Job Description
**Senior AI Education Strategist** | Nagpur | Leadership - Full-time | INR 10.1-46.0 LPA
**About the role:**
- Position within AI Training & Upskilling Programs, under the Artificial Intelligence (AI) vertical
- Level: senior level
- Reports to the functional head for AI Training & Upskilling Programs
**What you'll do:**
- Handle core ai training & upskilling programs activities on a day-to-day basis
- Use Upskilling Programs 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:**
- Upskilling Programs
- Statistical Modelling
- AI Training
- Python
- Neural Network Architectures
- Deep Learning
- M.Sc (Data Science)
- 10+ years of relevant experience
**Good to know:**
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- 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.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The package is structured with a fixed component, performance bonus, and standard health coverage.
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. References may be requested closer to the offer stage rather than at the start of the process.
- The organisation has historically promoted from within for a majority of its senior and lead openings. High performers in this role typically move into a broader ownership scope within 18-24 months.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
**About the role:**
- Position within AI Training & Upskilling Programs, under the Artificial Intelligence (AI) vertical
- Level: senior level
- Reports to the functional head for AI Training & Upskilling Programs
**What you'll do:**
- Handle core ai training & upskilling programs activities on a day-to-day basis
- Use Upskilling Programs 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:**
- Upskilling Programs
- Statistical Modelling
- AI Training
- Python
- Neural Network Architectures
- Deep Learning
- M.Sc (Data Science)
- 10+ years of relevant experience
**Good to know:**
- Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. 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. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week.
- 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.
- The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay.
- Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. 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. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here.
- Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. The package is structured with a fixed component, performance bonus, and standard health coverage.
- In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. References may be requested closer to the offer stage rather than at the start of the process.
- The organisation has historically promoted from within for a majority of its senior and lead openings. High performers in this role typically move into a broader ownership scope within 18-24 months.
- There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable.
- A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. 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.
- Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Internal job postings are open to employees who've completed a minimum tenure in their current role.
- Relocation assistance may be extended for candidates moving from a different city, subject to approval. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
- There is a defined internal mobility path for people who want to specialise deeper or move into people management. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.