Job Description
Automation & Robotics is looking for an experienced Head of Robotics AI & Automation to take ownership of the Artificial Intelligence for Robotics 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 16 years of progressively senior experience, holding Diploma (Instrumentation), with a demonstrated track record across Robotic Process Automation (RPA), Sensor Integration, Industrial IoT, SCADA Systems, PLC Programming. 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 Jaipur on a full-time arrangement. Compensation is benchmarked at INR 8.4-39.0 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 artificial intelligence for robotics.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The next logical step from this position is a senior or lead-track role within the same function.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. References may be requested closer to the offer stage rather than at the start of the process.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. High performers in this role typically move into a broader ownership scope within 18-24 months.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation has historically promoted from within for a majority of its senior and lead openings.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The package is structured with a fixed component, performance bonus, and standard health coverage.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.
The successful candidate will bring approximately 16 years of progressively senior experience, holding Diploma (Instrumentation), with a demonstrated track record across Robotic Process Automation (RPA), Sensor Integration, Industrial IoT, SCADA Systems, PLC Programming. 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 Jaipur on a full-time arrangement. Compensation is benchmarked at INR 8.4-39.0 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 artificial intelligence for robotics.
In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The next logical step from this position is a senior or lead-track role within the same function.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. References may be requested closer to the offer stage rather than at the start of the process.
There is a defined internal mobility path for people who want to specialise deeper or move into people management. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. High performers in this role typically move into a broader ownership scope within 18-24 months.
Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The organisation has historically promoted from within for a majority of its senior and lead openings.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. The package is structured with a fixed component, performance bonus, and standard health coverage.
Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band.
There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth.