Job Description
## Head of Automation & IoT Sustainability Analyst
**Department:** Automation & IoT for Farming - Fundamentals | **Industry:** Urban Agriculture & Vertical Farming
**Location:** Jaipur | **Job Type:** Full-time | **CTC:** INR 22.0-44.1 LPA
### Role Overview
The organisation is seeking a qualified Head of Automation & IoT Sustainability Analyst to support ongoing initiatives in Automation & IoT for Farming - Fundamentals. The role is positioned at the senior level and reports into the broader Automation & IoT for Farming - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to automation & iot for farming - fundamentals.
- Apply working knowledge of Data Analysis (Farm Metrics) and Hydroponics/Aeroponics Systems to daily execution.
- Coordinate with cross-functional stakeholders within Urban Agriculture & Vertical Farming.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Controlled Environment Agriculture) or equivalent qualification.
- 8 years of relevant experience (senior level).
- Working proficiency in: Data Analysis (Farm Metrics), Hydroponics/Aeroponics Systems, Site Planning (Urban Farms), Climate Control & Automation, IoT for Farming, Vertical Farm Design, Automation, Fundamentals, Sustainability Reporting.
### Additional Notes
High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Compensation includes standard statutory benefits along with performance-linked variable pay. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation has historically promoted from within for a majority of its senior and lead openings. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The next logical step from this position is a senior or lead-track role within the same function. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The package is structured with a fixed component, performance bonus, and standard health coverage. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Learning and certification support is available for tools and frameworks directly relevant to the role. Interested candidates should be prepared to walk through relevant past work during the interview process. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. References may be requested closer to the offer stage rather than at the start of the process. 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.
**Department:** Automation & IoT for Farming - Fundamentals | **Industry:** Urban Agriculture & Vertical Farming
**Location:** Jaipur | **Job Type:** Full-time | **CTC:** INR 22.0-44.1 LPA
### Role Overview
The organisation is seeking a qualified Head of Automation & IoT Sustainability Analyst to support ongoing initiatives in Automation & IoT for Farming - Fundamentals. The role is positioned at the senior level and reports into the broader Automation & IoT for Farming - Fundamentals charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to automation & iot for farming - fundamentals.
- Apply working knowledge of Data Analysis (Farm Metrics) and Hydroponics/Aeroponics Systems to daily execution.
- Coordinate with cross-functional stakeholders within Urban Agriculture & Vertical Farming.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Controlled Environment Agriculture) or equivalent qualification.
- 8 years of relevant experience (senior level).
- Working proficiency in: Data Analysis (Farm Metrics), Hydroponics/Aeroponics Systems, Site Planning (Urban Farms), Climate Control & Automation, IoT for Farming, Vertical Farm Design, Automation, Fundamentals, Sustainability Reporting.
### Additional Notes
High performers in this role typically move into a broader ownership scope within 18-24 months. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Compensation includes standard statutory benefits along with performance-linked variable pay. 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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. There is a defined internal mobility path for people who want to specialise deeper or move into people management. The organisation has historically promoted from within for a majority of its senior and lead openings. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The next logical step from this position is a senior or lead-track role within the same function. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. References may be requested closer to the offer stage rather than at the start of the process. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. 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. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The package is structured with a fixed component, performance bonus, and standard health coverage. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Learning and certification support is available for tools and frameworks directly relevant to the role. Interested candidates should be prepared to walk through relevant past work during the interview process. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. References may be requested closer to the offer stage rather than at the start of the process. 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.