Job Description
**Head of Stakeholder & Developer Land Use Administrator** | Hybrid - Bengaluru | Hybrid | INR 6.9-34.8 LPA
**About the role:**
- Position within Stakeholder & Developer Liaison - Fundamentals, under the Zoning & Land Use Administration vertical
- Level: senior level
- Reports to the functional head for Stakeholder & Developer Liaison - Fundamentals
**What you'll do:**
- Handle core stakeholder & developer liaison - fundamentals activities on a day-to-day basis
- Use Stakeholder 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:**
- Stakeholder
- Variance & Appeals Processing
- Permit Processing
- Developer Liaison
- Regulatory Compliance (Municipal Codes)
- Master Plan Implementation Support
- Public Hearing Coordination
- M.Plan (Urban Planning)
- 8+ years of relevant experience
**Good to know:**
- Interested candidates should be prepared to walk through relevant past work during the interview process. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- 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. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Learning and certification support is available for tools and frameworks directly relevant to the role.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. High performers in this role typically move into a broader ownership scope within 18-24 months.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. References may be requested closer to the offer stage rather than at the start of the process.
- The package is structured with a fixed component, performance bonus, and standard health coverage. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation has historically promoted from within for a majority of its senior and lead openings.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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.
- 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
**About the role:**
- Position within Stakeholder & Developer Liaison - Fundamentals, under the Zoning & Land Use Administration vertical
- Level: senior level
- Reports to the functional head for Stakeholder & Developer Liaison - Fundamentals
**What you'll do:**
- Handle core stakeholder & developer liaison - fundamentals activities on a day-to-day basis
- Use Stakeholder 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:**
- Stakeholder
- Variance & Appeals Processing
- Permit Processing
- Developer Liaison
- Regulatory Compliance (Municipal Codes)
- Master Plan Implementation Support
- Public Hearing Coordination
- M.Plan (Urban Planning)
- 8+ years of relevant experience
**Good to know:**
- Interested candidates should be prepared to walk through relevant past work during the interview process. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- 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. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Learning and certification support is available for tools and frameworks directly relevant to the role.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. High performers in this role typically move into a broader ownership scope within 18-24 months.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. References may be requested closer to the offer stage rather than at the start of the process.
- The package is structured with a fixed component, performance bonus, and standard health coverage. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation has historically promoted from within for a majority of its senior and lead openings.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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.
- 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.