Job Description
## Head of Payload & Sensor Chief Engineer (Strategy)
**Department:** Payload & Sensor Integration - Strategy & Planning | **Industry:** Unmanned Aerial Systems (Defense & Surveillance)
**Location:** Hyderabad | **Job Type:** Hybrid | **CTC:** INR 27.0-78.5 LPA
### Role Overview
The organisation is seeking a qualified Head of Payload & Sensor Chief Engineer (Strategy) to support ongoing initiatives in Payload & Sensor Integration - Strategy & Planning. The role is positioned at the senior level and reports into the broader Payload & Sensor Integration - Strategy & Planning charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to payload & sensor integration - strategy & planning.
- Apply working knowledge of Testing & Validation Protocols and Sensor Integration to daily execution.
- Coordinate with cross-functional stakeholders within Unmanned Aerial Systems (Defense & Surveillance).
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- Ph.D (Aerospace Engineering) or equivalent qualification.
- 12 years of relevant experience (senior level).
- Working proficiency in: Testing & Validation Protocols, Sensor Integration, Regulatory Compliance (Defense/DGCA), Technical Documentation, Planning, Flight Control Systems, Payload.
### Additional Notes
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. References may be requested closer to the offer stage rather than at the start of the process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Learning and certification support is available for tools and frameworks directly relevant to the role. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The next logical step from this position is a senior or lead-track role within the same function. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation has historically promoted from within for a majority of its senior and lead openings. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. High performers in this role typically move into a broader ownership scope within 18-24 months. 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.
**Department:** Payload & Sensor Integration - Strategy & Planning | **Industry:** Unmanned Aerial Systems (Defense & Surveillance)
**Location:** Hyderabad | **Job Type:** Hybrid | **CTC:** INR 27.0-78.5 LPA
### Role Overview
The organisation is seeking a qualified Head of Payload & Sensor Chief Engineer (Strategy) to support ongoing initiatives in Payload & Sensor Integration - Strategy & Planning. The role is positioned at the senior level and reports into the broader Payload & Sensor Integration - Strategy & Planning charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to payload & sensor integration - strategy & planning.
- Apply working knowledge of Testing & Validation Protocols and Sensor Integration to daily execution.
- Coordinate with cross-functional stakeholders within Unmanned Aerial Systems (Defense & Surveillance).
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- Ph.D (Aerospace Engineering) or equivalent qualification.
- 12 years of relevant experience (senior level).
- Working proficiency in: Testing & Validation Protocols, Sensor Integration, Regulatory Compliance (Defense/DGCA), Technical Documentation, Planning, Flight Control Systems, Payload.
### Additional Notes
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. References may be requested closer to the offer stage rather than at the start of the process. Most days include at least one review checkpoint where progress is discussed against the plan for the week. 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. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Learning and certification support is available for tools and frameworks directly relevant to the role. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The next logical step from this position is a senior or lead-track role within the same function. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The organisation has historically promoted from within for a majority of its senior and lead openings. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. 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. High performers in this role typically move into a broader ownership scope within 18-24 months. 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.