Job Description
Unmanned Aerial Systems (Defense & Surveillance) is looking for an experienced Senior Payload & Sensor Programme Manager (QA) to take ownership of the Payload & Sensor Integration - Quality & Compliance 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 11 years of progressively senior experience, holding Ph.D (Aerospace Engineering), with a demonstrated track record across UAV Systems Design, Ground Control Software, Compliance, Flight Control Systems, Sensor Integration. 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 Ahmedabad on a hybrid arrangement. Compensation is benchmarked at INR 47.0-77.0 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 payload & sensor integration - quality & compliance.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process.
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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Learning and certification support is available for tools and frameworks directly relevant to the role. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The package is structured with a fixed component, performance bonus, and standard health coverage. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The organisation has historically promoted from within for a majority of its senior and lead openings. 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.
The successful candidate will bring approximately 11 years of progressively senior experience, holding Ph.D (Aerospace Engineering), with a demonstrated track record across UAV Systems Design, Ground Control Software, Compliance, Flight Control Systems, Sensor Integration. 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 Ahmedabad on a hybrid arrangement. Compensation is benchmarked at INR 47.0-77.0 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 payload & sensor integration - quality & compliance.
Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Compensation includes standard statutory benefits along with performance-linked variable pay.
A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Interested candidates should be prepared to walk through relevant past work during the interview process.
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. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round.
Learning and certification support is available for tools and frameworks directly relevant to the role. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone.
Most days include at least one review checkpoint where progress is discussed against the plan for the week. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments.
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. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
The package is structured with a fixed component, performance bonus, and standard health coverage. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions.
No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns.
Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership.
The organisation has historically promoted from within for a majority of its senior and lead openings. 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.