Job Description
The organisation is seeking a qualified Principal Feeding & Nutrition Curator to support ongoing initiatives in Feeding & Nutrition Programmes - Fundamentals. This is a senior level opening based out of Nagpur, offered on a hybrid basis.
The ideal candidate holds B.V.Sc & A.H and brings roughly 15 years of hands-on exposure to feeding & nutrition programmes - fundamentals. Day-to-day, the work draws heavily on Breeding Programme Support, Veterinary Care Coordination, Nutrition Programmes, Safety & Regulatory Compliance, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 23.3-47.4 LPA, in line with market standards for senior level roles within zoo & aquarium management.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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.
Compensation includes standard statutory benefits along with performance-linked variable pay. 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 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.
Interested candidates should be prepared to walk through relevant past work during the interview process. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. The next logical step from this position is a senior or lead-track role within the same function. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Learning and certification support is available for tools and frameworks directly relevant to the role. Internal job postings are open to employees who've completed a minimum tenure in their current role. The package is structured with a fixed component, performance bonus, and standard health coverage.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
References may be requested closer to the offer stage rather than at the start of the process. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. High performers in this role typically move into a broader ownership scope within 18-24 months.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Internal job postings are open to employees who've completed a minimum tenure in their current role. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
This role offers a genuine opportunity to build depth in Feeding & Nutrition Programmes - Fundamentals while working alongside an experienced team.
The ideal candidate holds B.V.Sc & A.H and brings roughly 15 years of hands-on exposure to feeding & nutrition programmes - fundamentals. Day-to-day, the work draws heavily on Breeding Programme Support, Veterinary Care Coordination, Nutrition Programmes, Safety & Regulatory Compliance, and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 23.3-47.4 LPA, in line with market standards for senior level roles within zoo & aquarium management.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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.
Compensation includes standard statutory benefits along with performance-linked variable pay. 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 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.
Interested candidates should be prepared to walk through relevant past work during the interview process. 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. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. The next logical step from this position is a senior or lead-track role within the same function. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
Learning and certification support is available for tools and frameworks directly relevant to the role. Internal job postings are open to employees who've completed a minimum tenure in their current role. The package is structured with a fixed component, performance bonus, and standard health coverage.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
References may be requested closer to the offer stage rather than at the start of the process. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
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.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. High performers in this role typically move into a broader ownership scope within 18-24 months.
Relocation assistance may be extended for candidates moving from a different city, subject to approval. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
Internal job postings are open to employees who've completed a minimum tenure in their current role. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
This role offers a genuine opportunity to build depth in Feeding & Nutrition Programmes - Fundamentals while working alongside an experienced team.