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Qualification:
Graduate
- * Define growth path for team members based on career lattice.
- * Identify changes required to the career lattice.
- * Demostrate appreciation of diversity and inclusion in professional interactions.
- * Highlight any observable deviations in areas of diversity and inclusion.
- * Take concious effort to improve the diversity quotient of the teams during recruitment.
- * Organize educational, inspiring, bonding community events (inperson and virtual).
- * Conduct hiring discussions.
- * Identify potential retention risks and take mitigation measures.
- * Formulate evaluation criteria for recruitment.
- * Participate in college recruitment, summer programs, hackathons, job fairs, etc to attract new hires to Cognizant.
- * Facilitate mentorship process in a small community of members.
- * Mentor the team on community brand positioning strategies* Participate in external brand positioning activities.
- * Report any deviations from people practices that do not reflect organizational values.
- * Conduct people management processes with fairness, transparency and diligent.
- * Contribute to design and establishment of people management processes.
KRA-2:
Delivering superior engineering outcomes:
- * Be able to effectively elicit role and project expectations and explain the same to stakeholders participating in talent supply chain processes.
- * Understand the competencyproficiency role mapping for self.
- * Solicit performance feedback and use it to identify proficiency gaps in the remit of the role.
- * Periodically evaluate team performance and provide the adequate feedback required to help members move along the path to enhance their competency.
- * Track the team performance on a regular basis and report any risk to delivery.
- * Contribute to and lead community members in building knowledge management repository.
- * Be aware of community capabilities available from other communities and facilitate leveraging them as and when needed.
- * Be accountable for all the engineering deliverables, metrics and competency from a community standpoint.
- * Proactively identify improvement areas and provide candid feedback using suitable communication techniques.
- * Devise improvement plans and monitor the progress of team members.
- * Identify improvement areas and works on improvement plans for self.
- * Analyze, identify and address areas of improvement needed at the community level.
- * As part of the project lifecycle updates the various KPI in Cognizant and Customer Systems.
- * Tracks and reports the measurable KPI to Cognizant Delivery Excellence team and Customer stakeholders.
- * Implements get well plan for metrics that do not meet the threshold.
KRA-3:
Fostering strong competency:
- * Identify the enablement needs of the team under direct supervision.
- * Lead knowledge sharing sessions in your area of expertise.
- * Work with enablement teams to tailor the programs relevent to members.
- * Set up strategy and processes for driving competency gap identification and closures at a community level.
- * Drive best practices for eliciting competencyproficiency gaps.
- * Set up a plan for closing individual role competency gaps and work towards the same.
- * Help team members understand the diversity of career opportunities available in CDE and across Cognizant.
- * Observe capabilities of team members and discuss how their aspirations can be fulfilled through the organizational career lattice.
- * Facilitate participation of team members in various experience building forums.
KRA-4:
Operating efficiently:
- * Ensure the skill profile and resume are kept current.
- * Manage a roster of interview panelists from your team and ensure nominations are load balanced and respect individual constraints.
- * Track the progress of interview, offer letter and onboarding dates for hiring requirements in your engagement/account/customer context.
- * Prepare knowledge base for providing engagement related induction to new joiners from engineering community.
- * Extend support for helping new community members settle into their new role, including logistical help if required.
- * Review the team ageing on the project and suggest possible rotations to the client through EM.
- * Identify the backups for rotation, assess any skill gap for the new role and mitigate the same.
- * Motivate the team to acquire newer skills and to dwell upon them the need for rotation.
- * Be accountable for resolving any conflicts transparently and fairly during the performance management process.
- * Drive community specific performance management operational processes.
- * Keep a tab on the Rewards and Recognition process, rewards granted and works with operations team for required changes.
- * Motivate leads and Managers to reward associates in an appropriate and timely manner.
- * Update Resume in HCM and ensure skill profile in MyCareerApp are current.
- * Mentor your teams to keep record the skill profile promptly and bring newly acquired skills and proficiencies to the notice of their home manager.
- * Contributes to the talent profiling framework and the benchmark associated with the various role & responsibility.
- * Discussion with the associate on the competency gaps and remedial steps required to overcome the gaps.
KRA-5:
Building strong Organizational Interconnects:
- * Discuss with partner groups on inducting identified engineering talent into their groups.
- * Monitor and facilitate any enablement needs of community members transitioning into other communities.
KRA6:
Building Engineering Mindshare:
- * Identify ideas that can be converted into reusable assets.
- * Contribute towards creating reusable assets.
- * Contribute to white papers under guidance.
- * Contribute to experience papers under guidance.
- * Contribute to case studies under guidance.
Must Have Skills
- Webservices (SOAP and RESTful)
- COTS Products(BFS Ast&Wlth)
Employee Status : Full Time Employee
Shift : Day Job
Travel : No