SAP Project Manager

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

• Build and manage Industry partnerships.
• Identify and manage OEM Partnerships.
• 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.
• Prevent Revenue Leakage.
• Maintain Optimal Span of Control & Job Rotation
• Forecast & prioritize demand.
• Plan Talent Supply composition (Fresher’s, Skill to scale, partners, laterals).
• 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.
• 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.
• Career Management- Review performance, chart learning plans, and draw growth roadmaps.