Job Description
## Head of Feeding & Nutrition Zookeeper
**Department:** Feeding & Nutrition Programmes - Fundamentals | **Industry:** Zoo & Aquarium Management
**Location:** Nagpur | **Job Type:** Full-time | **CTC:** INR 23.4-50.3 LPA
### Role Overview
We are looking to onboard a Head of Feeding & Nutrition Zookeeper to strengthen our Feeding & Nutrition Programmes - Fundamentals function within Zoo & Aquarium Management. The role is positioned at the senior level and reports into the broader Feeding & Nutrition Programmes - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to feeding & nutrition programmes - fundamentals.
- Apply working knowledge of Record Keeping (Animal Health) and Feeding to daily execution.
- Coordinate with cross-functional stakeholders within Zoo & Aquarium Management.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.V.Sc & A.H or equivalent qualification.
- 11 years of relevant experience (senior level).
- Working proficiency in: Record Keeping (Animal Health), Feeding, Animal Husbandry & Welfare Practices, Safety & Regulatory Compliance, Exhibit Maintenance, Enclosure Enrichment Planning, Veterinary Care Coordination, Nutrition Programmes, Feeding & Nutrition Programmes.
### Additional Notes
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process. Internal job postings are open to employees who've completed a minimum tenure in their current role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Learning and certification support is available for tools and frameworks directly relevant to the role. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. References may be requested closer to the offer stage rather than at the start of the process. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
**Department:** Feeding & Nutrition Programmes - Fundamentals | **Industry:** Zoo & Aquarium Management
**Location:** Nagpur | **Job Type:** Full-time | **CTC:** INR 23.4-50.3 LPA
### Role Overview
We are looking to onboard a Head of Feeding & Nutrition Zookeeper to strengthen our Feeding & Nutrition Programmes - Fundamentals function within Zoo & Aquarium Management. The role is positioned at the senior level and reports into the broader Feeding & Nutrition Programmes - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to feeding & nutrition programmes - fundamentals.
- Apply working knowledge of Record Keeping (Animal Health) and Feeding to daily execution.
- Coordinate with cross-functional stakeholders within Zoo & Aquarium Management.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.V.Sc & A.H or equivalent qualification.
- 11 years of relevant experience (senior level).
- Working proficiency in: Record Keeping (Animal Health), Feeding, Animal Husbandry & Welfare Practices, Safety & Regulatory Compliance, Exhibit Maintenance, Enclosure Enrichment Planning, Veterinary Care Coordination, Nutrition Programmes, Feeding & Nutrition Programmes.
### Additional Notes
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. 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. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process. Internal job postings are open to employees who've completed a minimum tenure in their current role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Learning and certification support is available for tools and frameworks directly relevant to the role. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. References may be requested closer to the offer stage rather than at the start of the process. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.