Job Description
Position: AI & RPA Center of Excellence Lead
Function: Robotics Process Automation (RPA)
Industry: Artificial Intelligence (AI)
Grade: senior level
Location: Indore
Employment Type: Hybrid
Compensation: INR 19.9-77.7 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with robotics process automation (rpa), in accordance with the standards and processes laid down by Artificial Intelligence (AI).
Minimum Qualification: M.Tech (AI/ML)
Minimum Experience: 9 years
Core Competencies Required: Natural Language Processing, Python, Robotics Process Automation (RPA), Model Deployment (MLOps), Data Preprocessing, TensorFlow/PyTorch, Deep Learning, Cloud Platforms (AWS/GCP/Azure)
Further Information:
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Compensation includes standard statutory benefits along with performance-linked variable pay. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. High performers in this role typically move into a broader ownership scope within 18-24 months. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process. Internal job postings are open to employees who've completed a minimum tenure in their current role. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Learning and certification support is available for tools and frameworks directly relevant to the role. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
Function: Robotics Process Automation (RPA)
Industry: Artificial Intelligence (AI)
Grade: senior level
Location: Indore
Employment Type: Hybrid
Compensation: INR 19.9-77.7 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with robotics process automation (rpa), in accordance with the standards and processes laid down by Artificial Intelligence (AI).
Minimum Qualification: M.Tech (AI/ML)
Minimum Experience: 9 years
Core Competencies Required: Natural Language Processing, Python, Robotics Process Automation (RPA), Model Deployment (MLOps), Data Preprocessing, TensorFlow/PyTorch, Deep Learning, Cloud Platforms (AWS/GCP/Azure)
Further Information:
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Compensation includes standard statutory benefits along with performance-linked variable pay. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The next logical step from this position is a senior or lead-track role within the same function. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. High performers in this role typically move into a broader ownership scope within 18-24 months. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process. Internal job postings are open to employees who've completed a minimum tenure in their current role. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Learning and certification support is available for tools and frameworks directly relevant to the role. 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. The organisation has historically promoted from within for a majority of its senior and lead openings. 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. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Relocation assistance may be extended for candidates moving from a different city, subject to approval. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. 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. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.