (Pan India) | **Job Type:** Hybrid | **CTC:** INR 16.0-32.6 LPA
### Role Overview
This position calls for a Specialist Project Feasibility & Plant Manager who can take ownership of core responsibilities within our Project Feasibility & Financial Analysis - Fundamentals team. The role is positioned at the mid level and reports into the broader Project Feasibility & Financial Analysis - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to project feasibility & financial analysis - fundamentals.
- Apply working knowledge of Financial Analysis and Stakeholder Engagement 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
- B.Tech (Chemical/Environmental/Mechanical) or equivalent qualification.
- 5 years of relevant experience (mid level).
- Working proficiency in: Financial Analysis, Stakeholder Engagement, Regulatory Compliance (Pollution Control Board), Waste-to-Energy Plant Operations, Project Feasibility, Safety Management.
### Additional Notes
The next logical step from this position is a senior or lead-track role within the same function. The package is structured with a fixed component, performance bonus, and standard health coverage. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. References may be requested closer to the offer stage rather than at the start of the process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. High performers in this role typically move into a broader ownership scope within 18-24 months. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Interested candidates should be prepared to walk through relevant past work during the interview process. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The organisation has historically promoted from within for a majority of its senior and lead openings. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.