Job Description
Zoology & Wildlife Conservation is looking for an experienced Principal Community Outreach (Conservation) Senior Ecologist (Client Relations) to take ownership of the Community Outreach (Conservation) - Client & Stakeholder Management charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 10 years of progressively senior experience, holding PG Diploma in Wildlife Management, with a demonstrated track record across Community Outreach (Conservation), Photography & Camera Trap Techniques, Wildlife Field Research Methods, Client, Data Analysis (Ecological). Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hybrid - Pune on a full-time arrangement. Compensation is benchmarked at INR 11.1-24.8 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within community outreach (conservation) - client & stakeholder management.
Compensation includes standard statutory benefits along with performance-linked variable pay. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. High performers in this role typically move into a broader ownership scope within 18-24 months.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Learning and certification support is available for tools and frameworks directly relevant to the role.
References may be requested closer to the offer stage rather than at the start of the process. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The successful candidate will bring approximately 10 years of progressively senior experience, holding PG Diploma in Wildlife Management, with a demonstrated track record across Community Outreach (Conservation), Photography & Camera Trap Techniques, Wildlife Field Research Methods, Client, Data Analysis (Ecological). Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Hybrid - Pune on a full-time arrangement. Compensation is benchmarked at INR 11.1-24.8 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within community outreach (conservation) - client & stakeholder management.
Compensation includes standard statutory benefits along with performance-linked variable pay. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The organisation has historically promoted from within for a majority of its senior and lead openings. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. High performers in this role typically move into a broader ownership scope within 18-24 months.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Internal job postings are open to employees who've completed a minimum tenure in their current role. Learning and certification support is available for tools and frameworks directly relevant to the role.
References may be requested closer to the offer stage rather than at the start of the process. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.