Opening for Manager CMS

Job Description

Manager CMS DAY (Description)

 

 

JOB PURPOSE

 

You don't want to stop coding. You are awesome at writing flawless code. You are passionate about quality and making raving fans of your clients and users. You put your client first and are passionate about making and keeping commitments.  You challenge others around you to be as passionate about quality as you are? To you, it is all about client impact and pride in your work.

 

JOB RESPONSIBILITIES

 

As a Manager CMS Day, you will translate client requirements into functional and technical designs, design and implement customer engagement strategies to support large and complex multi-site, multi-channel, multi-lingual content delivery environments, architect, design and implement end-to-end content management and content delivery solutions, and integrate with ecommerce solutions, portal solutions, and search engines, unlocking the business value of content management. You will independently evaluate and work with multiple WCM/WEM (web content management / web engagement management) products and complementary packages, establish standards, define architecture and be accountable for the necessary health of the overall solution.

 

You will teach, mentor and share knowledge, improve processes and develop systematic solutions to problem patterns.

 

• Develop Digital Consumer experiences based on a foundation of one or more WCM platforms

 

• Define solution architecture for global customer engagement and global web content management platforms, integrating a full collage of supporting     technologies including WCM, Search, Social, Analytics, Portal and others

 

• Develop powerful features such as multi-site and multi-channel delivery, personalization/targeting, content aggregation & syndication, multi-lingual     support, automated workflow management, social media etc.

 

• Diagnose and solve technical problems related to web content management implementation.

 

• Interact with clients to create end-to-end specifications and solution architecture for content & collaboration solutions.

 

• Provide inputs and direction to senior developers on the team for design and implementation.

 

• Define implementation processes, quality gates and standards for design and development.

 

• Define best practices to manage performance and scalability of the content management and content delivery solution.

 

SKILL  REQUIREMENTS

 

• Deep understanding of Generic Java technologies (J2SE 1.5 / 1.6), Java EE, Servlets, JSP, JSTL and Tag libraries,

 

• A solid understanding of Enterprise Java frameworks, in particular Spring and Hibernate,

 

• Mastery of all relevant "core Java technologies" that are used in most Java-centric CMS/WCM platforms, including but not limited to XML, XSL, XSLT, XSD,   server-side programming models, and other related presentation, middle-tier & persistence frameworks

 

• A strong understanding of web services development in Java using REST and SOAP protocols, and JAX-RS / JAX-WS specifications, and in particular, a strong   understanding of REST-ful architecture patterns

 

• A good understanding of various CMS (Vignette) frameworks and JSR standards in the open-source Java community such as JSR-170/JCR, Jackrabbit, JSR-283,   JSR-168/286 for portlets, etc., and the ability to apply each of these technologies to a Java-centric CMS solution, is desirable,

 

• Expertise in working with at least any one of the following Java-centric WCM platforms : Fatwire, OpenText Vignette, Coremedia, Oracle UCM Site Studio for   WCM, Jahia, Percussion Rhythmyx, IBM Websphere Lotus WCM, Adobe Day Communiqué, Autonomy Interwoven, combined with the ability to architect, design

  and implement end-to-end WCM solutions using any one of these platforms

 

• Proficiency and willingness to work across multiple Java-centric WCM solutions and packages / platforms, and the ability to establish / incubate   proficiencies and capabilities rapidly across different packages

 

• Strong WCM solution architecture skills across content management and content delivery applications, combined with practical / hands-on expertise with WCM   solutions, and the ability to apply those skills to implement solutions for multi-channel digital marketing platforms, multi-channel commerce platforms,   collaboration platforms, customer engagement platforms, etc.

 

• Proficiency in being able to architect and define WCM solutions that involve distributed global content management, dynamic content delivery,   personalization and targeting, digital asset management integration, portal integration, search engine integration, social media integration, and eCommerce   solution integration

 

• Expertise in the end-to-end content lifecycle, web content management, content publishing / deployment, and delivery processes.

 

 

Business Knowledge:

 

Domain experience would be a plus.

 

 

Personal Attributes:

 

a. Strong and innovative approach to problem solving and finding solutions

 

b. Excellent communicator (written and verbal, formal and informal)

 

c. Flexible and proactive/self-motivated working style with strong personal ownership of problem resolution

 

d. Ability to multi-task under pressure and work independently with minimal supervision.

 

e. Ability to prioritize when under pressure

 

 

EXPERIENCE

 

• Overall experience of 8-12 years

 

• 8 to 10 years with 3+ years of Java-centric web content management solution architecture experience (if applying for an Architect position) or

 

• 10 to 12 years with 5+ years of Java-centric web content management solution architecture experience (if applying for a Senior Architect position)

 

• Significant hands-on solution architecture experience with at least one of the specific Java-centric WCM packages / platforms mentioned earlier.

