Job Description
**Director of Automation & IoT Systems Technician (Client Relations)** | Chennai | Full-time | INR 7.0-37.8 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 Sustainability Reporting 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:**
- Sustainability Reporting
- Site Planning (Urban Farms)
- IoT for Farming
- Stakeholder Management
- Crop Yield Optimisation
- Automation
- B.Tech (Agricultural Engineering)
- 9+ years of relevant experience
**Good to know:**
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The next logical step from this position is a senior or lead-track role within the same function.
- Learning and certification support is available for tools and frameworks directly relevant to the role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There is a defined internal mobility path for people who want to specialise deeper or move into people management.
**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 Sustainability Reporting 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:**
- Sustainability Reporting
- Site Planning (Urban Farms)
- IoT for Farming
- Stakeholder Management
- Crop Yield Optimisation
- Automation
- B.Tech (Agricultural Engineering)
- 9+ years of relevant experience
**Good to know:**
- Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
- Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The organisation has historically promoted from within for a majority of its senior and lead openings. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The next logical step from this position is a senior or lead-track role within the same function.
- Learning and certification support is available for tools and frameworks directly relevant to the role. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. 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. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. There is a defined internal mobility path for people who want to specialise deeper or move into people management.