Job Description
## Specialist Stakeholder & Developer Zoning Officer (Ops)
**Department:** Stakeholder & Developer Liaison - Operations & Execution | **Industry:** Zoning & Land Use Administration
**Location:** Indore | **Job Type:** Contract | **CTC:** INR 8.0-25.9 LPA
### Role Overview
An opening exists for a Specialist Stakeholder & Developer Zoning Officer (Ops) to join the Zoning & Land Use Administration vertical, focused on Stakeholder & Developer Liaison - Operations & Execution. The role is positioned at the mid level and reports into the broader Stakeholder & Developer Liaison - Operations & Execution charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to stakeholder & developer liaison - operations & execution.
- Apply working knowledge of Variance & Appeals Processing and Master Plan Implementation Support to daily execution.
- Coordinate with cross-functional stakeholders within Zoning & Land Use Administration.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Planning or equivalent qualification.
- 6 years of relevant experience (mid level).
- Working proficiency in: Variance & Appeals Processing, Master Plan Implementation Support, Stakeholder, Zoning Regulations & Land Use Codes, Developer Liaison, Stakeholder & Developer Liaison.
### Additional Notes
High performers in this role typically move into a broader ownership scope within 18-24 months. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The next logical step from this position is a senior or lead-track role within the same function. The organisation has historically promoted from within for a majority of its senior and lead openings. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Internal job postings are open to employees who've completed a minimum tenure in their current role. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. References may be requested closer to the offer stage rather than at the start of the process. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Compensation includes standard statutory benefits along with performance-linked variable pay. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Learning and certification support is available for tools and frameworks directly relevant to the role. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
**Department:** Stakeholder & Developer Liaison - Operations & Execution | **Industry:** Zoning & Land Use Administration
**Location:** Indore | **Job Type:** Contract | **CTC:** INR 8.0-25.9 LPA
### Role Overview
An opening exists for a Specialist Stakeholder & Developer Zoning Officer (Ops) to join the Zoning & Land Use Administration vertical, focused on Stakeholder & Developer Liaison - Operations & Execution. The role is positioned at the mid level and reports into the broader Stakeholder & Developer Liaison - Operations & Execution charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to stakeholder & developer liaison - operations & execution.
- Apply working knowledge of Variance & Appeals Processing and Master Plan Implementation Support to daily execution.
- Coordinate with cross-functional stakeholders within Zoning & Land Use Administration.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Planning or equivalent qualification.
- 6 years of relevant experience (mid level).
- Working proficiency in: Variance & Appeals Processing, Master Plan Implementation Support, Stakeholder, Zoning Regulations & Land Use Codes, Developer Liaison, Stakeholder & Developer Liaison.
### Additional Notes
High performers in this role typically move into a broader ownership scope within 18-24 months. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The next logical step from this position is a senior or lead-track role within the same function. The organisation has historically promoted from within for a majority of its senior and lead openings. Most days include at least one review checkpoint where progress is discussed against the plan for the week. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Internal job postings are open to employees who've completed a minimum tenure in their current role. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. References may be requested closer to the offer stage rather than at the start of the process. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Compensation includes standard statutory benefits along with performance-linked variable pay. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Learning and certification support is available for tools and frameworks directly relevant to the role. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.