Job Description
Looking for a Senior Associate Variance & Appeals Land Use Administrator (Client Relations) who's genuinely interested in Variance & Appeals Processing - Client & Stakeholder Management and wants to make an impact from day one.
You'll be working out of Noida (full-time), and honestly, the day-to-day is going to revolve around Variance and Appeals Processing. We're not looking for someone who just ticks boxes - we want someone who actually cares about variance & appeals processing - client & stakeholder management.
On paper, we'd expect M.Plan (Urban Planning) and somewhere around 6 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 15.9-25.7 LPA - fair for the mid level band and open to discussion based on what you bring.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The next logical step from this position is a senior or lead-track role within the same function. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
You'll be working out of Noida (full-time), and honestly, the day-to-day is going to revolve around Variance and Appeals Processing. We're not looking for someone who just ticks boxes - we want someone who actually cares about variance & appeals processing - client & stakeholder management.
On paper, we'd expect M.Plan (Urban Planning) and somewhere around 6 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 15.9-25.7 LPA - fair for the mid level band and open to discussion based on what you bring.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. References may be requested closer to the offer stage rather than at the start of the process.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The next logical step from this position is a senior or lead-track role within the same function. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.