Job Description
**Head of Automation & IoT Farm Manager (Ops)** | Nagpur | Full-time | INR 15.9-51.2 LPA
**About the role:**
- Position within Automation & IoT for Farming - Operations & Execution, under the Urban Agriculture & Vertical Farming vertical
- Level: senior level
- Reports to the functional head for Automation & IoT for Farming - Operations & Execution
**What you'll do:**
- Handle core automation & iot for farming - operations & execution activities on a day-to-day basis
- Use Hydroponics/Aeroponics Systems 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:**
- Hydroponics/Aeroponics Systems
- IoT for Agriculture
- Quality Control (Produce)
- Vertical Farm Design
- Automation
- IoT for Farming
- Site Planning (Urban Farms)
- Execution
- Climate Control & Automation
- B.Tech (Agricultural Engineering)
- 16+ years of relevant experience
**Good to know:**
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- Internal job postings are open to employees who've completed a minimum tenure in their current role. 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.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- High performers in this role typically move into a broader ownership scope within 18-24 months. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. References may be requested closer to the offer stage rather than at the start of the process.
- 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.
- The organisation has historically promoted from within for a majority of its senior and lead openings. Interested candidates should be prepared to walk through relevant past work during the interview process.
- 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.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The next logical step from this position is a senior or lead-track role within the same function.
- Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
**About the role:**
- Position within Automation & IoT for Farming - Operations & Execution, under the Urban Agriculture & Vertical Farming vertical
- Level: senior level
- Reports to the functional head for Automation & IoT for Farming - Operations & Execution
**What you'll do:**
- Handle core automation & iot for farming - operations & execution activities on a day-to-day basis
- Use Hydroponics/Aeroponics Systems 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:**
- Hydroponics/Aeroponics Systems
- IoT for Agriculture
- Quality Control (Produce)
- Vertical Farm Design
- Automation
- IoT for Farming
- Site Planning (Urban Farms)
- Execution
- Climate Control & Automation
- B.Tech (Agricultural Engineering)
- 16+ years of relevant experience
**Good to know:**
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
- The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
- The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
- New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. Relocation assistance may be extended for candidates moving from a different city, subject to approval.
- Learning and certification support is available for tools and frameworks directly relevant to the role. Compensation includes standard statutory benefits along with performance-linked variable pay.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
- Most days include at least one review checkpoint where progress is discussed against the plan for the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability.
- Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
- Internal job postings are open to employees who've completed a minimum tenure in their current role. 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.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
- High performers in this role typically move into a broader ownership scope within 18-24 months. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work.
- No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. References may be requested closer to the offer stage rather than at the start of the process.
- 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.
- The organisation has historically promoted from within for a majority of its senior and lead openings. Interested candidates should be prepared to walk through relevant past work during the interview process.
- 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.
- The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. The next logical step from this position is a senior or lead-track role within the same function.
- Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The role alternates between independent deep work and short coordination huddles with stakeholders across functions.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
- Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.