Job Description
## Director of Feeding & Nutrition Veterinary Coordinator (Client Relations)
**Department:** Feeding & Nutrition Programmes - Client & Stakeholder Management | **Industry:** Zoo & Aquarium Management
**Location:** Bengaluru | **Job Type:** Full-time | **CTC:** INR 19.6-35.9 LPA
### Role Overview
An opening exists for a Director of Feeding & Nutrition Veterinary Coordinator (Client Relations) to join the Zoo & Aquarium Management vertical, focused on Feeding & Nutrition Programmes - Client & Stakeholder Management. The role is positioned at the senior level and reports into the broader Feeding & Nutrition Programmes - Client & Stakeholder Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to feeding & nutrition programmes - client & stakeholder management.
- Apply working knowledge of Nutrition Programmes and Stakeholder Management to daily execution.
- Coordinate with cross-functional stakeholders within Zoo & Aquarium Management.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.V.Sc & A.H or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: Nutrition Programmes, Stakeholder Management, Animal Husbandry & Welfare Practices, Team Coordination, Enclosure Enrichment Planning, Veterinary Care Coordination, Feeding.
### Additional Notes
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The package is structured with a fixed component, performance bonus, and standard health coverage. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. References may be requested closer to the offer stage rather than at the start of the process. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Interested candidates should be prepared to walk through relevant past work during the interview process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Internal job postings are open to employees who've completed a minimum tenure in their current role. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. High performers in this role typically move into a broader ownership scope within 18-24 months. Compensation includes standard statutory benefits along with performance-linked variable pay. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
**Department:** Feeding & Nutrition Programmes - Client & Stakeholder Management | **Industry:** Zoo & Aquarium Management
**Location:** Bengaluru | **Job Type:** Full-time | **CTC:** INR 19.6-35.9 LPA
### Role Overview
An opening exists for a Director of Feeding & Nutrition Veterinary Coordinator (Client Relations) to join the Zoo & Aquarium Management vertical, focused on Feeding & Nutrition Programmes - Client & Stakeholder Management. The role is positioned at the senior level and reports into the broader Feeding & Nutrition Programmes - Client & Stakeholder Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to feeding & nutrition programmes - client & stakeholder management.
- Apply working knowledge of Nutrition Programmes and Stakeholder Management to daily execution.
- Coordinate with cross-functional stakeholders within Zoo & Aquarium Management.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.V.Sc & A.H or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: Nutrition Programmes, Stakeholder Management, Animal Husbandry & Welfare Practices, Team Coordination, Enclosure Enrichment Planning, Veterinary Care Coordination, Feeding.
### Additional Notes
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The package is structured with a fixed component, performance bonus, and standard health coverage. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. References may be requested closer to the offer stage rather than at the start of the process. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Interested candidates should be prepared to walk through relevant past work during the interview process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Internal job postings are open to employees who've completed a minimum tenure in their current role. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. High performers in this role typically move into a broader ownership scope within 18-24 months. Compensation includes standard statutory benefits along with performance-linked variable pay. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.