Job Description
We're hiring a Director of Documentation & Records Head of Zoning & Planning (Client Relations) to join our growing Documentation & Records Management - Client & Stakeholder Management team - if this sounds like your kind of work, read on.
You'll be working out of Chandigarh (hybrid), and honestly, the day-to-day is going to revolve around Documentation and Regulatory Compliance (Municipal Codes). We're not looking for someone who just ticks boxes - we want someone who actually cares about documentation & records management - client & stakeholder management.
On paper, we'd expect B.A (Public Administration) and somewhere around 16 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 13.2-27.4 LPA - fair for the senior level band and open to discussion based on what you bring.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
References may be requested closer to the offer stage rather than at the start of the process. Compensation includes standard statutory benefits along with performance-linked variable pay.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Interested candidates should be prepared to walk through relevant past work during the interview process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The next logical step from this position is a senior or lead-track role within the same function.
You'll be working out of Chandigarh (hybrid), and honestly, the day-to-day is going to revolve around Documentation and Regulatory Compliance (Municipal Codes). We're not looking for someone who just ticks boxes - we want someone who actually cares about documentation & records management - client & stakeholder management.
On paper, we'd expect B.A (Public Administration) and somewhere around 16 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 13.2-27.4 LPA - fair for the senior level band and open to discussion based on what you bring.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
References may be requested closer to the offer stage rather than at the start of the process. Compensation includes standard statutory benefits along with performance-linked variable pay.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Interested candidates should be prepared to walk through relevant past work during the interview process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The next logical step from this position is a senior or lead-track role within the same function.