*not applicable*
*qualification*:
graduate
- 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 logístical 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