Job Description
Here's the deal: we need an Officer Documentation & Records Planning Analyst (Client Relations) who can hit the ground running on Documentation & Records Management - Client & Stakeholder Management work.
You'll be working out of Delhi NCR (hybrid), and honestly, the day-to-day is going to revolve around GIS Mapping (Zoning) and Records Management. 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 M.Plan (Urban Planning) and somewhere around 4 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 6.6-25.1 LPA - fair for the mid level band and open to discussion based on what you bring.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
References may be requested closer to the offer stage rather than at the start of the process. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The package is structured with a fixed component, performance bonus, and standard health coverage. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
You'll be working out of Delhi NCR (hybrid), and honestly, the day-to-day is going to revolve around GIS Mapping (Zoning) and Records Management. 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 M.Plan (Urban Planning) and somewhere around 4 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 6.6-25.1 LPA - fair for the mid level band and open to discussion based on what you bring.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
References may be requested closer to the offer stage rather than at the start of the process. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
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.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The package is structured with a fixed component, performance bonus, and standard health coverage. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.