Job Description
Artificial Intelligence (AI) is looking for an experienced Director of Digital Worker Solutions – AI & RPA to take ownership of the Robotics Process Automation (RPA) 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 13 years of progressively senior experience, holding M.Sc (Data Science), with a demonstrated track record across Robotics Process Automation (RPA), TensorFlow/PyTorch, Deep Learning, Data Preprocessing, Machine Learning. 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 Remote (Pan India) on a full-time arrangement. Compensation is benchmarked at INR 50.1-93.1 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 robotics process automation (rpa).
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.
Compensation includes standard statutory benefits along with performance-linked variable pay. The next logical step from this position is a senior or lead-track role within the same function.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Learning and certification support is available for tools and frameworks directly relevant to the role. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.
The successful candidate will bring approximately 13 years of progressively senior experience, holding M.Sc (Data Science), with a demonstrated track record across Robotics Process Automation (RPA), TensorFlow/PyTorch, Deep Learning, Data Preprocessing, Machine Learning. 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 Remote (Pan India) on a full-time arrangement. Compensation is benchmarked at INR 50.1-93.1 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 robotics process automation (rpa).
Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager.
Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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.
Compensation includes standard statutory benefits along with performance-linked variable pay. The next logical step from this position is a senior or lead-track role within the same function.
Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Learning and certification support is available for tools and frameworks directly relevant to the role. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions.