Job Description
**Senior Conservation Programme Coordination Programme Coordinator (QA)** | Indore | Full-time | INR 13.4-48.0 LPA
**About the role:**
- Position within Conservation Programme Coordination - Quality & Compliance, under the Zoology & Wildlife Conservation vertical
- Level: senior level
- Reports to the functional head for Conservation Programme Coordination - Quality & Compliance
**What you'll do:**
- Handle core conservation programme coordination - quality & compliance activities on a day-to-day basis
- Use Community Outreach regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Community Outreach
- Conservation Programme Coordination
- Regulatory Compliance (Wildlife Protection Act)
- Data Analysis (Ecological)
- GIS Mapping
- Quality
- PG Diploma in Wildlife Management
- 15+ years of relevant experience
**Good to know:**
- The organisation has historically promoted from within for a majority of its senior and lead openings. 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. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- 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.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. Compensation includes standard statutory benefits along with performance-linked variable pay.
- 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.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Learning and certification support is available for tools and frameworks directly relevant to the role.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
**About the role:**
- Position within Conservation Programme Coordination - Quality & Compliance, under the Zoology & Wildlife Conservation vertical
- Level: senior level
- Reports to the functional head for Conservation Programme Coordination - Quality & Compliance
**What you'll do:**
- Handle core conservation programme coordination - quality & compliance activities on a day-to-day basis
- Use Community Outreach regularly as part of core deliverables
- Work closely with adjacent teams to align priorities
- Track progress against agreed timelines and escalate issues proactively
**What you'll need:**
- Community Outreach
- Conservation Programme Coordination
- Regulatory Compliance (Wildlife Protection Act)
- Data Analysis (Ecological)
- GIS Mapping
- Quality
- PG Diploma in Wildlife Management
- 15+ years of relevant experience
**Good to know:**
- The organisation has historically promoted from within for a majority of its senior and lead openings. 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. 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. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The package is structured with a fixed component, performance bonus, and standard health coverage.
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- 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.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. Compensation includes standard statutory benefits along with performance-linked variable pay.
- 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.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Learning and certification support is available for tools and frameworks directly relevant to the role.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.