Job Description
**Specialist Community Outreach (Conservation) Conservation Director (Strategy)** | Hybrid - Bengaluru | Full-time (WFH) | INR 4.0-11.4 LPA
**About the role:**
- Position within Community Outreach (Conservation) - Strategy & Planning, under the Zoology & Wildlife Conservation vertical
- Level: mid level
- Reports to the functional head for Community Outreach (Conservation) - Strategy & Planning
**What you'll do:**
- Handle core community outreach (conservation) - strategy & planning 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
- Habitat Assessment
- Strategy
- Community Outreach (Conservation)
- Report Writing
- Regulatory Compliance (Wildlife Protection Act)
- Wildlife Field Research Methods
- Ph.D (Wildlife Biology)
- 4+ years of relevant experience
**Good to know:**
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. References may be requested closer to the offer stage rather than at the start of the process. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- 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.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation has historically promoted from within for a majority of its senior and lead openings.
- The package is structured with a fixed component, performance bonus, and standard health coverage. 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.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The next logical step from this position is a senior or lead-track role within the same function.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
**About the role:**
- Position within Community Outreach (Conservation) - Strategy & Planning, under the Zoology & Wildlife Conservation vertical
- Level: mid level
- Reports to the functional head for Community Outreach (Conservation) - Strategy & Planning
**What you'll do:**
- Handle core community outreach (conservation) - strategy & planning 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
- Habitat Assessment
- Strategy
- Community Outreach (Conservation)
- Report Writing
- Regulatory Compliance (Wildlife Protection Act)
- Wildlife Field Research Methods
- Ph.D (Wildlife Biology)
- 4+ years of relevant experience
**Good to know:**
- Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. References may be requested closer to the offer stage rather than at the start of the process. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- 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.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation has historically promoted from within for a majority of its senior and lead openings.
- The package is structured with a fixed component, performance bonus, and standard health coverage. 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.
- Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The next logical step from this position is a senior or lead-track role within the same function.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.