Job Description
**Head of Stakeholder & Developer Permit Coordinator (QA)** | Hybrid - Pune | Full-time | INR 15.3-45.9 LPA
**About the role:**
- Position within Stakeholder & Developer Liaison - Quality & Compliance, under the Zoning & Land Use Administration vertical
- Level: senior level
- Reports to the functional head for Stakeholder & Developer Liaison - Quality & Compliance
**What you'll do:**
- Handle core stakeholder & developer liaison - quality & compliance 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)
- Stakeholder
- Permit Processing
- Public Hearing Coordination
- Master Plan Implementation Support
- Developer Liaison
- Stakeholder & Developer Liaison
- M.Plan (Urban Planning)
- 15+ years of relevant experience
**Good to know:**
- 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. References may be requested closer to the offer stage rather than at the start of the process.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. High performers in this role typically move into a broader ownership scope within 18-24 months.
- Learning and certification support is available for tools and frameworks directly relevant to the role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- 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.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Compensation includes standard statutory benefits along with performance-linked variable pay. The package is structured with a fixed component, performance bonus, and standard health coverage.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation has historically promoted from within for a majority of its senior and lead openings.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Interested candidates should be prepared to walk through relevant past work during the interview process.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The next logical step from this position is a senior or lead-track role within the same function.
**About the role:**
- Position within Stakeholder & Developer Liaison - Quality & Compliance, under the Zoning & Land Use Administration vertical
- Level: senior level
- Reports to the functional head for Stakeholder & Developer Liaison - Quality & Compliance
**What you'll do:**
- Handle core stakeholder & developer liaison - quality & compliance 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)
- Stakeholder
- Permit Processing
- Public Hearing Coordination
- Master Plan Implementation Support
- Developer Liaison
- Stakeholder & Developer Liaison
- M.Plan (Urban Planning)
- 15+ years of relevant experience
**Good to know:**
- 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. References may be requested closer to the offer stage rather than at the start of the process.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. High performers in this role typically move into a broader ownership scope within 18-24 months.
- Learning and certification support is available for tools and frameworks directly relevant to the role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- 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.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Compensation includes standard statutory benefits along with performance-linked variable pay. The package is structured with a fixed component, performance bonus, and standard health coverage.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation has historically promoted from within for a majority of its senior and lead openings.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Interested candidates should be prepared to walk through relevant past work during the interview process.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The next logical step from this position is a senior or lead-track role within the same function.