Job Description
Zoning & Land Use Administration is looking for an experienced Specialist Documentation & Records Planning Analyst (Client Relations) to take ownership of the Documentation & Records Management - Client & Stakeholder Management charter at a mid level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 6 years of progressively senior experience, holding B.A (Public Administration), with a demonstrated track record across Report Writing, Stakeholder Management, Stakeholder & Developer Liaison, Records Management, GIS Mapping (Zoning). Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Pune on a full-time arrangement. Compensation is benchmarked at INR 5.4-23.5 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within documentation & records management - client & stakeholder management.
Compensation includes standard statutory benefits along with performance-linked variable pay. Most days include at least one review checkpoint where progress is discussed against the plan for the week. High performers in this role typically move into a broader ownership scope within 18-24 months.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function.
Internal job postings are open to employees who've completed a minimum tenure in their current role. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Interested candidates should be prepared to walk through relevant past work during the interview process.
References may be requested closer to the offer stage rather than at the start of the process. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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.
The package is structured with a fixed component, performance bonus, and standard health coverage. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
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.
The successful candidate will bring approximately 6 years of progressively senior experience, holding B.A (Public Administration), with a demonstrated track record across Report Writing, Stakeholder Management, Stakeholder & Developer Liaison, Records Management, GIS Mapping (Zoning). Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Pune on a full-time arrangement. Compensation is benchmarked at INR 5.4-23.5 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within documentation & records management - client & stakeholder management.
Compensation includes standard statutory benefits along with performance-linked variable pay. Most days include at least one review checkpoint where progress is discussed against the plan for the week. High performers in this role typically move into a broader ownership scope within 18-24 months.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function.
Internal job postings are open to employees who've completed a minimum tenure in their current role. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Interested candidates should be prepared to walk through relevant past work during the interview process.
References may be requested closer to the offer stage rather than at the start of the process. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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 team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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.
The package is structured with a fixed component, performance bonus, and standard health coverage. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
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.