Job Description
## Principal Community Outreach (Conservation) Conservation Director (Strategy)
**Department:** Community Outreach (Conservation) - Strategy & Planning | **Industry:** Zoology & Wildlife Conservation
**Location:** Delhi NCR | **Job Type:** Leadership - Full-time | **CTC:** INR 16.5-32.5 LPA
### Role Overview
This position calls for a Principal Community Outreach (Conservation) Conservation Director (Strategy) who can take ownership of core responsibilities within our Community Outreach (Conservation) - Strategy & Planning team. The role is positioned at the senior level and reports into the broader Community Outreach (Conservation) - Strategy & Planning charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to community outreach (conservation) - strategy & planning.
- Apply working knowledge of Community Outreach (Conservation) and Data Analysis (Ecological) to daily execution.
- Coordinate with cross-functional stakeholders within Zoology & Wildlife Conservation.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- Ph.D (Wildlife Biology) or equivalent qualification.
- 10 years of relevant experience (senior level).
- Working proficiency in: Community Outreach (Conservation), Data Analysis (Ecological), Report Writing, Community Outreach, Regulatory Compliance (Wildlife Protection Act), Habitat Assessment, Strategy.
### Additional Notes
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Interested candidates should be prepared to walk through relevant past work during the interview process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The organisation has historically promoted from within for a majority of its senior and lead openings. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. References may be requested closer to the offer stage rather than at the start of the process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. The package is structured with a fixed component, performance bonus, and standard health coverage. Internal job postings are open to employees who've completed a minimum tenure in their current role. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
**Department:** Community Outreach (Conservation) - Strategy & Planning | **Industry:** Zoology & Wildlife Conservation
**Location:** Delhi NCR | **Job Type:** Leadership - Full-time | **CTC:** INR 16.5-32.5 LPA
### Role Overview
This position calls for a Principal Community Outreach (Conservation) Conservation Director (Strategy) who can take ownership of core responsibilities within our Community Outreach (Conservation) - Strategy & Planning team. The role is positioned at the senior level and reports into the broader Community Outreach (Conservation) - Strategy & Planning charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to community outreach (conservation) - strategy & planning.
- Apply working knowledge of Community Outreach (Conservation) and Data Analysis (Ecological) to daily execution.
- Coordinate with cross-functional stakeholders within Zoology & Wildlife Conservation.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- Ph.D (Wildlife Biology) or equivalent qualification.
- 10 years of relevant experience (senior level).
- Working proficiency in: Community Outreach (Conservation), Data Analysis (Ecological), Report Writing, Community Outreach, Regulatory Compliance (Wildlife Protection Act), Habitat Assessment, Strategy.
### Additional Notes
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Interested candidates should be prepared to walk through relevant past work during the interview process. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The organisation has historically promoted from within for a majority of its senior and lead openings. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. High performers in this role typically move into a broader ownership scope within 18-24 months. 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. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. References may be requested closer to the offer stage rather than at the start of the process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. The package is structured with a fixed component, performance bonus, and standard health coverage. Internal job postings are open to employees who've completed a minimum tenure in their current role. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.