Job Description
Zoology & Wildlife Conservation is looking for an experienced Director of Conservation Programme Coordination Programme Coordinator (Client Relations) to take ownership of the Conservation Programme Coordination - Client & Stakeholder Management charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 10 years of progressively senior experience, holding PG Diploma in Wildlife Management, with a demonstrated track record across Client, Habitat Assessment, Conservation Programme Coordination, Species Population Monitoring, Report Writing. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Mumbai on a leadership - full-time arrangement. Compensation is benchmarked at INR 4.7-34.3 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within conservation programme coordination - client & stakeholder management.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
The package is structured with a fixed component, performance bonus, and standard health coverage. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The next logical step from this position is a senior or lead-track role within the same function. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.
Internal job postings are open to employees who've completed a minimum tenure in their current role. 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.
Compensation includes standard statutory benefits along with performance-linked variable pay. The organisation has historically promoted from within for a majority of its senior and lead openings.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
References may be requested closer to the offer stage rather than at the start of the process. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
The successful candidate will bring approximately 10 years of progressively senior experience, holding PG Diploma in Wildlife Management, with a demonstrated track record across Client, Habitat Assessment, Conservation Programme Coordination, Species Population Monitoring, Report Writing. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Mumbai on a leadership - full-time arrangement. Compensation is benchmarked at INR 4.7-34.3 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within conservation programme coordination - client & stakeholder management.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
The package is structured with a fixed component, performance bonus, and standard health coverage. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The next logical step from this position is a senior or lead-track role within the same function. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.
Internal job postings are open to employees who've completed a minimum tenure in their current role. 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.
Compensation includes standard statutory benefits along with performance-linked variable pay. The organisation has historically promoted from within for a majority of its senior and lead openings.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
References may be requested closer to the offer stage rather than at the start of the process. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.