Job Description
**Director of Automation & IoT Farm Manager (Client Relations)** | Chandigarh | Full-time | INR 16.0-33.7 LPA
**About the role:**
- Position within Automation & IoT for Farming - Client & Stakeholder Management, under the Urban Agriculture & Vertical Farming vertical
- Level: senior level
- Reports to the functional head for Automation & IoT for Farming - Client & Stakeholder Management
**What you'll do:**
- Handle core automation & iot for farming - client & stakeholder management activities on a day-to-day basis
- Use Nutrient Management 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:**
- Nutrient Management
- Site Planning (Urban Farms)
- IoT for Farming
- Sustainability Reporting
- Automation
- Client
- Stakeholder Management
- Data Analysis (Farm Metrics)
- IoT for Agriculture
- M.Tech (Controlled Environment Agriculture)
- 12+ years of relevant experience
**Good to know:**
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- High performers in this role typically move into a broader ownership scope within 18-24 months. Compensation includes standard statutory benefits along with performance-linked variable pay. 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.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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.
- 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- References may be requested closer to the offer stage rather than at the start of the process. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation has historically promoted from within for a majority of its senior and lead openings.
**About the role:**
- Position within Automation & IoT for Farming - Client & Stakeholder Management, under the Urban Agriculture & Vertical Farming vertical
- Level: senior level
- Reports to the functional head for Automation & IoT for Farming - Client & Stakeholder Management
**What you'll do:**
- Handle core automation & iot for farming - client & stakeholder management activities on a day-to-day basis
- Use Nutrient Management 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:**
- Nutrient Management
- Site Planning (Urban Farms)
- IoT for Farming
- Sustainability Reporting
- Automation
- Client
- Stakeholder Management
- Data Analysis (Farm Metrics)
- IoT for Agriculture
- M.Tech (Controlled Environment Agriculture)
- 12+ years of relevant experience
**Good to know:**
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- High performers in this role typically move into a broader ownership scope within 18-24 months. Compensation includes standard statutory benefits along with performance-linked variable pay. 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.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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.
- 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week.
- References may be requested closer to the offer stage rather than at the start of the process. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. 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. 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. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The organisation has historically promoted from within for a majority of its senior and lead openings.