Job Description
Zoning & Land Use Administration is looking for an experienced Director of Stakeholder & Developer Permit Coordinator (Client Relations) to take ownership of the Stakeholder & Developer Liaison - Client & Stakeholder Management charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 15 years of progressively senior experience, holding B.A (Public Administration), with a demonstrated track record across Zoning Regulations & Land Use Codes, Variance & Appeals Processing, Regulatory Compliance (Municipal Codes), Stakeholder, Stakeholder & Developer Liaison. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Bengaluru on a full-time arrangement. Compensation is benchmarked at INR 16.9-55.4 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within stakeholder & developer liaison - client & stakeholder management.
The organisation has historically promoted from within for a majority of its senior and lead openings. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Compensation includes standard statutory benefits along with performance-linked variable pay.
References may be requested closer to the offer stage rather than at the start of the process. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Learning and certification support is available for tools and frameworks directly relevant to the role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Interested candidates should be prepared to walk through relevant past work during the interview process.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
The successful candidate will bring approximately 15 years of progressively senior experience, holding B.A (Public Administration), with a demonstrated track record across Zoning Regulations & Land Use Codes, Variance & Appeals Processing, Regulatory Compliance (Municipal Codes), Stakeholder, Stakeholder & Developer Liaison. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Bengaluru on a full-time arrangement. Compensation is benchmarked at INR 16.9-55.4 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within stakeholder & developer liaison - client & stakeholder management.
The organisation has historically promoted from within for a majority of its senior and lead openings. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Compensation includes standard statutory benefits along with performance-linked variable pay.
References may be requested closer to the offer stage rather than at the start of the process. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Learning and certification support is available for tools and frameworks directly relevant to the role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Interested candidates should be prepared to walk through relevant past work during the interview process.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.