Job Description
Here's the deal: we need a Specialist GIS-based Zoning Mapping Land Use Administrator (Client Relations) who can hit the ground running on GIS-based Zoning Mapping - Client & Stakeholder Management work.
You'll be working out of Delhi NCR (full-time), and honestly, the day-to-day is going to revolve around Regulatory Compliance (Municipal Codes) and Public Hearing Coordination. We're not looking for someone who just ticks boxes - we want someone who actually cares about gis-based zoning mapping - client & stakeholder management.
On paper, we'd expect B.Planning and somewhere around 7 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 14.6-33.6 LPA - fair for the mid level band and open to discussion based on what you bring.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Learning and certification support is available for tools and frameworks directly relevant to the role. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. High performers in this role typically move into a broader ownership scope within 18-24 months.
Interested candidates should be prepared to walk through relevant past work during the interview process. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation has historically promoted from within for a majority of its senior and lead openings.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
The next logical step from this position is a senior or lead-track role within the same function. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Compensation includes standard statutory benefits along with performance-linked variable pay.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
You'll be working out of Delhi NCR (full-time), and honestly, the day-to-day is going to revolve around Regulatory Compliance (Municipal Codes) and Public Hearing Coordination. We're not looking for someone who just ticks boxes - we want someone who actually cares about gis-based zoning mapping - client & stakeholder management.
On paper, we'd expect B.Planning and somewhere around 7 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 14.6-33.6 LPA - fair for the mid level band and open to discussion based on what you bring.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Learning and certification support is available for tools and frameworks directly relevant to the role. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. High performers in this role typically move into a broader ownership scope within 18-24 months.
Interested candidates should be prepared to walk through relevant past work during the interview process. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The organisation has historically promoted from within for a majority of its senior and lead openings.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
The next logical step from this position is a senior or lead-track role within the same function. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Compensation includes standard statutory benefits along with performance-linked variable pay.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.