Job Description
**Executive Documentation & Records Permit Coordinator (Ops)** | Noida | Contract | INR 6.8-23.8 LPA
**About the role:**
- Position within Documentation & Records Management - Operations & Execution, under the Zoning & Land Use Administration vertical
- Level: mid level
- Reports to the functional head for Documentation & Records Management - Operations & Execution
**What you'll do:**
- Handle core documentation & records management - operations & execution activities on a day-to-day basis
- Use Regulatory Compliance (Municipal Codes) regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Regulatory Compliance (Municipal Codes)
- Records Management
- Stakeholder & Developer Liaison
- Documentation
- Master Plan Implementation Support
- Zoning Regulations & Land Use Codes
- Public Hearing Coordination
- M.Plan (Urban Planning)
- 7+ years of relevant experience
**Good to know:**
- Learning and certification support is available for tools and frameworks directly relevant to the role. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. The next logical step from this position is a senior or lead-track role within the same function.
- The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Compensation includes standard statutory benefits along with performance-linked variable pay.
- 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- High performers in this role typically move into a broader ownership scope within 18-24 months. 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.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
**About the role:**
- Position within Documentation & Records Management - Operations & Execution, under the Zoning & Land Use Administration vertical
- Level: mid level
- Reports to the functional head for Documentation & Records Management - Operations & Execution
**What you'll do:**
- Handle core documentation & records management - operations & execution activities on a day-to-day basis
- Use Regulatory Compliance (Municipal Codes) regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Regulatory Compliance (Municipal Codes)
- Records Management
- Stakeholder & Developer Liaison
- Documentation
- Master Plan Implementation Support
- Zoning Regulations & Land Use Codes
- Public Hearing Coordination
- M.Plan (Urban Planning)
- 7+ years of relevant experience
**Good to know:**
- Learning and certification support is available for tools and frameworks directly relevant to the role. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. The next logical step from this position is a senior or lead-track role within the same function.
- The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Compensation includes standard statutory benefits along with performance-linked variable pay.
- 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- High performers in this role typically move into a broader ownership scope within 18-24 months. 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.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.