 

• At least 3 years of WCM solution design and implementation experience in the last 5 years, including 12 months of experience with the most recent version     of the primary WCM platform you work with.

 

• Candidates with WCM vendor/platform certification for technical consultants are strongly preferred.

 

 

EDUCATION

 

Full time Bachelor's /Master's degree (Science or Engineering preferred)

 

 

About the company

 

Introduction to Sapient Nitro

 

SapientNitroSM, part of Sapient®, is an integrated marketing and technology services firm. We create and engineer highly relevant experiences that accelerate business growth and fuel brand advocacy for our clients. By combining multi-channel marketing, multi-channel commerce, and the technology that binds them, we influence customer behavior across the spectrum of content, communication and commerce channels, resulting in deeper, more meaningful relationships between customers and brands. For more information, visit www.sapientnitro.com or follow us on Twitter @sapientnitro.

 

Why you should join SapientNitro?

BE AN IDEA ENGINEER.

BE THE BUILDER OF BUSINESS AND THE ARCHITECT OF PERSUASION.

REDEFINE HOW COMPANIES AND BRANDS CONNECT TO THEIR CUSTOMERS.

 

You'll be an idea engineer with one of the most recognized marketing and technology services company:

 

• SapientNitro Ranked #2 for profit growth & 45th overall in Fortune's 200 fastest-growing companies list

• Ad age named SapientNitro an  "A-list standout agency" in 2011

• SapientNitro Named 2011 Agency of The Year By OMMA magazine

• The 2011 Advertising Age agency report ranks SapientNitro at #2.

 

You'll be an idea engineer with a company that services global leaders such as such as Citi, The Coca-Cola Company, Foot Locker, Singapore Airlines, Target, and Vodafone through operations in North America, Europe, and Asia-Pacific.

You'll be an idea engineer who will shape online trends and define a new future. Preview some of our award-winning examples - SHARE HAPPY | KIOSK, and SNEAKERPEDIA | INTEGRATED CAMPAIGN - to know what all you will get to do.

 

Thanks Regards,

Alice Nivetha

 Consultant - Recruitment,

VertX Solutions,

Ashok Nagar,

Chennai.

9500062416.

alicenivethaj@vertxsolutions.net

Senior Quality Consultant Opening.

Position : Senior Quality Consultant Opening.

 

Company : Leading Banking Software Company

 

Job Location : Chennai

 

Job Description:

 

Senior Quality Consultant Roles and responsibilities:


Experience & Educational qualification required: 8 to 12 years of experience with any Bachelors/Masters degree experienced in F&A operations.

Responsibilities:
* Process definition and implementation to ensure compliance to global quality standards/models
* Planning and conduction of periodic audits to ensure compliance to the defined Quality Management System
* To Work closely with unit heads to understand end-to-end customer needs and convert them into project opportunities
* Identify and lead Six Sigma projects for functions in shared services
* Work as a change agent to reduce variation and eliminate defects in processes; Implement and sustain a BPMS framework
* To establish the Finance Academy as part of shared services catering to global finance organization
* Own FMEA"s for the department and conduct periodic risk assessment
* Perform flowchart documentation, Conduct Process workshops and document process gaps and bring in effective controls
* Responsible for improving the Process Cycle Efficiency of processes
* Train the shared services staff in Six Sigma/ Lean concepts and bring in quality culture
* Cycle Time and Productivity Capture and Analysis for the team
* Roll and sustain an effective and efficient capacity management tool for the unit.
* Conduct assessment of knowledge of staff on Six Sigma/Lean Concepts
* Publish the Training calendar and ensure training delivery from the Finance Academy of SSC
* Lead the Training team and ensure topics in the training calendar are as per the business requirements from time-to-time
* Perform such other duties as required from time to time.




Essentials required:
A Bachelors/ Masters degree is required for this position; BE, B.Tech, MCA is also fine but with Quality experience.
Process / Quality Management System Implementation experience
Prior experience in planning and conduction of audits
Certified Six Sigma Master Black Belt/Black Belt
Prior experience in a quality/risk role preferably in F&A Operations
Should have led/mentored 5-8 process improvement projects.
Excellent Communication Skills - Should be able to train staff on Lean and SS Concepts.
Good at number crunching, excel, power point. Should have a sharp analytical mind.
Experience in FMEA, Process Mapping & Audit, Process maturity assessment, Problem resolution.

