Job Description
Join us as an Executive Feeding & Nutrition Zookeeper (Client Relations) and help us push Feeding & Nutrition Programmes - Client & Stakeholder Management forward within Zoo & Aquarium Management.
You'll be working out of Remote (Pan India) (full-time), and honestly, the day-to-day is going to revolve around Feeding and Breeding Programme Support. We're not looking for someone who just ticks boxes - we want someone who actually cares about feeding & nutrition programmes - client & stakeholder management.
On paper, we'd expect Diploma in Animal Care Management and somewhere around 3 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 2.8-14.1 LPA - fair for the mid level band and open to discussion based on what you bring.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage. Interested candidates should be prepared to walk through relevant past work during the interview process.
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. References may be requested closer to the offer stage rather than at the start of the process.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. High performers in this role typically move into a broader ownership scope within 18-24 months.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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 organisation has historically promoted from within for a majority of its senior and lead openings. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Learning and certification support is available for tools and frameworks directly relevant to the role. 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.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
You'll be working out of Remote (Pan India) (full-time), and honestly, the day-to-day is going to revolve around Feeding and Breeding Programme Support. We're not looking for someone who just ticks boxes - we want someone who actually cares about feeding & nutrition programmes - client & stakeholder management.
On paper, we'd expect Diploma in Animal Care Management and somewhere around 3 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 2.8-14.1 LPA - fair for the mid level band and open to discussion based on what you bring.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The package is structured with a fixed component, performance bonus, and standard health coverage. Interested candidates should be prepared to walk through relevant past work during the interview process.
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. References may be requested closer to the offer stage rather than at the start of the process.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. High performers in this role typically move into a broader ownership scope within 18-24 months.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
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 organisation has historically promoted from within for a majority of its senior and lead openings. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Learning and certification support is available for tools and frameworks directly relevant to the role. 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.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Most days include at least one review checkpoint where progress is discussed against the plan for the week.