Job Description
The organisation is seeking a qualified Executive Feeding & Nutrition Zoo Director (Client Relations) to support ongoing initiatives in Feeding & Nutrition Programmes - Client & Stakeholder Management. This is a mid level opening based out of Jaipur, offered on a full-time basis.
The ideal candidate holds Diploma in Animal Care Management and brings roughly 7 years of hands-on exposure to feeding & nutrition programmes - client & stakeholder management. Day-to-day, the work draws heavily on Animal Husbandry & Welfare Practices, Enclosure Enrichment Planning, Nutrition Programmes, Breeding Programme Support, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 11.8-17.3 LPA, in line with market standards for mid level roles within zoo & aquarium management.
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. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. 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.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Interested candidates should be prepared to walk through relevant past work during the interview process. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
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. Compensation includes standard statutory benefits along with performance-linked variable pay.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.
The ideal candidate holds Diploma in Animal Care Management and brings roughly 7 years of hands-on exposure to feeding & nutrition programmes - client & stakeholder management. Day-to-day, the work draws heavily on Animal Husbandry & Welfare Practices, Enclosure Enrichment Planning, Nutrition Programmes, Breeding Programme Support, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 11.8-17.3 LPA, in line with market standards for mid level roles within zoo & aquarium management.
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. 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. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. 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.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Interested candidates should be prepared to walk through relevant past work during the interview process. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
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. Compensation includes standard statutory benefits along with performance-linked variable pay.
We value consistency and follow-through more than flashy credentials - if that matches how you work, apply in.