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Sr. Software Engineer B2
4 months ago
Qualification:
- Have a clear understanding of the community career lattice and be able to explain it to team members
- Show appreciation of diversity and inclusion in professional interactions
- Identify any observable deviations in areas of diversity and inclusion
- Refer new talent for hiring
- Conduct hiring discussions
- Identify potential retention risks
- Facilitate the mentorship process within a small community of members
- Embed the community brand positioning in professional interactions
- Report any deviations from people practices that do not align with organizational values
- Conduct people management processes with fairness, transparency, and diligence
KRA-2:
- Understand the competency-proficiency role mapping for yourself
- Solicit performance feedback and use it to identify proficiency gaps within the role
- Inform the home manager of any concerns regarding responsibilities in an engagement
- Help team members articulate project expectations, provide guidance, and supervision to accomplish defined tasks
- Participate actively in responding to requests for help or assistance
- Engage proactively with members to understand their challenges and direct them to knowledge centers within the community
- Make practical commitments while fulfilling engineering responsibilities
- Highlight dependencies, risks, and bottlenecks that can affect commitments
- Ensure commitments are honored and delivered
- Solicit feedback from peers and managers
- Provide reviews and feedback when requested by peers
- Work on improvement plans with managers when necessary
- Understand relevant metrics for benchmarking different activities
- Understand the impact of metrics on customer business outcomes
- Understand how metrics are mapped and tracked in the organization's system
KRA-3:
- Understand enablement goals clearly and explain them to team members
- Identify the enablement needs of the team
- Develop strategies and processes for driving competency gap identification and closures at a community level
- Implement best practices for identifying competency-proficiency gaps
- Create a plan to close individual role-competency gaps and work towards that goal
- Encourage team members to participate in various experience-building forums
KRA-4:
- Keep the skill profile and resume up to date
- Manage a roster of interview panelists from your team and ensure balanced nominations respecting individual constraints
- Prepare a knowledge base for providing engagement-related induction to new joiners from the engineering community
- Support new community members in settling into their roles, including logistical assistance if needed
- Initiate a conversation with HCM supervisor for rotations following policy
- Enhance skills while on the job to become eligible for rotation
- Resolve conflicts transparently and fairly during the performance management process
- Oversee community-specific performance management operational processes
- Monitor the Rewards and Recognition process and collaborate with the operations team for necessary adjustments
- Motivate leads and managers to recognize associates appropriately and promptly
- Update Resume in HCM and ensure skill profile in MyCareerApp are current
- Mentor teams to promptly update the skill profile and inform their home manager about newly acquired skills and proficiencies
- Contribute to the talent profiling framework and associated benchmarks for various roles and responsibilities
- Discuss with associates the competency gaps and required remedial steps
KRA-5:
- Identify ideas suitable for converting into reusable assets
- Contribute to creating reusable assets
- Participate in white papers creation under guidance
- Contribute to experience papers under guidance
- Contribute to case studies under guidance
Must Have Skills
- AWS
- SQL
- Spring Boot
- Microservices
- Java
- MySQL
- Engineering & Design
