Job Description
Here's the deal: we need a Junior Feeding & Nutrition Zoo Director (Strategy) who can hit the ground running on Feeding & Nutrition Programmes - Strategy & Planning work.
You'll be working out of Kolkata (contract), and honestly, the day-to-day is going to revolve around Feeding and Animal Husbandry & Welfare Practices. We're not looking for someone who just ticks boxes - we want someone who actually cares about feeding & nutrition programmes - strategy & planning.
On paper, we'd expect B.V.Sc & A.H and somewhere around 1 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 1.4-5.0 LPA - fair for the junior level band and open to discussion based on what you bring.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. High performers in this role typically move into a broader ownership scope within 18-24 months.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation has historically promoted from within for a majority of its senior and lead openings.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Learning and certification support is available for tools and frameworks directly relevant to the role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
References may be requested closer to the offer stage rather than at the start of the process. The next logical step from this position is a senior or lead-track role within the same function. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Compensation includes standard statutory benefits along with performance-linked variable pay. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
You'll be working out of Kolkata (contract), and honestly, the day-to-day is going to revolve around Feeding and Animal Husbandry & Welfare Practices. We're not looking for someone who just ticks boxes - we want someone who actually cares about feeding & nutrition programmes - strategy & planning.
On paper, we'd expect B.V.Sc & A.H and somewhere around 1 years of experience, but we're just as interested in how you think as in what's on your resume.
Pay-wise, we're offering INR 1.4-5.0 LPA - fair for the junior level band and open to discussion based on what you bring.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. High performers in this role typically move into a broader ownership scope within 18-24 months.
Internal job postings are open to employees who've completed a minimum tenure in their current role. The organisation has historically promoted from within for a majority of its senior and lead openings.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Learning and certification support is available for tools and frameworks directly relevant to the role. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
References may be requested closer to the offer stage rather than at the start of the process. The next logical step from this position is a senior or lead-track role within the same function. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Compensation includes standard statutory benefits along with performance-linked variable pay. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.