Job Description
Zoning & Land Use Administration is looking for an experienced Officer Documentation & Records Zoning Officer to take ownership of the Documentation & Records Management - Fundamentals 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 B.A (Public Administration), with a demonstrated track record across Permit Processing, Records Management, Regulatory Compliance (Municipal Codes), Report Writing, Documentation. 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 full-time arrangement. Compensation is benchmarked at INR 6.3-15.6 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 - fundamentals.
The package is structured with a fixed component, performance bonus, and standard health coverage. The organisation has historically promoted from within for a majority of its senior and lead openings.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. High performers in this role typically move into a broader ownership scope within 18-24 months. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The next logical step from this position is a senior or lead-track role within the same function.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
The successful candidate will bring approximately 4 years of progressively senior experience, holding B.A (Public Administration), with a demonstrated track record across Permit Processing, Records Management, Regulatory Compliance (Municipal Codes), Report Writing, Documentation. 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 full-time arrangement. Compensation is benchmarked at INR 6.3-15.6 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 - fundamentals.
The package is structured with a fixed component, performance bonus, and standard health coverage. The organisation has historically promoted from within for a majority of its senior and lead openings.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. High performers in this role typically move into a broader ownership scope within 18-24 months. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The next logical step from this position is a senior or lead-track role within the same function.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.