Job Description
The organisation is seeking a qualified Head of Variance & Appeals Head of Zoning & Planning (Strategy) to support ongoing initiatives in Variance & Appeals Processing - Strategy & Planning. This is a senior level opening based out of Bhubaneswar, offered on a hybrid basis.
The ideal candidate holds M.Plan (Urban Planning) and brings roughly 9 years of hands-on exposure to variance & appeals processing - strategy & planning. Day-to-day, the work draws heavily on Regulatory Compliance (Municipal Codes), Public Hearing Coordination, Report Writing, Variance, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 27.0-43.3 LPA, in line with market standards for senior level roles within zoning & land use administration.
The package is structured with a fixed component, performance bonus, and standard health coverage. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Interested candidates should be prepared to walk through relevant past work during the interview process.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation has historically promoted from within for a majority of its senior and lead openings. The next logical step from this position is a senior or lead-track role within the same function.
Compensation includes standard statutory benefits along with performance-linked variable pay. 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.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. High performers in this role typically move into a broader ownership scope within 18-24 months.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role.
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.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
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. Internal job postings are open to employees who've completed a minimum tenure in their current role.
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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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.
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 9 years of hands-on exposure to variance & appeals processing - strategy & planning. Day-to-day, the work draws heavily on Regulatory Compliance (Municipal Codes), Public Hearing Coordination, Report Writing, Variance, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 27.0-43.3 LPA, in line with market standards for senior level roles within zoning & land use administration.
The package is structured with a fixed component, performance bonus, and standard health coverage. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Interested candidates should be prepared to walk through relevant past work during the interview process.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation has historically promoted from within for a majority of its senior and lead openings. The next logical step from this position is a senior or lead-track role within the same function.
Compensation includes standard statutory benefits along with performance-linked variable pay. 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.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. High performers in this role typically move into a broader ownership scope within 18-24 months.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role.
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.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
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. Internal job postings are open to employees who've completed a minimum tenure in their current role.
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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.