Job Description
Automation & Robotics is looking for an experienced Director – AI Robotics Systems to take ownership of the Artificial Intelligence for Robotics charter at a senior level. This is a role for someone who has already operated at scale and is comfortable setting direction rather than simply following one.
The successful candidate will bring approximately 12 years of progressively senior experience, holding M.Tech (Automation), with a demonstrated track record across PLC Programming, Troubleshooting & Maintenance, Sensor Integration, SCADA Systems, Machine Vision. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Gurugram on a full-time arrangement. Compensation is benchmarked at INR 18.0-61.4 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within artificial intelligence for robotics.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Interested candidates should be prepared to walk through relevant past work during the interview process. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
High performers in this role typically move into a broader ownership scope within 18-24 months. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The organisation has historically promoted from within for a majority of its senior and lead openings. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process.
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.
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 package is structured with a fixed component, performance bonus, and standard health coverage. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The successful candidate will bring approximately 12 years of progressively senior experience, holding M.Tech (Automation), with a demonstrated track record across PLC Programming, Troubleshooting & Maintenance, Sensor Integration, SCADA Systems, Machine Vision. Beyond individual capability, this role expects the person to mentor junior team members and represent the function in cross-departmental discussions.
Reporting relationships will be defined based on the final scope agreed at offer stage, and the role is based out of Gurugram on a full-time arrangement. Compensation is benchmarked at INR 18.0-61.4 LPA, reflecting the seniority and scope of the position.
Success in this role will be measured less by task completion and more by the quality of judgement applied to ambiguous, high-stakes situations within artificial intelligence for robotics.
The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Interested candidates should be prepared to walk through relevant past work during the interview process. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
High performers in this role typically move into a broader ownership scope within 18-24 months. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
The organisation has historically promoted from within for a majority of its senior and lead openings. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
The role alternates between independent deep work and short coordination huddles with stakeholders across functions. References may be requested closer to the offer stage rather than at the start of the process.
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.
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 package is structured with a fixed component, performance bonus, and standard health coverage. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Internal job postings are open to employees who've completed a minimum tenure in their current role.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.