Job Description
Join us as a Manager - Documentation & Records Land Use Administrator (Client Relations) and help us push Documentation & Records Management - Client & Stakeholder Management forward within Zoning & Land Use Administration.
You'll be working out of Hybrid - Pune (full-time), and honestly, the day-to-day is going to revolve around Documentation and Report Writing. We're not looking for someone who just ticks boxes - we want someone who actually cares about documentation & records management - client & stakeholder management.
On paper, we'd expect B.A (Public Administration) and somewhere around 12 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 22.6-51.8 LPA - fair for the senior level band and open to discussion based on what you bring.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Compensation includes standard statutory benefits along with performance-linked variable pay.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
The package is structured with a fixed component, performance bonus, and standard health coverage. Internal job postings are open to employees who've completed a minimum tenure in their current role. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Learning and certification support is available for tools and frameworks directly relevant to the role.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Interested candidates should be prepared to walk through relevant past work during the interview process.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The next logical step from this position is a senior or lead-track role within the same function. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation has historically promoted from within for a majority of its senior and lead openings. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
You'll be working out of Hybrid - Pune (full-time), and honestly, the day-to-day is going to revolve around Documentation and Report Writing. We're not looking for someone who just ticks boxes - we want someone who actually cares about documentation & records management - client & stakeholder management.
On paper, we'd expect B.A (Public Administration) and somewhere around 12 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 22.6-51.8 LPA - fair for the senior level band and open to discussion based on what you bring.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Compensation includes standard statutory benefits along with performance-linked variable pay.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
The package is structured with a fixed component, performance bonus, and standard health coverage. Internal job postings are open to employees who've completed a minimum tenure in their current role. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Learning and certification support is available for tools and frameworks directly relevant to the role.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Interested candidates should be prepared to walk through relevant past work during the interview process.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The next logical step from this position is a senior or lead-track role within the same function. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation has historically promoted from within for a majority of its senior and lead openings. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.