Job Description
## Head of Digital Content
**Department:** Content Writing | **Industry:** Media & Communications
**Location:** Pune | **Job Type:** Hybrid | **CTC:** INR 14.0-35.1 LPA
### Role Overview
We are looking to onboard a Head of Digital Content to strengthen our Content Writing function within Media & Communications. The role is positioned at the senior level and reports into the broader Content Writing charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to content writing.
- Apply working knowledge of Digital Journalism and Deadline Management to daily execution.
- Coordinate with cross-functional stakeholders within Media & Communications.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.A (Journalism) or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: Digital Journalism, Deadline Management, Investigative Journalism, Broadcast Journalism, Content Writing, Print Journalism, Journalism, Content Strategy.
### Additional Notes
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Interested candidates should be prepared to walk through relevant past work during the interview process. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role. Internal job postings are open to employees who've completed a minimum tenure in their current role. The next logical step from this position is a senior or lead-track role within the same function. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The package is structured with a fixed component, performance bonus, and standard health coverage. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.
**Department:** Content Writing | **Industry:** Media & Communications
**Location:** Pune | **Job Type:** Hybrid | **CTC:** INR 14.0-35.1 LPA
### Role Overview
We are looking to onboard a Head of Digital Content to strengthen our Content Writing function within Media & Communications. The role is positioned at the senior level and reports into the broader Content Writing charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to content writing.
- Apply working knowledge of Digital Journalism and Deadline Management to daily execution.
- Coordinate with cross-functional stakeholders within Media & Communications.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.A (Journalism) or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: Digital Journalism, Deadline Management, Investigative Journalism, Broadcast Journalism, Content Writing, Print Journalism, Journalism, Content Strategy.
### Additional Notes
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Interested candidates should be prepared to walk through relevant past work during the interview process. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Learning and certification support is available for tools and frameworks directly relevant to the role. Internal job postings are open to employees who've completed a minimum tenure in their current role. The next logical step from this position is a senior or lead-track role within the same function. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The package is structured with a fixed component, performance bonus, and standard health coverage. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.