Job Description
## Head of Client Account Management Branch Manager (Client Relations)
**Department:** Client Account Management (Reprographics) - Client & Stakeholder Management | **Industry:** Xerography & Reprographics Services
**Location:** Mumbai | **Job Type:** Full-time | **CTC:** INR 23.0-45.4 LPA
### Role Overview
The organisation is seeking a qualified Head of Client Account Management Branch Manager (Client Relations) to support ongoing initiatives in Client Account Management (Reprographics) - Client & Stakeholder Management. The role is positioned at the senior level and reports into the broader Client Account Management (Reprographics) - Client & Stakeholder Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to client account management (reprographics) - client & stakeholder management.
- Apply working knowledge of MS Office and Document Reproduction Operations to daily execution.
- Coordinate with cross-functional stakeholders within Xerography & Reprographics Services.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- ITI (Printing/Electronics) or equivalent qualification.
- 12 years of relevant experience (senior level).
- Working proficiency in: MS Office, Document Reproduction Operations, Client Account Management (Reprographics), Client Account Management, Client, Copier/Printer Fleet Management, Digital Scanning & Archival, Large-format Printing, Quality Control (Print Output).
### Additional Notes
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. References may be requested closer to the offer stage rather than at the start of the 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. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Compensation includes standard statutory benefits along with performance-linked variable pay. The next logical step from this position is a senior or lead-track role within the same function. Learning and certification support is available for tools and frameworks directly relevant to the role. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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.
**Department:** Client Account Management (Reprographics) - Client & Stakeholder Management | **Industry:** Xerography & Reprographics Services
**Location:** Mumbai | **Job Type:** Full-time | **CTC:** INR 23.0-45.4 LPA
### Role Overview
The organisation is seeking a qualified Head of Client Account Management Branch Manager (Client Relations) to support ongoing initiatives in Client Account Management (Reprographics) - Client & Stakeholder Management. The role is positioned at the senior level and reports into the broader Client Account Management (Reprographics) - Client & Stakeholder Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to client account management (reprographics) - client & stakeholder management.
- Apply working knowledge of MS Office and Document Reproduction Operations to daily execution.
- Coordinate with cross-functional stakeholders within Xerography & Reprographics Services.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- ITI (Printing/Electronics) or equivalent qualification.
- 12 years of relevant experience (senior level).
- Working proficiency in: MS Office, Document Reproduction Operations, Client Account Management (Reprographics), Client Account Management, Client, Copier/Printer Fleet Management, Digital Scanning & Archival, Large-format Printing, Quality Control (Print Output).
### Additional Notes
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. References may be requested closer to the offer stage rather than at the start of the 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. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Compensation includes standard statutory benefits along with performance-linked variable pay. The next logical step from this position is a senior or lead-track role within the same function. Learning and certification support is available for tools and frameworks directly relevant to the role. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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.