*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.
*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.
- 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 re