Job Description
Xerography & Reprographics Services is looking for an experienced Executive Client Account Management Branch Manager (Client Relations) to take ownership of the Client Account Management (Reprographics) - Client & Stakeholder Management charter at a mid 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 3 years of progressively senior experience, holding Any Graduate, with a demonstrated track record across Quality Control (Print Output), Equipment Maintenance & Servicing, Client Account Management (Reprographics), Copier/Printer Fleet Management, Client. 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 Ahmedabad on a full-time arrangement. Compensation is benchmarked at INR 11.4-18.2 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 client account management (reprographics) - client & stakeholder management.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Compensation includes standard statutory benefits along with performance-linked variable pay. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Interested candidates should be prepared to walk through relevant past work during the interview process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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. References may be requested closer to the offer stage rather than at the start of the process.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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 is a defined internal mobility path for people who want to specialise deeper or move into people management. The package is structured with a fixed component, performance bonus, and standard health coverage. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation has historically promoted from within for a majority of its senior and lead openings. The next logical step from this position is a senior or lead-track role within the same function.
The successful candidate will bring approximately 3 years of progressively senior experience, holding Any Graduate, with a demonstrated track record across Quality Control (Print Output), Equipment Maintenance & Servicing, Client Account Management (Reprographics), Copier/Printer Fleet Management, Client. 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 Ahmedabad on a full-time arrangement. Compensation is benchmarked at INR 11.4-18.2 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 client account management (reprographics) - client & stakeholder management.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Compensation includes standard statutory benefits along with performance-linked variable pay. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Interested candidates should be prepared to walk through relevant past work during the interview process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. 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. References may be requested closer to the offer stage rather than at the start of the process.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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 is a defined internal mobility path for people who want to specialise deeper or move into people management. The package is structured with a fixed component, performance bonus, and standard health coverage. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation has historically promoted from within for a majority of its senior and lead openings. The next logical step from this position is a senior or lead-track role within the same function.