Job Description
Position: Analyst Stakeholder & Developer Permit Coordinator (Client Relations)
Function: Stakeholder & Developer Liaison - Client & Stakeholder Management
Industry: Zoning & Land Use Administration
Grade: mid level
Location: Kochi
Employment Type: Full-time
Compensation: INR 5.0-20.2 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with stakeholder & developer liaison - client & stakeholder management, in accordance with the standards and processes laid down by Zoning & Land Use Administration.
Minimum Qualification: M.Plan (Urban Planning)
Minimum Experience: 3 years
Core Competencies Required: GIS Mapping (Zoning), Developer Liaison, Stakeholder, Variance & Appeals Processing, Public Hearing Coordination, Permit Processing
Further Information:
The organisation has historically promoted from within for a majority of its senior and lead openings. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. High performers in this role typically move into a broader ownership scope within 18-24 months. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The next logical step from this position is a senior or lead-track role within the same function. Relocation assistance may be extended for candidates moving from a different city, subject to approval. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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 package is structured with a fixed component, performance bonus, and standard health coverage. Learning and certification support is available for tools and frameworks directly relevant to the role. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. Compensation includes standard statutory benefits along with performance-linked variable pay. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Function: Stakeholder & Developer Liaison - Client & Stakeholder Management
Industry: Zoning & Land Use Administration
Grade: mid level
Location: Kochi
Employment Type: Full-time
Compensation: INR 5.0-20.2 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with stakeholder & developer liaison - client & stakeholder management, in accordance with the standards and processes laid down by Zoning & Land Use Administration.
Minimum Qualification: M.Plan (Urban Planning)
Minimum Experience: 3 years
Core Competencies Required: GIS Mapping (Zoning), Developer Liaison, Stakeholder, Variance & Appeals Processing, Public Hearing Coordination, Permit Processing
Further Information:
The organisation has historically promoted from within for a majority of its senior and lead openings. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. High performers in this role typically move into a broader ownership scope within 18-24 months. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The next logical step from this position is a senior or lead-track role within the same function. Relocation assistance may be extended for candidates moving from a different city, subject to approval. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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 package is structured with a fixed component, performance bonus, and standard health coverage. Learning and certification support is available for tools and frameworks directly relevant to the role. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. Compensation includes standard statutory benefits along with performance-linked variable pay. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.