Job Description
## Head of Client Account Management Print Shop Supervisor (Client Relations)
**Department:** Client Account Management (Reprographics) - Client & Stakeholder Management | **Industry:** Xerography & Reprographics Services
**Location:** Jaipur | **Job Type:** Full-time | **CTC:** INR 12.3-23.9 LPA
### Role Overview
This position calls for a Head of Client Account Management Print Shop Supervisor (Client Relations) who can take ownership of core responsibilities within our Client Account Management (Reprographics) - Client & Stakeholder Management team. 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 Quality Control (Print Output) and MS Office 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
- Any Graduate or equivalent qualification.
- 15 years of relevant experience (senior level).
- Working proficiency in: Quality Control (Print Output), MS Office, Client Account Management (Reprographics), Client, Consumables & Inventory Management, Copier/Printer Fleet Management, Document Reproduction Operations.
### Additional Notes
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role. References may be requested closer to the offer stage rather than at the start of the process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The next logical step from this position is a senior or lead-track role within the same function. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. High performers in this role typically move into a broader ownership scope within 18-24 months. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
**Department:** Client Account Management (Reprographics) - Client & Stakeholder Management | **Industry:** Xerography & Reprographics Services
**Location:** Jaipur | **Job Type:** Full-time | **CTC:** INR 12.3-23.9 LPA
### Role Overview
This position calls for a Head of Client Account Management Print Shop Supervisor (Client Relations) who can take ownership of core responsibilities within our Client Account Management (Reprographics) - Client & Stakeholder Management team. 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 Quality Control (Print Output) and MS Office 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
- Any Graduate or equivalent qualification.
- 15 years of relevant experience (senior level).
- Working proficiency in: Quality Control (Print Output), MS Office, Client Account Management (Reprographics), Client, Consumables & Inventory Management, Copier/Printer Fleet Management, Document Reproduction Operations.
### Additional Notes
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role. References may be requested closer to the offer stage rather than at the start of the process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The next logical step from this position is a senior or lead-track role within the same function. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. High performers in this role typically move into a broader ownership scope within 18-24 months. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.