- Build this understanding into developing relevant transition solutions and processes for the domain
Detail out the interfaces, protocols for dependencies in the transition plan Identify tools and technology to support transitions Develop dashboards to effectively track data during transition Participate in the quarterly reviews/connects with the Wipro Transition Council to share the challenges or trends on transition metrices Drive and oversee seamless transitions across projects within DO&P Ensure transition plans adhere to the processes and standards defined in the ITF across LOBs in DO&P Review and ensure that the SOW KPIs are translated into operational parameters Review overall engagement governance including review of dependencies, risks and issues in the Transition plan - Review resource allocation across projects
Build a governance structure with client and Wipro stakeholders along with team structure with roles and responsibilities Chair the Solution Review Forum to review assumptions and finalize and record commitments for the transitions (minimum 1mn ACV) with the 11 function heads in DO&P Circulate and track the Transition Solution Review Checklist with recorded assumptions and commitments to all relevant stakeholders Oversee the execution of the transition solutions as per plan across verticals in DO&P Review the project on key transition metrices with Red and Amber status Review audit reports by Transition COE on process and team deployment including maintenance of project management documents to ensure adherence to the transition plan as per ITF - Guide and lead the team through any client escalations or issues
Ensure all transition project timelines are met to ensure seamless and timely transition Review transition matrix across projects in D&OP to identify issues and areas for development within the sales and delivery teams Ensure effective closure of the transition with 'Go Live' with complete handover to delivery Interact with customers during visits or RFP discussions to present Wipro's transition capability Present the domain perspective and contribute to the development of transition expertise within Wipro Develop capability within sales and delivery teams of the Service Line by conducting training programs and certifications to support effective transitions from sales to delivery hand off Oversee the induction of the Transition Solution Design Team from various verticals within LOBs to manage standard/ regular transitions Develop quality insights from multiple transitions to highlight trends and scenarios relative to customers and industry across geographies To help identify and drive initiatives within domain to develop tools and methodologies to keep the transition processes relevant and contemporary Align the transition processes with the client feedback, industry trends and Wipro focus areas such as Agile transitions, reverse engineering tools and digital way of working Participate in the Transition Council of Wipro and provide relevant inputs to strengthen the Wipro Transition methodology, standards and guidelines Transition capability development within DO&P Review the management of Transition Academy initiative in DO&P Track and ensure the relevance and quality of training programs provided on Transition through the online portal Monitor the training data and effectiveness of the programs provided under Transition Academy within DO&P Review the effectiveness of the Transition Academy by tracking key parameters such as number of transition managers internally hired, quality of internal hires etc. Drive knowledge management within transition function through learning documents, generic proposals etc. Team Management Resourcing Hire adequate and right resources for the team Talent Management Ensure adequate onboarding and training for the team members to enhance capability &effectiveness Build an internal talent pool and ensure their career progression within the organization Drive diversity in leadership positions Performance Management Set goals for the team, conduct timely performance reviews and provide constructive feedback to own direct reports Ensure that the Performance Nxt is followed for the entire team Employee Satisfaction and Engagement Lead and drive engagement initiatives for the team Track team satisfaction scores and identify initiatives to build engagement within the team Stakeholder Interaction Stakeholder Type Stakeholder Identification Purpose of Interaction Internal Transition & Quality Head
Strategy and Governance
Functional Heads
Transition Solution Review assumptions and commitments, project execution
Delivery Teams
Transition projects
CIS, Risk & Compliance
Immigration policy and framework, compliances
Testing, AMS, Product Groups (eg GIS), Digital
Policy and process education, deployment and execution
Central Transition Team
Wipro Transition Methodology, Standards and Guidelines
Holmes Engineering
Deployment of technology
External Clients/ Potential clients
Transition and showcase of transition capability
Consulting Partners/ Vendors
Domain expertise
Display Lists the competencies required to perform this role effectively:
- Functional Competencies/ Skill
- Domain/Industry Knowledge - Awareness and knowledge of broad economic, demographic, technological and global trends in the IT industry -Expert
- Systems Thinking - Understanding of the Wipro system (interrelatedness, interdependencies and boundaries) and perform problem solving in this complex system - Expert
- Leveraging Technology - Knowledge of current and upcoming technology (automation, tools and systems) to build efficiencies and effectiveness in own function - Expert
- Technical Knowledge - PMP Certification, Knowledge of relevant tools, technologies and processes- MPP/ Reverse Engineering/ Agile/ Digital -Expert
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.
- Behavioral Competencies
- Strategic Perspective
- Influencing
- Business acumen
- High on Innovation
- People Management
- Analytical and Problem-Solving Skills
- Result Orientation
- Execution Excellence
- Stakeholder Management
- Client Centricity
- Effective Communication
Deliver No. Performance Parameter Measure 1.
Customer Centricity
CSAT (PCSAT & ACSAT top 2 Box) % / NPS
90% of programs to be green within 90 days of initiation
100% SLA Compliance
2.
Project Management
100% adherence to timelines
Execute projects within the T&L budgets built into the plan as per plan expectations
Compliance with Methodology - Adherence to transition process and methodology - Day 0 score at the time of Go-live
3.
Talent Focus/Capability Building
IDP fulfilment of DRs and grooming the first line
100% PMP certification completion
Top Talent Rotation as per IDP (number of Top talent rotations)
Attrition Management
ESAT
Transition Management
