Job Description
Position: Head of Feeding & Nutrition Zoo Director (Client Relations)
Function: Feeding & Nutrition Programmes - Client & Stakeholder Management
Industry: Zoo & Aquarium Management
Grade: senior level
Location: Lucknow
Employment Type: Leadership - Full-time
Compensation: INR 13.4-39.4 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with feeding & nutrition programmes - client & stakeholder management, in accordance with the standards and processes laid down by Zoo & Aquarium Management.
Minimum Qualification: Diploma in Animal Care Management
Minimum Experience: 10 years
Core Competencies Required: Animal Husbandry & Welfare Practices, Client, Feeding, Nutrition Programmes, Safety & Regulatory Compliance, Exhibit Maintenance, Enclosure Enrichment Planning, Breeding Programme Support
Further Information:
The organisation has historically promoted from within for a majority of its senior and lead openings. 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. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. References may be requested closer to the offer stage rather than at the start of the process. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The next logical step from this position is a senior or lead-track role within the same function. Compensation includes standard statutory benefits along with performance-linked variable pay. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The package is structured with a fixed component, performance bonus, and standard health coverage. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Learning and certification support is available for tools and frameworks directly relevant to the role. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Function: Feeding & Nutrition Programmes - Client & Stakeholder Management
Industry: Zoo & Aquarium Management
Grade: senior level
Location: Lucknow
Employment Type: Leadership - Full-time
Compensation: INR 13.4-39.4 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with feeding & nutrition programmes - client & stakeholder management, in accordance with the standards and processes laid down by Zoo & Aquarium Management.
Minimum Qualification: Diploma in Animal Care Management
Minimum Experience: 10 years
Core Competencies Required: Animal Husbandry & Welfare Practices, Client, Feeding, Nutrition Programmes, Safety & Regulatory Compliance, Exhibit Maintenance, Enclosure Enrichment Planning, Breeding Programme Support
Further Information:
The organisation has historically promoted from within for a majority of its senior and lead openings. 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. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. References may be requested closer to the offer stage rather than at the start of the process. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The next logical step from this position is a senior or lead-track role within the same function. Compensation includes standard statutory benefits along with performance-linked variable pay. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The package is structured with a fixed component, performance bonus, and standard health coverage. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Learning and certification support is available for tools and frameworks directly relevant to the role. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.