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.
• 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.
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.
💡 Quick Summary
Seeking a career-building opportunity? The Sr| Software Engineer B3 position is now open for candidates interested in the Software Developer Jobs sector. This role in Hyderabad 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.
