Job Description
## Head of Variance & Appeals Head of Zoning & Planning
**Department:** Variance & Appeals Processing - Fundamentals | **Industry:** Zoning & Land Use Administration
**Location:** Chandigarh | **Job Type:** Full-time | **CTC:** INR 20.0-57.7 LPA
### Role Overview
An opening exists for a Head of Variance & Appeals Head of Zoning & Planning to join the Zoning & Land Use Administration vertical, focused on Variance & Appeals Processing - Fundamentals. The role is positioned at the senior level and reports into the broader Variance & Appeals Processing - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to variance & appeals processing - fundamentals.
- Apply working knowledge of Variance and Variance & Appeals Processing to daily execution.
- Coordinate with cross-functional stakeholders within Zoning & Land Use Administration.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Plan (Urban Planning) or equivalent qualification.
- 12 years of relevant experience (senior level).
- Working proficiency in: Variance, Variance & Appeals Processing, Permit Processing, Public Hearing Coordination, Appeals Processing, Regulatory Compliance (Municipal Codes), Fundamentals.
### Additional Notes
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Internal job postings are open to employees who've completed a minimum tenure in their current role. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. The package is structured with a fixed component, performance bonus, and standard health coverage. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay. Interested candidates should be prepared to walk through relevant past work during the interview process. The next logical step from this position is a senior or lead-track role within the same function. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
**Department:** Variance & Appeals Processing - Fundamentals | **Industry:** Zoning & Land Use Administration
**Location:** Chandigarh | **Job Type:** Full-time | **CTC:** INR 20.0-57.7 LPA
### Role Overview
An opening exists for a Head of Variance & Appeals Head of Zoning & Planning to join the Zoning & Land Use Administration vertical, focused on Variance & Appeals Processing - Fundamentals. The role is positioned at the senior level and reports into the broader Variance & Appeals Processing - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to variance & appeals processing - fundamentals.
- Apply working knowledge of Variance and Variance & Appeals Processing to daily execution.
- Coordinate with cross-functional stakeholders within Zoning & Land Use Administration.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Plan (Urban Planning) or equivalent qualification.
- 12 years of relevant experience (senior level).
- Working proficiency in: Variance, Variance & Appeals Processing, Permit Processing, Public Hearing Coordination, Appeals Processing, Regulatory Compliance (Municipal Codes), Fundamentals.
### Additional Notes
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Internal job postings are open to employees who've completed a minimum tenure in their current role. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. The package is structured with a fixed component, performance bonus, and standard health coverage. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay. Interested candidates should be prepared to walk through relevant past work during the interview process. The next logical step from this position is a senior or lead-track role within the same function. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.