Job Description
Stakeholder & Developer Zoning Officer (Strategy) | Ahmedabad | INR 5.0-15.8 LPA
Stakeholder & Developer Liaison - Strategy & Planning role, mid level, hybrid.
Need: B.Planning, 5+ yrs.
Core skills: Strategy, Stakeholder, Developer Liaison, Stakeholder & Developer Liaison, Public Hearing Coordination.
If this fits your profile in stakeholder & developer liaison - strategy & planning, apply now.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Learning and certification support is available for tools and frameworks directly relevant to the role.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The next logical step from this position is a senior or lead-track role within the same function.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
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.
References may be requested closer to the offer stage rather than at the start of the process. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The organisation has historically promoted from within for a majority of its senior and lead openings. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
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.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Stakeholder & Developer Liaison - Strategy & Planning role, mid level, hybrid.
Need: B.Planning, 5+ yrs.
Core skills: Strategy, Stakeholder, Developer Liaison, Stakeholder & Developer Liaison, Public Hearing Coordination.
If this fits your profile in stakeholder & developer liaison - strategy & planning, apply now.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Learning and certification support is available for tools and frameworks directly relevant to the role.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The next logical step from this position is a senior or lead-track role within the same function.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
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.
References may be requested closer to the offer stage rather than at the start of the process. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The organisation has historically promoted from within for a majority of its senior and lead openings. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
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.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There is a defined internal mobility path for people who want to specialise deeper or move into people management.