Job Description
**Head of Community Outreach (Conservation) Wildlife Biologist** | Mumbai | Hybrid | INR 22.5-54.7 LPA
**About the role:**
- Position within Community Outreach (Conservation) - Fundamentals, under the Zoology & Wildlife Conservation vertical
- Level: senior level
- Reports to the functional head for Community Outreach (Conservation) - Fundamentals
**What you'll do:**
- Handle core community outreach (conservation) - fundamentals activities on a day-to-day basis
- Use Photography & Camera Trap Techniques regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Photography & Camera Trap Techniques
- GIS Mapping
- Species Population Monitoring
- Community Outreach (Conservation)
- Fundamentals
- Data Analysis (Ecological)
- Community Outreach
- Ph.D (Wildlife Biology)
- 12+ years of relevant experience
**Good to know:**
- The organisation has historically promoted from within for a majority of its senior and lead openings. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Learning and certification support is available for tools and frameworks directly relevant to the role. High performers in this role typically move into a broader ownership scope within 18-24 months.
- Interested candidates should be prepared to walk through relevant past work during the interview process. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- References may be requested closer to the offer stage rather than at the start of the process. The next logical step from this position is a senior or lead-track role within the same function. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
**About the role:**
- Position within Community Outreach (Conservation) - Fundamentals, under the Zoology & Wildlife Conservation vertical
- Level: senior level
- Reports to the functional head for Community Outreach (Conservation) - Fundamentals
**What you'll do:**
- Handle core community outreach (conservation) - fundamentals activities on a day-to-day basis
- Use Photography & Camera Trap Techniques regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Photography & Camera Trap Techniques
- GIS Mapping
- Species Population Monitoring
- Community Outreach (Conservation)
- Fundamentals
- Data Analysis (Ecological)
- Community Outreach
- Ph.D (Wildlife Biology)
- 12+ years of relevant experience
**Good to know:**
- The organisation has historically promoted from within for a majority of its senior and lead openings. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Learning and certification support is available for tools and frameworks directly relevant to the role. High performers in this role typically move into a broader ownership scope within 18-24 months.
- Interested candidates should be prepared to walk through relevant past work during the interview process. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- References may be requested closer to the offer stage rather than at the start of the process. The next logical step from this position is a senior or lead-track role within the same function. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.