Job Description
Position: Senior Associate Documentation & Records Permit Coordinator (Client Relations)
Function: Documentation & Records Management - Client & Stakeholder Management
Industry: Zoning & Land Use Administration
Grade: mid level
Location: Lucknow
Employment Type: Full-time (WFH)
Compensation: INR 11.6-19.5 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with documentation & records management - client & stakeholder management, in accordance with the standards and processes laid down by Zoning & Land Use Administration.
Minimum Qualification: M.Plan (Urban Planning)
Minimum Experience: 5 years
Core Competencies Required: Master Plan Implementation Support, Documentation, Records Management, Stakeholder & Developer Liaison, Stakeholder Management, Documentation & Records Management
Further Information:
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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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 role alternates between independent deep work and short coordination huddles with stakeholders across functions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. References may be requested closer to the offer stage rather than at the start of the process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Interested candidates should be prepared to walk through relevant past work during the interview process. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Learning and certification support is available for tools and frameworks directly relevant to the role. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Function: Documentation & Records Management - Client & Stakeholder Management
Industry: Zoning & Land Use Administration
Grade: mid level
Location: Lucknow
Employment Type: Full-time (WFH)
Compensation: INR 11.6-19.5 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with documentation & records management - client & stakeholder management, in accordance with the standards and processes laid down by Zoning & Land Use Administration.
Minimum Qualification: M.Plan (Urban Planning)
Minimum Experience: 5 years
Core Competencies Required: Master Plan Implementation Support, Documentation, Records Management, Stakeholder & Developer Liaison, Stakeholder Management, Documentation & Records Management
Further Information:
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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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 role alternates between independent deep work and short coordination huddles with stakeholders across functions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. References may be requested closer to the offer stage rather than at the start of the process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Interested candidates should be prepared to walk through relevant past work during the interview process. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Learning and certification support is available for tools and frameworks directly relevant to the role. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.