Job Description
Zoning & Land Use Administration is looking for an experienced Manager - Variance & Appeals Senior Planner to take ownership of the Variance & Appeals Processing - Fundamentals 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 8 years of progressively senior experience, holding M.Plan (Urban Planning), with a demonstrated track record across Variance & Appeals Processing, Fundamentals, Permit Processing, Stakeholder & Developer Liaison, Regulatory Compliance (Municipal Codes). 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 Chandigarh on a hybrid arrangement. Compensation is benchmarked at INR 18.2-48.4 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 variance & appeals processing - fundamentals.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The package is structured with a fixed component, performance bonus, and standard health coverage.
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.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The next logical step from this position is a senior or lead-track role within the same function.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Learning and certification support is available for tools and frameworks directly relevant to the role. High performers in this role typically move into a broader ownership scope within 18-24 months.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The organisation has historically promoted from within for a majority of its senior and lead openings. 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.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
The successful candidate will bring approximately 8 years of progressively senior experience, holding M.Plan (Urban Planning), with a demonstrated track record across Variance & Appeals Processing, Fundamentals, Permit Processing, Stakeholder & Developer Liaison, Regulatory Compliance (Municipal Codes). 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 Chandigarh on a hybrid arrangement. Compensation is benchmarked at INR 18.2-48.4 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 variance & appeals processing - fundamentals.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The package is structured with a fixed component, performance bonus, and standard health coverage.
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.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The next logical step from this position is a senior or lead-track role within the same function.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Learning and certification support is available for tools and frameworks directly relevant to the role. High performers in this role typically move into a broader ownership scope within 18-24 months.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
The organisation has historically promoted from within for a majority of its senior and lead openings. 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.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.