Job Description
Join us as a Manager - Documentation & Records Land Use Administrator (Strategy) and help us push Documentation & Records Management - Strategy & Planning forward within Zoning & Land Use Administration.
You'll be working out of Delhi NCR (full-time), and honestly, the day-to-day is going to revolve around Documentation and Permit Processing. We're not looking for someone who just ticks boxes - we want someone who actually cares about documentation & records management - strategy & planning.
On paper, we'd expect B.A (Public Administration) and somewhere around 9 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 19.5-34.1 LPA - fair for the senior level band and open to discussion based on what you bring.
Learning and certification support is available for tools and frameworks directly relevant to the role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The next logical step from this position is a senior or lead-track role within the same function.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The organisation has historically promoted from within for a majority of its senior and lead openings. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Interested candidates should be prepared to walk through relevant past work during the interview process.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. References may be requested closer to the offer stage rather than at the start of the process.
Compensation includes standard statutory benefits along with performance-linked variable pay. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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. The package is structured with a fixed component, performance bonus, and standard health coverage.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
You'll be working out of Delhi NCR (full-time), and honestly, the day-to-day is going to revolve around Documentation and Permit Processing. We're not looking for someone who just ticks boxes - we want someone who actually cares about documentation & records management - strategy & planning.
On paper, we'd expect B.A (Public Administration) and somewhere around 9 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 19.5-34.1 LPA - fair for the senior level band and open to discussion based on what you bring.
Learning and certification support is available for tools and frameworks directly relevant to the role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The next logical step from this position is a senior or lead-track role within the same function.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Internal job postings are open to employees who've completed a minimum tenure in their current role.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The organisation has historically promoted from within for a majority of its senior and lead openings. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Interested candidates should be prepared to walk through relevant past work during the interview process.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. References may be requested closer to the offer stage rather than at the start of the process.
Compensation includes standard statutory benefits along with performance-linked variable pay. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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. The package is structured with a fixed component, performance bonus, and standard health coverage.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.