Full Stack Tech Lead

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.