Job Description
Position: Principal Scholarship & Financial Admissions Coordinator (Client Relations)
Function: Scholarship & Financial Aid Guidance - Client & Stakeholder Management
Industry: Undergraduate Admissions Counseling
Grade: senior level
Location: Jaipur
Employment Type: Full-time
Compensation: INR 9.7-29.2 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with scholarship & financial aid guidance - client & stakeholder management, in accordance with the standards and processes laid down by Undergraduate Admissions Counseling.
Minimum Qualification: PG Diploma in Guidance & Counselling
Minimum Experience: 13 years
Core Competencies Required: Enrolment Strategy, Stakeholder Management, Data Management (Admissions), Event Coordination (Admissions), Financial Aid Guidance, Prospective Student Outreach, Application Review & Evaluation, Scholarship, Admissions Advisory
Further Information:
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 next logical step from this position is a senior or lead-track role within the same function. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay. References may be requested closer to the offer stage rather than at the start of the process. The organisation has historically promoted from within for a majority of its senior and lead openings. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The package is structured with a fixed component, performance bonus, and standard health coverage. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Learning and certification support is available for tools and frameworks directly relevant to the role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. 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.
Function: Scholarship & Financial Aid Guidance - Client & Stakeholder Management
Industry: Undergraduate Admissions Counseling
Grade: senior level
Location: Jaipur
Employment Type: Full-time
Compensation: INR 9.7-29.2 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with scholarship & financial aid guidance - client & stakeholder management, in accordance with the standards and processes laid down by Undergraduate Admissions Counseling.
Minimum Qualification: PG Diploma in Guidance & Counselling
Minimum Experience: 13 years
Core Competencies Required: Enrolment Strategy, Stakeholder Management, Data Management (Admissions), Event Coordination (Admissions), Financial Aid Guidance, Prospective Student Outreach, Application Review & Evaluation, Scholarship, Admissions Advisory
Further Information:
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 next logical step from this position is a senior or lead-track role within the same function. 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. Interested candidates should be prepared to walk through relevant past work during the interview process. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Compensation includes standard statutory benefits along with performance-linked variable pay. References may be requested closer to the offer stage rather than at the start of the process. The organisation has historically promoted from within for a majority of its senior and lead openings. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The package is structured with a fixed component, performance bonus, and standard health coverage. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Learning and certification support is available for tools and frameworks directly relevant to the role. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. 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.