Job Description
An opening exists for a Principal Stakeholder & Developer Permit Coordinator (QA) to join the Zoning & Land Use Administration vertical, focused on Stakeholder & Developer Liaison - Quality & Compliance. This is a senior level opening based out of Lucknow, offered on a full-time basis.
The ideal candidate holds M.Plan (Urban Planning) and brings roughly 14 years of hands-on exposure to stakeholder & developer liaison - quality & compliance. Day-to-day, the work draws heavily on Documentation & Records Management, Zoning Regulations & Land Use Codes, Report Writing, Developer Liaison, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 12.0-40.6 LPA, in line with market standards for senior level roles within zoning & land use administration.
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 next logical step from this position is a senior or lead-track role within the same function.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
The package is structured with a fixed component, performance bonus, and standard health coverage. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Compensation includes standard statutory benefits along with performance-linked variable pay.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Internal job postings are open to employees who've completed a minimum tenure in their current role.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Interested candidates should be prepared to walk through relevant past work during the interview process. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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. Learning and certification support is available for tools and frameworks directly relevant to the role.
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.
This role offers a genuine opportunity to build depth in Stakeholder & Developer Liaison - Quality & Compliance while working alongside an experienced team.
The ideal candidate holds M.Plan (Urban Planning) and brings roughly 14 years of hands-on exposure to stakeholder & developer liaison - quality & compliance. Day-to-day, the work draws heavily on Documentation & Records Management, Zoning Regulations & Land Use Codes, Report Writing, Developer Liaison, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 12.0-40.6 LPA, in line with market standards for senior level roles within zoning & land use administration.
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 next logical step from this position is a senior or lead-track role within the same function.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
The package is structured with a fixed component, performance bonus, and standard health coverage. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Compensation includes standard statutory benefits along with performance-linked variable pay.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Internal job postings are open to employees who've completed a minimum tenure in their current role.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Interested candidates should be prepared to walk through relevant past work during the interview process. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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. Learning and certification support is available for tools and frameworks directly relevant to the role.
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.
This role offers a genuine opportunity to build depth in Stakeholder & Developer Liaison - Quality & Compliance while working alongside an experienced team.