Job Description
## Principal Documentation & Records Senior Planner (Strategy)
**Department:** Documentation & Records Management - Strategy & Planning | **Industry:** Zoning & Land Use Administration
**Location:** Jaipur | **Job Type:** Full-time | **CTC:** INR 19.6-44.2 LPA
### Role Overview
This position calls for a Principal Documentation & Records Senior Planner (Strategy) who can take ownership of core responsibilities within our Documentation & Records Management - Strategy & Planning team. The role is positioned at the senior level and reports into the broader Documentation & Records Management - Strategy & Planning charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to documentation & records management - strategy & planning.
- Apply working knowledge of Strategy and Records Management to daily execution.
- Coordinate with cross-functional stakeholders within Zoning & Land Use Administration.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Plan (Urban Planning) or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: Strategy, Records Management, GIS Mapping (Zoning), Public Hearing Coordination, Regulatory Compliance (Municipal Codes), Documentation, Documentation & Records Management.
### Additional Notes
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. High performers in this role typically move into a broader ownership scope within 18-24 months. Compensation includes standard statutory benefits along with performance-linked variable pay. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. References may be requested closer to the offer stage rather than at the start of the process. Interested candidates should be prepared to walk through relevant past work during the interview process.
**Department:** Documentation & Records Management - Strategy & Planning | **Industry:** Zoning & Land Use Administration
**Location:** Jaipur | **Job Type:** Full-time | **CTC:** INR 19.6-44.2 LPA
### Role Overview
This position calls for a Principal Documentation & Records Senior Planner (Strategy) who can take ownership of core responsibilities within our Documentation & Records Management - Strategy & Planning team. The role is positioned at the senior level and reports into the broader Documentation & Records Management - Strategy & Planning charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to documentation & records management - strategy & planning.
- Apply working knowledge of Strategy and Records Management to daily execution.
- Coordinate with cross-functional stakeholders within Zoning & Land Use Administration.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Plan (Urban Planning) or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: Strategy, Records Management, GIS Mapping (Zoning), Public Hearing Coordination, Regulatory Compliance (Municipal Codes), Documentation, Documentation & Records Management.
### Additional Notes
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. High performers in this role typically move into a broader ownership scope within 18-24 months. Compensation includes standard statutory benefits along with performance-linked variable pay. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. References may be requested closer to the offer stage rather than at the start of the process. Interested candidates should be prepared to walk through relevant past work during the interview process.