Application Support Engineer

Lead Software Engineer

Qualification:

Responsibility:

Establishing a strong community of engineers:

• *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.

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 manangers 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.

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 thorugh the organizational career lattice.

• *Facilitate participation of team members in various experience building forums.

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.

• *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.

Building strong Organizational Interconnects:

• *Drive discussions with your team on identifying capabilities and ambitions of moving to a different career track.

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.