React jobs

About this role

• * 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.
  
  

• * 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.
  
  

• * 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.
  
  

• * 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.
  
  

• * 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.
  
  

• * 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.
  
  

• .Net Framework
• .Net Programming-C# .Net
• Engineering & Design
  
  

• React JS
• SQL
• Azure
• JavaScript