Job Description
This position calls for a Director of Stakeholder & Developer Head of Zoning & Planning (Client Relations) who can take ownership of core responsibilities within our Stakeholder & Developer Liaison - Client & Stakeholder Management team. This is a senior level opening based out of Jaipur, offered on a leadership - full-time basis.
The ideal candidate holds B.A (Public Administration) and brings roughly 16 years of hands-on exposure to stakeholder & developer liaison - client & stakeholder management. Day-to-day, the work draws heavily on Stakeholder & Developer Liaison, Variance & Appeals Processing, Stakeholder, Permit Processing, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 9.4-48.4 LPA, in line with market standards for senior level roles within zoning & land use administration.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Internal job postings are open to employees who've completed a minimum tenure in their current role. References may be requested closer to the offer stage rather than at the start of the process.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
The next logical step from this position is a senior or lead-track role within the same function. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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.
Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.
The organisation has historically promoted from within for a majority of its senior and lead openings. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
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.
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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.
The ideal candidate holds B.A (Public Administration) and brings roughly 16 years of hands-on exposure to stakeholder & developer liaison - client & stakeholder management. Day-to-day, the work draws heavily on Stakeholder & Developer Liaison, Variance & Appeals Processing, Stakeholder, Permit Processing, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 9.4-48.4 LPA, in line with market standards for senior level roles within zoning & land use administration.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Internal job postings are open to employees who've completed a minimum tenure in their current role. References may be requested closer to the offer stage rather than at the start of the process.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
The next logical step from this position is a senior or lead-track role within the same function. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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.
Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.
The organisation has historically promoted from within for a majority of its senior and lead openings. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
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.
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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.