Job Description
**Manager - Budget Management (Landscape Parks & Green Spaces Manager (Client Relations)** | Bengaluru | Leadership - Full-time | INR 6.1-29.1 LPA
**About the role:**
- Position within Budget Management (Landscape Projects) - Client & Stakeholder Management, under the Urban Forestry & Landscape Management vertical
- Level: senior level
- Reports to the functional head for Budget Management (Landscape Projects) - Client & Stakeholder Management
**What you'll do:**
- Handle core budget management (landscape projects) - client & stakeholder management activities on a day-to-day basis
- Use Irrigation System Design 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:**
- Irrigation System Design
- Stakeholder Management
- Client
- GIS for Urban Forestry
- Community Engagement
- Green Space Maintenance
- Biodiversity Planning
- Budget Management (Landscape Projects)
- B.Tech (Landscape Architecture)
- 9+ years of relevant experience
**Good to know:**
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. References may be requested closer to the offer stage rather than at the start of the process. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Learning and certification support is available for tools and frameworks directly relevant to the role.
**About the role:**
- Position within Budget Management (Landscape Projects) - Client & Stakeholder Management, under the Urban Forestry & Landscape Management vertical
- Level: senior level
- Reports to the functional head for Budget Management (Landscape Projects) - Client & Stakeholder Management
**What you'll do:**
- Handle core budget management (landscape projects) - client & stakeholder management activities on a day-to-day basis
- Use Irrigation System Design 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:**
- Irrigation System Design
- Stakeholder Management
- Client
- GIS for Urban Forestry
- Community Engagement
- Green Space Maintenance
- Biodiversity Planning
- Budget Management (Landscape Projects)
- B.Tech (Landscape Architecture)
- 9+ years of relevant experience
**Good to know:**
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. References may be requested closer to the offer stage rather than at the start of the process. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Learning and certification support is available for tools and frameworks directly relevant to the role.