Lead Software Engineer

4 weeks ago

Jersey City, New Jersey, United States Cognizant Technology Solutions Full time

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 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

  • Java
  • JavaScript
  • MySQL

Good To Have Skills

  • AWS
  • SQL
  • Spring Boot
  • Angular JS

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