Lead Software Engineer - Chennai, India - Cognizant Technology Solutions

Description

Not Applicable

Qualification:

• 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.
• 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 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.
• 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.
• 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 best practices for eliciting competencyproficiency gaps.
• Set up a plan for closing individual role competency 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.
• 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:

• Identify ideas that can be converted into reusable assets.
• Contribute towards creating reusable assets.
• Contribute to white papers under guidance.
• Contribute to experience papers under guidance.
• Contribute to case studies under guidance.

Must Have Skills

• Spring Boot
• Microservices
• Java
• Maven
• Manufacturing Oper-Manlog

Good To Have Skills

• AWS
• SQL
• Hibernate
• MySQL