Job Description
Zoning & Land Use Administration is looking for an experienced Officer Documentation & Records Senior Planner (Strategy) to take ownership of the Documentation & Records Management - Strategy & Planning charter at a mid 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 4 years of progressively senior experience, holding M.Plan (Urban Planning), with a demonstrated track record across GIS Mapping (Zoning), Master Plan Implementation Support, Strategy, Documentation, 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 Chennai on a contract arrangement. Compensation is benchmarked at INR 13.2-23.3 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 documentation & records management - strategy & planning.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
High performers in this role typically move into a broader ownership scope within 18-24 months. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. References may be requested closer to the offer stage rather than at the start of the process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
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. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
The package is structured with a fixed component, performance bonus, and standard health coverage. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
The successful candidate will bring approximately 4 years of progressively senior experience, holding M.Plan (Urban Planning), with a demonstrated track record across GIS Mapping (Zoning), Master Plan Implementation Support, Strategy, Documentation, 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 Chennai on a contract arrangement. Compensation is benchmarked at INR 13.2-23.3 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 documentation & records management - strategy & planning.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
High performers in this role typically move into a broader ownership scope within 18-24 months. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. References may be requested closer to the offer stage rather than at the start of the process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
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. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
The package is structured with a fixed component, performance bonus, and standard health coverage. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The organisation has historically promoted from within for a majority of its senior and lead openings. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.