Job Description
An opening exists for an AI Risk Management Head to join the Artificial Intelligence (AI) vertical, focused on AI Ethics & Governance. This is a senior level opening based out of Lucknow, offered on a full-time basis.
The ideal candidate holds M.Sc (Data Science) and brings roughly 13 years of hands-on exposure to ai ethics & governance. Day-to-day, the work draws heavily on AI Ethics, Governance, Natural Language Processing, Model Deployment (MLOps), and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 24.2-70.0 LPA, in line with market standards for senior level roles within artificial intelligence (ai).
The package is structured with a fixed component, performance bonus, and standard health coverage. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
The organisation has historically promoted from within for a majority of its senior and lead openings. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Interested candidates should be prepared to walk through relevant past work during the interview process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The next logical step from this position is a senior or lead-track role within the same function. 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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
Internal job postings are open to employees who've completed a minimum tenure in their current role. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
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. 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. 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.
High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.
The ideal candidate holds M.Sc (Data Science) and brings roughly 13 years of hands-on exposure to ai ethics & governance. Day-to-day, the work draws heavily on AI Ethics, Governance, Natural Language Processing, Model Deployment (MLOps), and the person will be expected to apply these skills independently rather than under constant supervision.
Compensation for this position is structured around INR 24.2-70.0 LPA, in line with market standards for senior level roles within artificial intelligence (ai).
The package is structured with a fixed component, performance bonus, and standard health coverage. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
The organisation has historically promoted from within for a majority of its senior and lead openings. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Interested candidates should be prepared to walk through relevant past work during the interview process. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held.
Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
The next logical step from this position is a senior or lead-track role within the same function. 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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
Internal job postings are open to employees who've completed a minimum tenure in their current role. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
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. 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. 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.
High performers in this role typically move into a broader ownership scope within 18-24 months. 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. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
This is a good fit for someone who wants real ownership rather than a purely execution-only role.