Location
Chennai | India
Job description
Role Purpose
The purpose of the role is to drive and improve delivery for mega-gamma/ key growth accounts by providing innovative solutions through automation and next generation technologies, ensuring right talent supply chain to enhance customer satisfaction and lead organic growth.
Do
Stakeholder Interaction
Stakeholder Type | Stakeholder Identification | Purpose of Interaction |
Internal | SDH/VDH/ PDH | Delivery strategy and governance |
Practice Heads of a SL | To ensure smooth project delivery and right solutioning approach | |
Global Client Partner, Client Partner | Support sales in solutioning and project delivery estimation | |
Holmes RO | Automation initiatives within an account | |
BU Quality Team/ Central Quality Team | To deploy central quality policy and framework | |
Legal and Compliance | For contract management | |
CWMG, WMG | For fulfilment and demand forecasting | |
Global Talent Acquisition, Global Campus Head | For recruitment and campus hiring | |
Talent Transformation Team, Competency Group | To deliver specific trainings, certification programmes | |
GIMS | For visa processing/ stamping | |
ERM Team | Keep abreast with different policies and framework related to risk management | |
Internal audit team | Audit of various accounts as per compliance | |
Workforce transformation team | For multi-skilling of identified resources | |
Pre-sales team | For solutioning for an RFP/ client requirement | |
HRBP | To drive HR engagement activities | |
Finance team (BU/ SL) | For payment/ invoice management | |
Procurement team | For contract management (MSA and SOW) | |
External | Customers | To drive business growth and relationship management |
Vendors/ Partners/ OEM?s/ Contract Manufacturers | For resourcing/ contracting, trainings, technology platforms, equipments etc | |
Campus | For freshers hiring |
Display
Lists the competencies required to perform this role effectively:
Competency Levels
Foundation
Knowledgeable about the competency requirements. Demonstrates (in parts) frequently with minimal support and guidance.
Competent
Consistently demonstrates the full range of the competency without guidance. Extends the competency to difficult and unknown situations as well.
Expert
Applies the competency in all situations and is serves as a guide to others as well.
Master
Coaches others and builds organizational capability in the competency area. Serves as a key resource for that competency and is recognised within the entire organization.
Deliver
No. | Performance Parameter | Measure |
1. | Delivery Management ? Client satisfaction | PCSAT and ACSAT score, Brand score, no. of customer references, SDR/ QBR %, Pulse % satisfied (top 2 box), Zero surprise delivery escalation from the customer |
2. | Delivery Management ? operational efficiency | Contractual adherence %, Quality index, Utilization %, cost of delivery target, overdue indent, 100% SLA compliance |
3. | Delivery Management ? Financials | Revenue target achievement, Operating margin %, leakage from OB to revenue, revenue per employee, increase CR realization, process exceptions to be minimized, bench cost % of total cost |
4. | Innovation and Automation focus | Hyper-automation deployment, increase in productivity, Actual NG person month saving, |
5. | Capability Building | % attrition, critical talent attrition%, % trained on new age skills, % of team trained in necessary leadership skills, diversity ratio, % localization targets by market, billable rookie ratio |
6. | Team Management | Team attrition %, Employee satisfaction score |
Job tags
Salary