Dot Net C# Angular

**Not Applicable**

**Qualification**:
Graduate
- 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 logístical 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 r