If interested kindly share your updated CV to the below email id.

 

Contact Details : 9500062416/alicenivethaj@vertxsolutions.net

 

Regards,

Alice Nivetha

VertX Solutions

Why Recruiting Looks Easy – Miles Jennings, Co-Founder and CEO of Recruiter.com

Why Recruiting Looks Easy – Miles Jennings, Co-Founder and CEO of Recruiter.com

There is an absolutely wonderful children’s book called 20 Heartbeats about a painter who paints a horse for a very wealthy man. I hate to ruin it for you, but I have to say what happens.

The rich man pays this famous painter to paint his favorite horse. But years go by and the painter won’t finish the painting. The rich man finally shows up at the painter’s house and demands the painting. The painter obligingly whips out a piece of parchment, dashes off a horse in black ink with his brush, and then hands the painting to the rich man. All this takes less than the time of 20 heartbeats.

The rich man is, of course, aghast. He storms after the painter to demand his money back. However, as he walks after the painter, he sees what has been taking so long.

All along the walls are hundreds and hundreds of painted horses. The painter wasn’t procrastinating, he was practicing. The rich man then finally takes a look at the painting that he purchased so long ago, now in his hands. It’s a perfect horse, a horse so real that he whistles to it.

As every art form takes discipline and practice to look easy, every kind of work takes years of diligence to perfect. Recruiting is no different, but few professions look so simple. It’s really hard to pass along a piece of paper, right? You can almost hear hiring managers thinking to themselves, “Yeah, I’ll bet your fingers are really tired from dragging all those resumes from a folder into an email. Real hard work.” Few jobs seem so easy to duplicate.

The end product of recruiting, for one thing, is someone’s else’s work – it is someone else’s talent, ability to interview, and everything else they have that gets them hired that is the end product of the recruiter’s process. It’s hard to pinpoint the recruiter’s exact role in this pseudo-science. Did they identify the talent? Spot them? Find them? Assess them? Understand the job? The culture? Have the right database? The right connections? The right insight into the department or hiring manager psychology? Did they make a lot of calls or know some secret strings to search for in Google? It’s hard to say what it is exactly that the recruiter does and so it’s easy to discount the recruiter’s role entirely.

However, we might be looking at it wrong. A recruiter’s value can’t be found within the process of a single hire. It can’t be found in that space that sometimes spans twenty heartbeats between talking to a manager about a job to the identification of a possible talent.

You have to look at everything that comes before that identification to see the value of a good recruiter. A great recruiter creates the conditions for that magic luck to strike. They don’t talk to a lot of different people. They talk to everyone. They don’t want to know their clients or their company’s competitors. They want to know everything that’s happening at every company in their area. It’s a massive amount of work that requires constant rejection, failure, stress, and is compounded by the minutiae of job offers and the uncertainty of human emotion.

That’s why very few succeed at recruiting. It’s not like there is anything special about that one placement. There is nothing about identifying a candidate and getting them a job offer that requires any particular kind of magic, or even a college degree for that matter. Unlike a beautiful painting, anyone or any recruiter can luck out and make a placement or two. But the background required for long-term recruiting success is much different. It involves the deep study of companies, products, markets, assessment, and professions coupled with a kind of brute force stamina to doggedly pursue the talents of other people. This is the process that forges the recruiter’s talent. This talent, when functioning at its best, is impossible to find.

VertX expands to Pune and Hyderabad

We are delighted to announce that VertX Solutions has expanded to open two new branch offices in Hyderabad and Pune. It will be our pleasure to serve you at our new location with the same quality and service.

 

Pune Address:

 VertX Solutions

No. 206, C Wing, 2nd floor, Trade Centre,

North Main Road,Koregoan Park, Pune – 411001.

Hyderabad Address:

No:202, 2nd Floor, Olbee Centre,

Raj Bhavan Rd, Somajiguda, Hyderabad – 82

Opp to Shell Petrol Bank

 

HR Leader of the Fortnight - Mr. Justin D

The War for Talents

McKinsey Co., conducted survey in the Global market in the year 2007 and found that there will be heavy fight between corporate across the globe for Talent. This corporate warfare is expected to continue for 20 more years.

It is also found that by 2015 all other developed countries will have demand for Young and Fresh talents to fulfill their Manpower Requirement. The reason:  most of the developed countries & the present Talent Rich countries account for high percentage of ageing population. They would reach their retirement age and create a vacuum / demand for fresh talents. Certain studies have analyzed these situations and suggested to implement and practice Employee Engagements / Employee Empowerments / Talent Enhancements.

