Job Description
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.
• Refer new talent for hiring.
• Conduct hiring discussions.
• Identify potential retention risks.
• Facilitate mentorship process in a small community of members.
• Inculcate community brand positioning professional iteractions.
• Report any deviations from people practices that do not reflect organizational values.
• Conduct people management processes with fairness, transparency and diligent.
KRA-2:
Delivering superior engineering outcomes:
• Understand the competencyproficiency role mapping for self.
• Solicit performance feedback and use it to identify proficiency gaps in the remit of the role.
• Update the home manager of any concerns with regards to the responsibilities undertaken in an engagement.
• Help team members articulate project expectations, provide guidance and supervision to deliver the defined tasks.
• Participate actively in responding to requests for help/assistance.
• Proactively engage with members to understand their challenges and direct them to knowledge centers within the community.
• 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.
• Proactively reach out for feedback from peers and managers.
• Provide reviews and feedback when requested by peers.
• Work out an improvement plan with the managers when applicable.
• Understand the metrics that are relevant for benchmarking different 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:
• Clearly understand enablement goals and be able to explain the same to team members.
• Identify the enablement needs of the team.
• 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.
• 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.
• 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 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
• Spring Boot
• Angular JS
• Java
• Spring MVC
• Spring Core
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.
• Refer new talent for hiring.
• Conduct hiring discussions.
• Identify potential retention risks.
• Facilitate mentorship process in a small community of members.
• Inculcate community brand positioning professional iteractions.
• Report any deviations from people practices that do not reflect organizational values.
• Conduct people management processes with fairness, transparency and diligent.
KRA-2:
Delivering superior engineering outcomes:
• Understand the competencyproficiency role mapping for self.
• Solicit performance feedback and use it to identify proficiency gaps in the remit of the role.
• Update the home manager of any concerns with regards to the responsibilities undertaken in an engagement.
• Help team members articulate project expectations, provide guidance and supervision to deliver the defined tasks.
• Participate actively in responding to requests for help/assistance.
• Proactively engage with members to understand their challenges and direct them to knowledge centers within the community.
• 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.
• Proactively reach out for feedback from peers and managers.
• Provide reviews and feedback when requested by peers.
• Work out an improvement plan with the managers when applicable.
• Understand the metrics that are relevant for benchmarking different 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:
• Clearly understand enablement goals and be able to explain the same to team members.
• Identify the enablement needs of the team.
• 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.
• 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.
• 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 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
• Spring Boot
• Angular JS
• Java
• Spring MVC
• Spring Core
💡 Quick Summary
Seeking a career-building opportunity? The Sr| Software Engineer B2 position is now open for candidates interested in the Software Developer Jobs sector. This role in Kochi offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Software Developer Jobs is a plus.
