Job Description
**Head of Scholarship & Financial Director of Admissions (QA)** | Delhi NCR | Full-time | INR 19.2-42.7 LPA
**About the role:**
- Position within Scholarship & Financial Aid Guidance - Quality & Compliance, under the Undergraduate Admissions Counseling vertical
- Level: senior level
- Reports to the functional head for Scholarship & Financial Aid Guidance - Quality & Compliance
**What you'll do:**
- Handle core scholarship & financial aid guidance - quality & compliance activities on a day-to-day basis
- Use Application Review & Evaluation 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:**
- Application Review & Evaluation
- Financial Aid Guidance
- Compliance
- Admissions Advisory
- Data Management (Admissions)
- Prospective Student Outreach
- Quality
- Scholarship
- MBA (Education Management)
- 14+ years of relevant experience
**Good to know:**
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- Compensation includes standard statutory benefits along with performance-linked variable pay. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- References may be requested closer to the offer stage rather than at the start of the process. Interested candidates should be prepared to walk through relevant past work during the interview process.
- 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.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The next logical step from this position is a senior or lead-track role within the same function.
- High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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.
**About the role:**
- Position within Scholarship & Financial Aid Guidance - Quality & Compliance, under the Undergraduate Admissions Counseling vertical
- Level: senior level
- Reports to the functional head for Scholarship & Financial Aid Guidance - Quality & Compliance
**What you'll do:**
- Handle core scholarship & financial aid guidance - quality & compliance activities on a day-to-day basis
- Use Application Review & Evaluation 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:**
- Application Review & Evaluation
- Financial Aid Guidance
- Compliance
- Admissions Advisory
- Data Management (Admissions)
- Prospective Student Outreach
- Quality
- Scholarship
- MBA (Education Management)
- 14+ years of relevant experience
**Good to know:**
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- Compensation includes standard statutory benefits along with performance-linked variable pay. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- References may be requested closer to the offer stage rather than at the start of the process. Interested candidates should be prepared to walk through relevant past work during the interview process.
- 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.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The next logical step from this position is a senior or lead-track role within the same function.
- High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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.