Job Description
The organisation is seeking a qualified Senior Stakeholder & Developer Permit Coordinator (Strategy) to support ongoing initiatives in Stakeholder & Developer Liaison - Strategy & Planning. This is a senior level opening based out of Jaipur, offered on a full-time basis.
The ideal candidate holds M.Plan (Urban Planning) and brings roughly 10 years of hands-on exposure to stakeholder & developer liaison - strategy & planning. Day-to-day, the work draws heavily on Regulatory Compliance (Municipal Codes), Developer Liaison, GIS Mapping (Zoning), Variance & Appeals Processing, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 12.6-29.0 LPA, in line with market standards for senior level roles within zoning & land use administration.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. High performers in this role typically move into a broader ownership scope within 18-24 months.
Learning and certification support is available for tools and frameworks directly relevant to the role. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Compensation includes standard statutory benefits along with performance-linked variable pay. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Interested candidates should be prepared to walk through relevant past work during the interview process.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.
The ideal candidate holds M.Plan (Urban Planning) and brings roughly 10 years of hands-on exposure to stakeholder & developer liaison - strategy & planning. Day-to-day, the work draws heavily on Regulatory Compliance (Municipal Codes), Developer Liaison, GIS Mapping (Zoning), Variance & Appeals Processing, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 12.6-29.0 LPA, in line with market standards for senior level roles within zoning & land use administration.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. High performers in this role typically move into a broader ownership scope within 18-24 months.
Learning and certification support is available for tools and frameworks directly relevant to the role. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Compensation includes standard statutory benefits along with performance-linked variable pay. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Interested candidates should be prepared to walk through relevant past work during the interview process.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.