SAP Project Manager

Career Stream

Delivery & Practice Management

Track

Practice Management

Role Name

Senior Practice Director

Overview

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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.

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Identify and manage OEM Partnerships.

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Identify & establish partnership in niche areas

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Identify & partner with startups to fill-in the technology / Solution gaps.

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Run Campaign with partners & Co-sell service & solution offerings

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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.

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Maintain Optimal Span of Control & Job Rotation

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Forecast & prioritize demand.

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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.

•

Create Capability Deck and Presentations.

•

Develop PoC/PoT's.

•

Periodically publish Blogs, publications, and events.

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Generate Leads.

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Drive Analyst recognition (in ISG, etc.,) for selected practice capabilities

and Industry domain capabilities.

•

Showcase Capability, demo solutions, and proactive propositions during

Customer Visits.

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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).

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Increase Employee engagement through 1:1 connect, mentoring,

coaching, etc.

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Use Reward and Recognition programs periodically.

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Career Management- Review performance, chart learning plans, and

draw growth roadmaps.