Job Description
Here's the deal: we need a Head of Documentation & Records Zoning Officer (Client Relations) who can hit the ground running on Documentation & Records Management - Client & Stakeholder Management work.
You'll be working out of Ahmedabad (leadership - full-time), and honestly, the day-to-day is going to revolve around Public Hearing Coordination and Zoning Regulations & Land Use 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 M.Plan (Urban Planning) and somewhere around 10 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 15.6-30.1 LPA - fair for the senior level band and open to discussion based on what you bring.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Learning and certification support is available for tools and frameworks directly relevant to the role. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. High performers in this role typically move into a broader ownership scope within 18-24 months.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. References may be requested closer to the offer stage rather than at the start of the process.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The next logical step from this position is a senior or lead-track role within the same function. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
You'll be working out of Ahmedabad (leadership - full-time), and honestly, the day-to-day is going to revolve around Public Hearing Coordination and Zoning Regulations & Land Use 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 M.Plan (Urban Planning) and somewhere around 10 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 15.6-30.1 LPA - fair for the senior level band and open to discussion based on what you bring.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Learning and certification support is available for tools and frameworks directly relevant to the role. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. High performers in this role typically move into a broader ownership scope within 18-24 months.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. References may be requested closer to the offer stage rather than at the start of the process.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The next logical step from this position is a senior or lead-track role within the same function. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.