Sr. Software Engineer B3

Not Applicable

Qualification:

• Clearly undestrand community career lattice and be able to explain the same to team members.
• 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.
• 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.
• 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.
• Make judicious and practical commitments while undertaking engineering responsibilities.
• Highlight any dependencies, risks and bottnecks which can influence your commitments.
• Make every effort to ensure your commitments are honoured and delivered* Reviews the engineering metrics with Engineering managers to ensure that the project goals and customer goals are met.
• Reviews the deliverables and engineering metrics of the account with Engineering Managers to ensure that the SOW clauses.
• Discuss competency of the Community members with the Engineering managers and perform corrective action based on gaps* Provide honest consistent feedback to peers and team members.
• Encourage Community leads to attend courses on giving proper feedback and mentoring.
• Recognize team members for job well done and nominates for recognition.
• Guide team members in coming up with an improvement plan when applicable.
• Understand the metrics that are relevant for benchmarking diffrent activities.
• Understand the impact of the metrics to the business outcomes of the customer.
• Understand how the metrics are mapped and tracked in Cognizant system.

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.
• 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.
• Trigger a conversation with HCM supervisor for rotation as per the policy.
• Upskill oneself with new skills while on the job to make oneself eligible 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:

• Drive discussions with your team on identifying capabilities and ambitions of moving to a different career track.

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 experince papers under guidance.
• Contribute to case studies under guidance.

Must Have Skills

• SQL Server
• SAP C/4HANA for Utilities
• SQL
• Microservices
• Angular JS
• Azure
• JavaScript
• .Net Framework