Demographers expect India's population to surpass the population of China by 2030 and be the number one population. At that time, India is expected to have a population of more than 1.53 billion while China's population is forecast to be at its peak of 1.46 billion. At present nearly 40 percent of Indians are below the age of 15 years old. By 2015, India will have youthful Talents with adequate literacy, work experience and focused trade / subject matter expertise.

The need of the hour for the Corporate world is to acclimatize initiatives to Retain available Top 20% Talents, Provide opportunity to 2^nd in-line / mid-level profiles, optimize Training and Development initiatives to all talents to enhance their skills to meet the imminent challenges, help employees to foresee opportunities to grow and communicate to employees on their futuristic approaches to achieve the Organisational goals. 

Who are these Talented Resources or Top 20% Talents? What is that the Corporate World expects out of them? What does India have in store for the Global Job Market? These are the questions which would give us an insight into what the Leaders / Professionals / Educationalists / Industrialists, expected to do to these raw talents.

Talented Resource are those who have the right kind of culture, out-of-the-box thinkers, who can think on their feet, problem solvers, have better ideas, execute those ideas better, and even help develop other people better. These Talent augmentation demands a greater attention, focus and some special behaviors from Senior Leaders like, Professionals / Educationalists / Industrialists.

What lies ahead for India? If what we learn and hear is true, India will possess the highest Young Talents in the World by 2015. India is certain and expected to have the energy and power by way of manpower / workforce to fuel the global economy.

Considering this, will we be able to gather Young Talent energies and powers and market them in the Global Job Market? Will we be able to produce the right professionals for the foreseen demand? Do we have the capability to produce right person for the right job? Can we turn these Young Talent’s energy and ambitions into employable / engage able manpower / workforce?  Looking at the scenario, we will have the quantity; will they possess the expected quality / skills / capabilities to cater to the Global needs or World sourcing?

We have a big picture in our front. A high demand for Manpower / Workforce that is effective thinkers, innovative, energetic, ambitious, committed, hard working, givers and help their peers, colleagues, teams, Organisations and its stakeholders to achieve its objectives.

Let us look at the ground reality of challenges faced by the Global Market in finding workforce at early 2000s. In China it was Tough to get Middle Managers. As mentioned earlier, Ageing Population has occupied the top bracket of the corporate ladder. There were less of young talents in the market and corporate world was deprived of inducting fresh / young / youthful talents into their teams.

In Europe, the challenge was not about their youth population but on the youth’s choices towards education and vocational training. There was less number of educated and trained manpower. The employed population was found committed, dedicated and hard working. Employers had to hire the available resources and spend time, money and energy in enriching their talent pool.

India though had a different challenge all together. Employers were given less option and time to play with the available workforce. Were forced to face high percentage of Attrition and get adapted to the situation. Employers were alarmed and had to adhere to guerrilla warfare tactics to maintain their talent pool, deliver and satisfy customers globally. Employees were on high demand, with high cost and in addition, relegate supply of relevant talent. This paved way for employers to strategize their talent hunt and be innovative in approach to the employee needs and demands. Employees on the other hand became competitive in talents / skills / competencies. They realized their need to enhance their capabilities to invite better opportunities with heavy pay packets.

The question which comes across my mind is How to make Raw Talents from school-to-work capable?

• Student’s ability to network with Professionals visiting their Institutes / Campuses. This has the key for the Students to learn and understand their Employability Proportion.
• Providing adequate opportunities for the students to understand the market reality.
• Higher Campus Corporate relationships.
• Counseling and mentoring the students in goal setting and aspiration management.
• Training programs to inhabit the corporate best practices and global culture to avoid cultural shocks and habituated at school to the corporate behaviors.  
• Platform to showcase their talents to the corporate world.
• Imbibe the corporate needs in the course curriculum.
• Nurture healthy competitiveness at campus.
• Encourage value added programs / subjects / courses for the students to have options and better their career chances. 

 
 
 

Mr. Justin. D

Senior Manager – HR

Intergraph Consulting Private Limited

  

Employee Speaks - Sadasivam

Before joining VertX I had the opportunity to explore various firms to establish very niche and fast growing recruitment vertical but none came forward and provided me with the necessary support. VertX had an excellent vision to expand into various sectors and it blended very well with my experience/market knowledge to make it a success. In a rapidly growing HR industry, VertX has stood head and shoulders above more than 95% of its competition to be one of the fastest growing recruitment firms in Chennai.            

- Sadasivam D. 

Lead Consultant  | VertX Solutions

Chennai 

                  Sadasivam 

Lead Consultant | VertX Solutions