Job Description
Position: Manager - Stakeholder & Developer Permit Coordinator (Strategy)
Function: Stakeholder & Developer Liaison - Strategy & Planning
Industry: Zoning & Land Use Administration
Grade: senior level
Location: Hybrid - Pune
Employment Type: Hybrid
Compensation: INR 22.0-47.5 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with stakeholder & developer liaison - strategy & planning, in accordance with the standards and processes laid down by Zoning & Land Use Administration.
Minimum Qualification: M.Plan (Urban Planning)
Minimum Experience: 10 years
Core Competencies Required: Regulatory Compliance (Municipal Codes), Developer Liaison, Variance & Appeals Processing, Stakeholder & Developer Liaison, Report Writing, Stakeholder, Zoning Regulations & Land Use Codes
Further Information:
The package is structured with a fixed component, performance bonus, and standard health coverage. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Most days include at least one review checkpoint where progress is discussed against the plan for the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Internal job postings are open to employees who've completed a minimum tenure in their current role. References may be requested closer to the offer stage rather than at the start of the process. 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. High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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.
Function: Stakeholder & Developer Liaison - Strategy & Planning
Industry: Zoning & Land Use Administration
Grade: senior level
Location: Hybrid - Pune
Employment Type: Hybrid
Compensation: INR 22.0-47.5 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with stakeholder & developer liaison - strategy & planning, in accordance with the standards and processes laid down by Zoning & Land Use Administration.
Minimum Qualification: M.Plan (Urban Planning)
Minimum Experience: 10 years
Core Competencies Required: Regulatory Compliance (Municipal Codes), Developer Liaison, Variance & Appeals Processing, Stakeholder & Developer Liaison, Report Writing, Stakeholder, Zoning Regulations & Land Use Codes
Further Information:
The package is structured with a fixed component, performance bonus, and standard health coverage. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Most days include at least one review checkpoint where progress is discussed against the plan for the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Internal job postings are open to employees who've completed a minimum tenure in their current role. References may be requested closer to the offer stage rather than at the start of the process. 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. High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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.