SAP Project Manager
QRINNO PTE. LTD. · Singapore ·
- Category
- Project management
Career Stream
Delivery & Practice Management
Track
Practice Management
Role Name
Senior Practice Director
Overview
•
Leads a practice and is responsible for supporting pre-sales activity,
ensuring delivery excellence, improved productivity, constant
innovation, bringing up new offerings, and ensuring capability
development within the practice/service line.
•
Plans technology roadmap for improving customer services and building
new clients in line with the business strategy.
•
Differs from the Practice director role in size or complexity or maturity
phase of the practice that is being led.
Acts of Responsibilities
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Build and manage Industry partnerships.
•
Identify and manage OEM Partnerships.
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Identify & establish partnership in niche areas
•
Identify & partner with startups to fill-in the technology / Solution gaps.
•
Run Campaign with partners & Co-sell service & solution offerings
•
Generate in-bound deals through Partners
•
Represent BSL and enhance our brand through partner eco-system.
•
Sell Co-innovation Labs with customers, Academia, partners
•
Ideate, Validate and Build Productivity Improvement Tools & Outcomes.
•
Ideate, Validate and Build Framework/ Accelerators / Tools, Reusable
components.
•
Enhance Execution Methodology, Estimation approach & Templates
•
Drive maturity Level Improvement against each offering (1, 2, 3, 4).
•
Build Industry focused solution development business case, roadmap,
& Development.
•
Create Solution Collaterals, Solution flyers, Videos, white papers,
Success stories & References.
•
Maintain & enhance solutions & Demos in Digital PoD/Lab.
•
Reflect our Offerings/Capability for each practice in the Live Portal.
•
Ideate & develop new Service Offerings. Build Differentiators against
each service Offerings
•
Create Niche Domain Offerings (e.g. Pharmacovigilance, P&C, Oil Field
services)
•
Identify go-forward technology stack and conclude with delivery.
•
Plan and Execute Resource Upskilling.
•
Drive certifications for team members per plan in defined areas.
•
Baseline & Drive QoQ Technical Competency improvements and
creation of SME's.
•
Create robust framework for validation and certification of Skill
proficiency.
•
Periodically review roles, responsibilities, specializations mapped
Career architecture framework.
•
Evaluate partners, training course contents, and assessments- Skill to
Scale.
•
Provide architectural & Design guidance for complex programs.
•
Provide oversight and guide projects when required during escalations.
•
Apply Lean & Automation for Engineering productivity Improvement.
•
Achieve margin/EBITDA Targets.
•
Drive Revenue Maximization through Delivery Led growth in existing
accounts.
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Prevent Revenue Leakage.
•
Maintain Optimal Span of Control & Job Rotation
•
Forecast & prioritize demand.
•
Plan Talent Supply composition (Fresher’s, Skill to scale, partners,
laterals).
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Create Demand proactively for capability hiring.
•
Facilitate cost approvals and CPP Management and share demand
trackers with all details.
•
Facilitate Talent acquisition by ensuring interview panel availability by
competency.
•
Ensure right resource selection and fitment against open positions.
•
Own Practice Bench Management to ensure right size, upskilling,
utilization etc.
•
Participate and engage with Academia during Campus Hiring, training &
hackathons to create a brand impact.
•
Create Proactive proposals against each offering for Account mining.
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Create Capability Deck and Presentations.
•
Develop PoC/PoT's.
•
Periodically publish Blogs, publications, and events.
•
Generate Leads.
•
Drive Analyst recognition (in ISG, etc.,) for selected practice capabilities
and Industry domain capabilities.
•
Showcase Capability, demo solutions, and proactive propositions during
Customer Visits.
•
Proposal- RFP Qualification, Finalization of the Deal Contribution for
Proposal, closure and receipt of signed SoW & PO.
•
Attrition Management- Reduce attrition % overall and of top
performers.
•
Define and execute Individual Development Plans for senior technical
resources (5B grade and above).
•
Increase Employee engagement through 1:1 connect, mentoring,
coaching, etc.
•
Use Reward and Recognition programs periodically.
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Career Management- Review performance, chart learning plans, and
draw growth roadmaps.