Job Description
Zoning & Land Use Administration is looking for an experienced Lead Documentation & Records Senior Planner (Strategy) to take ownership of the Documentation & Records Management - Strategy & Planning charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 13 years of progressively senior experience, holding M.Plan (Urban Planning), with a demonstrated track record across Documentation & Records Management, Zoning Regulations & Land Use Codes, Records Management, GIS Mapping (Zoning), Variance & Appeals Processing. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Nagpur on a leadership - full-time arrangement. Compensation is benchmarked at INR 13.1-29.3 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within documentation & records management - strategy & planning.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. The next logical step from this position is a senior or lead-track role within the same function. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings.
The successful candidate will bring approximately 13 years of progressively senior experience, holding M.Plan (Urban Planning), with a demonstrated track record across Documentation & Records Management, Zoning Regulations & Land Use Codes, Records Management, GIS Mapping (Zoning), Variance & Appeals Processing. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Nagpur on a leadership - full-time arrangement. Compensation is benchmarked at INR 13.1-29.3 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within documentation & records management - strategy & planning.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. The next logical step from this position is a senior or lead-track role within the same function. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings.