Not Applicable
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.

• * Ensure optimal representation of diversity groups in community forums.

• * Be accountable for organizing community events.

• * 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.

• * Enrich mentoring process by working alonside HR and Talent Management.

• * Ensure mentoring programs are designed and run effectively.

• * Mentor the team on community brand positioning strategies.

• * Participate in external brand positioning activities.

• * Design and establishment of people management processes.

• * Handle people management escalations with fairness, transparency and diligence.

• * Advocate and evangelize best practices for people management.

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.

• * Facilitate collaboration with other communities and their knowledge centers to attain faster resolution of issues.

• * Establish mechanisms to register requests for assistance, track resolutions, measure effectivenss and take actions to better responsiveness.

• * Help members of other communities resolve issues in your areas of expertise.

• * 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 bestpractices for eliciting competencyproficiency gaps.

• * Set up a plan for closing individual rolecompetency gaps and work towards the same.

• * Conduct community enablement sessions to drive understanding of the diversity of career opportunities available in CDE and across Cognizant.

• * Facilitate enablement opportunities relevant for aspirational carrer tracks.

• * Identify engagent rotation needs for team members and work with community managers to facilitate an engagement change.

• * Be responsible for setting up for operating experience building channels like periodic experience sharing sessions, SWAT request addresals etc.

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.

• * Contribute and collect data for the metrics that impact the community.

• * 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:
/n* Own the build out of reusable assets and involve teams in the creation process

• * Ensure the compliance of reusable assets with organization standards and verify against misuse of licensing and IP.

• * Create thought leadership assets.

• * Mentor team in the process of thought leadership creation.

• * Create white papers.

• * Mentor team in the process of white paper creation.

• * Create experince papers.

• * Mentor team in the process of experience paper creation.

• * Create case studies.

• * Mentor team in the process of case study creation.

Must Have Skills

• Deployment Architecture

• Architectural Design & Pattern

• Data Architect

About Cognizant
Cognizant (Nasdaq-100: CTSH) is one of the world's leading professional services companies, transforming clients' business, operating and technology models for the digital era. Our unique industry-based, consultative approach helps clients envision, build and run more innovative and efficient businesses. Headquartered in the U.S., Cognizant is ranked 185 on the Fortune 500 and is consistently listed among the most admired companies in the world. Learn how Cognizant helps clients lead with digital at www.cognizant.com or follow us @USJobsCognizant. Applicants may be required to attend interviews in person or by video conference. In addition, candidates may be required to present their current state or government issued ID during each interview.

Cognizant is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.
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