Job Description
**Stakeholder & Developer Senior Planner (QA)** | Kolkata | Full-time | INR 11.9-22.5 LPA
**About the role:**
- Position within Stakeholder & Developer Liaison - Quality & Compliance, under the Zoning & Land Use Administration vertical
- Level: mid level
- Reports to the functional head for Stakeholder & Developer Liaison - Quality & Compliance
**What you'll do:**
- Handle core stakeholder & developer liaison - quality & compliance activities on a day-to-day basis
- Use Stakeholder & Developer Liaison regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Stakeholder & Developer Liaison
- Report Writing
- Developer Liaison
- Master Plan Implementation Support
- Zoning Regulations & Land Use Codes
- Public Hearing Coordination
- Permit Processing
- Stakeholder
- B.Planning
- 5+ years of relevant experience
**Good to know:**
- References may be requested closer to the offer stage rather than at the start of the process. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- The organisation has historically promoted from within for a majority of its senior and lead openings. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Interested candidates should be prepared to walk through relevant past work during the interview process. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- 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.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- Compensation includes standard statutory benefits along with performance-linked variable pay. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Learning and certification support is available for tools and frameworks directly relevant to the role.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- The next logical step from this position is a senior or lead-track role within the same function. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- High performers in this role typically move into a broader ownership scope within 18-24 months. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
**About the role:**
- Position within Stakeholder & Developer Liaison - Quality & Compliance, under the Zoning & Land Use Administration vertical
- Level: mid level
- Reports to the functional head for Stakeholder & Developer Liaison - Quality & Compliance
**What you'll do:**
- Handle core stakeholder & developer liaison - quality & compliance activities on a day-to-day basis
- Use Stakeholder & Developer Liaison regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Stakeholder & Developer Liaison
- Report Writing
- Developer Liaison
- Master Plan Implementation Support
- Zoning Regulations & Land Use Codes
- Public Hearing Coordination
- Permit Processing
- Stakeholder
- B.Planning
- 5+ years of relevant experience
**Good to know:**
- References may be requested closer to the offer stage rather than at the start of the process. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- The organisation has historically promoted from within for a majority of its senior and lead openings. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Interested candidates should be prepared to walk through relevant past work during the interview process. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- 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.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- Compensation includes standard statutory benefits along with performance-linked variable pay. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Learning and certification support is available for tools and frameworks directly relevant to the role.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- The next logical step from this position is a senior or lead-track role within the same function. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
- High performers in this role typically move into a broader ownership scope within 18-24 months. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.