Job Description
This position calls for a Variance & Appeals Senior Planner (Client Relations) who can take ownership of core responsibilities within our Variance & Appeals Processing - Client & Stakeholder Management team. This is a mid level opening based out of Ahmedabad, offered on a full-time basis.
The ideal candidate holds M.Plan (Urban Planning) and brings roughly 3 years of hands-on exposure to variance & appeals processing - client & stakeholder management. Day-to-day, the work draws heavily on Regulatory Compliance (Municipal Codes), Master Plan Implementation Support, Appeals Processing, Stakeholder Management, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 5.9-12.3 LPA, in line with market standards for mid level roles within zoning & land use administration.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Internal job postings are open to employees who've completed a minimum tenure in their current role. References may be requested closer to the offer stage rather than at the start of the process.
Compensation includes standard statutory benefits along with performance-linked variable pay. 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 next logical step from this position is a senior or lead-track role within the same function.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The package is structured with a fixed component, performance bonus, and standard health coverage.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
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.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
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.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The organisation has historically promoted from within for a majority of its senior and lead openings.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
This role offers a genuine opportunity to build depth in Variance & Appeals Processing - Client & Stakeholder Management while working alongside an experienced team.
The ideal candidate holds M.Plan (Urban Planning) and brings roughly 3 years of hands-on exposure to variance & appeals processing - client & stakeholder management. Day-to-day, the work draws heavily on Regulatory Compliance (Municipal Codes), Master Plan Implementation Support, Appeals Processing, Stakeholder Management, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 5.9-12.3 LPA, in line with market standards for mid level roles within zoning & land use administration.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Internal job postings are open to employees who've completed a minimum tenure in their current role. References may be requested closer to the offer stage rather than at the start of the process.
Compensation includes standard statutory benefits along with performance-linked variable pay. 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 next logical step from this position is a senior or lead-track role within the same function.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The package is structured with a fixed component, performance bonus, and standard health coverage.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
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.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
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.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The organisation has historically promoted from within for a majority of its senior and lead openings.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
This role offers a genuine opportunity to build depth in Variance & Appeals Processing - Client & Stakeholder Management while working alongside an experienced team.