Job Description
We are looking to onboard a Head of Feeding & Nutrition Zoo Director (QA) to strengthen our Feeding & Nutrition Programmes - Quality & Compliance function within Zoo & Aquarium Management. This is a senior level opening based out of Chandigarh, offered on a full-time basis.
The ideal candidate holds Diploma in Animal Care Management and brings roughly 11 years of hands-on exposure to feeding & nutrition programmes - quality & compliance. Day-to-day, the work draws heavily on Enclosure Enrichment Planning, Exhibit Maintenance, Breeding Programme Support, Animal Husbandry & Welfare Practices, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 19.6-30.0 LPA, in line with market standards for senior level roles within zoo & aquarium management.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Learning and certification support is available for tools and frameworks directly relevant to the role. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The package is structured with a fixed component, performance bonus, and standard health coverage. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The organisation has historically promoted from within for a majority of its senior and lead openings. Internal job postings are open to employees who've completed a minimum tenure in their current role. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. References may be requested closer to the offer stage rather than at the start of the process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The next logical step from this position is a senior or lead-track role within the same function.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Compensation includes standard statutory benefits along with performance-linked variable pay. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.
The ideal candidate holds Diploma in Animal Care Management and brings roughly 11 years of hands-on exposure to feeding & nutrition programmes - quality & compliance. Day-to-day, the work draws heavily on Enclosure Enrichment Planning, Exhibit Maintenance, Breeding Programme Support, Animal Husbandry & Welfare Practices, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 19.6-30.0 LPA, in line with market standards for senior level roles within zoo & aquarium management.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Learning and certification support is available for tools and frameworks directly relevant to the role. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The package is structured with a fixed component, performance bonus, and standard health coverage. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
The organisation has historically promoted from within for a majority of its senior and lead openings. Internal job postings are open to employees who've completed a minimum tenure in their current role. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. References may be requested closer to the offer stage rather than at the start of the process. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The next logical step from this position is a senior or lead-track role within the same function.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Compensation includes standard statutory benefits along with performance-linked variable pay. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.