Job Description
The organisation is seeking a qualified Executive Stakeholder & Developer Permit Coordinator (Client Relations) to support ongoing initiatives in Stakeholder & Developer Liaison - Client & Stakeholder Management. This is a mid level opening based out of Bengaluru, offered on a full-time basis.
The ideal candidate holds M.Plan (Urban Planning) and brings roughly 3 years of hands-on exposure to stakeholder & developer liaison - client & stakeholder management. Day-to-day, the work draws heavily on Zoning Regulations & Land Use Codes, Public Hearing Coordination, Stakeholder & Developer Liaison, Master Plan Implementation Support, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 14.4-31.0 LPA, in line with market standards for mid level roles within zoning & land use administration.
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.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. 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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. The next logical step from this position is a senior or lead-track role within the same function.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Compensation includes standard statutory benefits along with performance-linked variable pay.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.
The ideal candidate holds M.Plan (Urban Planning) and brings roughly 3 years of hands-on exposure to stakeholder & developer liaison - client & stakeholder management. Day-to-day, the work draws heavily on Zoning Regulations & Land Use Codes, Public Hearing Coordination, Stakeholder & Developer Liaison, Master Plan Implementation Support, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 14.4-31.0 LPA, in line with market standards for mid level roles within zoning & land use administration.
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.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. 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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. The next logical step from this position is a senior or lead-track role within the same function.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Compensation includes standard statutory benefits along with performance-linked variable pay.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.