Job Description
Position: Robotics AI Center of Excellence Lead
Function: Artificial Intelligence for Robotics
Industry: Automation & Robotics
Grade: senior level
Location: Nagpur
Employment Type: Full-time
Compensation: INR 24.1-41.9 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with artificial intelligence for robotics, in accordance with the standards and processes laid down by Automation & Robotics.
Minimum Qualification: M.Tech (Automation)
Minimum Experience: 16 years
Core Competencies Required: SCADA Systems, Artificial Intelligence for Robotics, Sensor Integration, PLC Programming, CAD for Automation, Control Systems Design
Further Information:
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. High performers in this role typically move into a broader ownership scope within 18-24 months. Learning and certification support is available for tools and frameworks directly relevant to the role. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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 role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The next logical step from this position is a senior or lead-track role within the same function. Compensation includes standard statutory benefits along with performance-linked variable pay. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.
Function: Artificial Intelligence for Robotics
Industry: Automation & Robotics
Grade: senior level
Location: Nagpur
Employment Type: Full-time
Compensation: INR 24.1-41.9 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with artificial intelligence for robotics, in accordance with the standards and processes laid down by Automation & Robotics.
Minimum Qualification: M.Tech (Automation)
Minimum Experience: 16 years
Core Competencies Required: SCADA Systems, Artificial Intelligence for Robotics, Sensor Integration, PLC Programming, CAD for Automation, Control Systems Design
Further Information:
There is a defined internal mobility path for people who want to specialise deeper or move into people management. 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. Most days include at least one review checkpoint where progress is discussed against the plan for the week. High performers in this role typically move into a broader ownership scope within 18-24 months. Learning and certification support is available for tools and frameworks directly relevant to the role. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. 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 role alternates between independent deep work and short coordination huddles with stakeholders across functions. 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. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. 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. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The next logical step from this position is a senior or lead-track role within the same function. Compensation includes standard statutory benefits along with performance-linked variable pay. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. 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. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction.