Job Description
## Analyst Stakeholder & Developer Zoning Officer (Client Relations)
**Department:** Stakeholder & Developer Liaison - Client & Stakeholder Management | **Industry:** Zoning & Land Use Administration
**Location:** Kochi | **Job Type:** Full-time | **CTC:** INR 13.7-32.3 LPA
### Role Overview
This position calls for an Analyst Stakeholder & Developer Zoning Officer (Client Relations) who can take ownership of core responsibilities within our Stakeholder & Developer Liaison - Client & Stakeholder Management team. 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 GIS Mapping (Zoning) and 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.
- 6 years of relevant experience (mid level).
- Working proficiency in: GIS Mapping (Zoning), Developer Liaison, Stakeholder, Documentation & Records Management, Stakeholder Management.
### Additional Notes
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. References may be requested closer to the offer stage rather than at the start of the process. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Internal job postings are open to employees who've completed a minimum tenure in their current role. Compensation includes standard statutory benefits along with performance-linked variable pay. Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. High performers in this role typically move into a broader ownership scope within 18-24 months. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The package is structured with a fixed component, performance bonus, and standard health coverage. The next logical step from this position is a senior or lead-track role within the same function. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
**Department:** Stakeholder & Developer Liaison - Client & Stakeholder Management | **Industry:** Zoning & Land Use Administration
**Location:** Kochi | **Job Type:** Full-time | **CTC:** INR 13.7-32.3 LPA
### Role Overview
This position calls for an Analyst Stakeholder & Developer Zoning Officer (Client Relations) who can take ownership of core responsibilities within our Stakeholder & Developer Liaison - Client & Stakeholder Management team. 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 GIS Mapping (Zoning) and 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.
- 6 years of relevant experience (mid level).
- Working proficiency in: GIS Mapping (Zoning), Developer Liaison, Stakeholder, Documentation & Records Management, Stakeholder Management.
### Additional Notes
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. References may be requested closer to the offer stage rather than at the start of the process. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Internal job postings are open to employees who've completed a minimum tenure in their current role. Compensation includes standard statutory benefits along with performance-linked variable pay. Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. High performers in this role typically move into a broader ownership scope within 18-24 months. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The package is structured with a fixed component, performance bonus, and standard health coverage. The next logical step from this position is a senior or lead-track role within the same function. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.