Job Description
## AI Governance & Risk Lead
**Department:** AI Ethics & Governance | **Industry:** Artificial Intelligence (AI)
**Location:** Bhubaneswar | **Job Type:** Hybrid | **CTC:** INR 5.5-27.1 LPA
### Role Overview
This position calls for an AI Governance & Risk Lead who can take ownership of core responsibilities within our AI Ethics & Governance team. The role is positioned at the mid level and reports into the broader AI Ethics & Governance charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai ethics & governance.
- Apply working knowledge of Data Preprocessing and Machine Learning to daily execution.
- Coordinate with cross-functional stakeholders within Artificial Intelligence (AI).
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Tech (CS/AI) or equivalent qualification.
- 3 years of relevant experience (mid level).
- Working proficiency in: Data Preprocessing, Machine Learning, Computer Vision, AI Ethics, Deep Learning, Model Deployment (MLOps), Governance.
### Additional Notes
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Most days include at least one review checkpoint where progress is discussed against the plan for the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The next logical step from this position is a senior or lead-track role within the same function. The package is structured with a fixed component, performance bonus, and standard health coverage. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. High performers in this role typically move into a broader ownership scope within 18-24 months. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Compensation includes standard statutory benefits along with performance-linked variable pay. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation has historically promoted from within for a majority of its senior and lead openings. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
**Department:** AI Ethics & Governance | **Industry:** Artificial Intelligence (AI)
**Location:** Bhubaneswar | **Job Type:** Hybrid | **CTC:** INR 5.5-27.1 LPA
### Role Overview
This position calls for an AI Governance & Risk Lead who can take ownership of core responsibilities within our AI Ethics & Governance team. The role is positioned at the mid level and reports into the broader AI Ethics & Governance charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to ai ethics & governance.
- Apply working knowledge of Data Preprocessing and Machine Learning to daily execution.
- Coordinate with cross-functional stakeholders within Artificial Intelligence (AI).
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- B.Tech (CS/AI) or equivalent qualification.
- 3 years of relevant experience (mid level).
- Working proficiency in: Data Preprocessing, Machine Learning, Computer Vision, AI Ethics, Deep Learning, Model Deployment (MLOps), Governance.
### Additional Notes
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Most days include at least one review checkpoint where progress is discussed against the plan for the week. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The next logical step from this position is a senior or lead-track role within the same function. The package is structured with a fixed component, performance bonus, and standard health coverage. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. High performers in this role typically move into a broader ownership scope within 18-24 months. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Internal job postings are open to employees who've completed a minimum tenure in their current role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Compensation includes standard statutory benefits along with performance-linked variable pay. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The organisation has historically promoted from within for a majority of its senior and lead openings. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Interested candidates should be prepared to walk through relevant past work during the interview process. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.