Job Description
## Analyst Stakeholder & Developer Planning Analyst (Client Relations)
**Department:** Stakeholder & Developer Liaison - Client & Stakeholder Management | **Industry:** Zoning & Land Use Administration
**Location:** Noida | **Job Type:** Full-time | **CTC:** INR 7.8-20.4 LPA
### Role Overview
The organisation is seeking a qualified Analyst Stakeholder & Developer Planning Analyst (Client Relations) to support ongoing initiatives in Stakeholder & Developer Liaison - Client & Stakeholder Management. The role is positioned at the mid level and reports into the broader Stakeholder & Developer Liaison - Client & Stakeholder Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to stakeholder & developer liaison - client & stakeholder management.
- Apply working knowledge of Public Hearing Coordination and Stakeholder & Developer Liaison to daily execution.
- Coordinate with cross-functional stakeholders within Zoning & Land Use Administration.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Plan (Urban Planning) or equivalent qualification.
- 3 years of relevant experience (mid level).
- Working proficiency in: Public Hearing Coordination, Stakeholder & Developer Liaison, Developer Liaison, Client, Documentation & Records Management, Stakeholder Management, Stakeholder.
### Additional Notes
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Interested candidates should be prepared to walk through relevant past work during the interview process. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Learning and certification support is available for tools and frameworks directly relevant to the role. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The package is structured with a fixed component, performance bonus, and standard health coverage. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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.
**Department:** Stakeholder & Developer Liaison - Client & Stakeholder Management | **Industry:** Zoning & Land Use Administration
**Location:** Noida | **Job Type:** Full-time | **CTC:** INR 7.8-20.4 LPA
### Role Overview
The organisation is seeking a qualified Analyst Stakeholder & Developer Planning Analyst (Client Relations) to support ongoing initiatives in Stakeholder & Developer Liaison - Client & Stakeholder Management. The role is positioned at the mid level and reports into the broader Stakeholder & Developer Liaison - Client & Stakeholder Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to stakeholder & developer liaison - client & stakeholder management.
- Apply working knowledge of Public Hearing Coordination and Stakeholder & Developer Liaison to daily execution.
- Coordinate with cross-functional stakeholders within Zoning & Land Use Administration.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Plan (Urban Planning) or equivalent qualification.
- 3 years of relevant experience (mid level).
- Working proficiency in: Public Hearing Coordination, Stakeholder & Developer Liaison, Developer Liaison, Client, Documentation & Records Management, Stakeholder Management, Stakeholder.
### Additional Notes
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Interested candidates should be prepared to walk through relevant past work during the interview process. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Learning and certification support is available for tools and frameworks directly relevant to the role. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The package is structured with a fixed component, performance bonus, and standard health coverage. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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.