Job Description
Here's the deal: we need a Trainee Stakeholder & Developer Zoning Officer (Ops) who can hit the ground running on Stakeholder & Developer Liaison - Operations & Execution work.
You'll be working out of Hyderabad (full-time), and honestly, the day-to-day is going to revolve around Developer Liaison and Permit Processing. We're not looking for someone who just ticks boxes - we want someone who actually cares about stakeholder & developer liaison - operations & execution.
On paper, we'd expect M.Plan (Urban Planning) and somewhere around 1 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 5.7-11.3 LPA - fair for the junior level band and open to discussion based on what you bring.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The package is structured with a fixed component, performance bonus, and standard health coverage. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Internal job postings are open to employees who've completed a minimum tenure in their current role.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
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.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. High performers in this role typically move into a broader ownership scope within 18-24 months.
You'll be working out of Hyderabad (full-time), and honestly, the day-to-day is going to revolve around Developer Liaison and Permit Processing. We're not looking for someone who just ticks boxes - we want someone who actually cares about stakeholder & developer liaison - operations & execution.
On paper, we'd expect M.Plan (Urban Planning) and somewhere around 1 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 5.7-11.3 LPA - fair for the junior level band and open to discussion based on what you bring.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The package is structured with a fixed component, performance bonus, and standard health coverage. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Internal job postings are open to employees who've completed a minimum tenure in their current role.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
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.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. High performers in this role typically move into a broader ownership scope within 18-24 months.