QA Engineer (Automation)
4 - 9 yrs
Best in industry
Gurugram
Skills
Test Automation (QA)
Job Title: QA Engineer (Automation)
Department: Technology
Location: Remote
Company: Mercer Talent Enterprise
Company Overview:
Mercer Talent Enterprise is a leading provider of talent management solutions, dedicated to helping organizations optimize their workforce. We foster a collaborative and innovative work environment where our team members can thrive and contribute to our mission of enhancing talent strategies for our clients.
Position Overview:
We are seeking a skilled QA Engineer (Automation) to join our Lighthouse Tech Team. In this role, you will be responsible for developing and executing automated test scripts to ensure the quality and performance of our software applications. You will work closely with developers and other stakeholders to identify testing requirements and implement best practices in automation.
Key Responsibilities:
- Design, develop, and maintain automated test scripts for various applications.
- Collaborate with the development team to understand application functionality and identify testing needs.
- Execute automated tests and analyze results to ensure software quality.
- Identify, document, and track defects using appropriate tools.
- Continuously improve testing processes and methodologies.
- Stay updated with industry trends and best practices in automation testing.
Qualifications:
- Bachelor’s degree in Computer Science, Engineering, or a related field.
- 4+ years of experience in software testing, with a focus on automation.
- Proficiency in automation testing tools (e.g., Selenium, TestNG, JUnit).
- Experience with CI/CD tools and frameworks.
- Excellent analytical and problem-solving skills.
- Strong communication and collaboration abilities.
- Microsoft Test plan experience is a plus.
Benefits:
- Competitive salary and performance-based bonuses.
- Professional development opportunities.
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About Mercer Talent Enterprise
Founded :
2012
Type :
Product
Size :
20-100
Stage :
Profitable
About
Mercer Talent Enterprise is a global leader in talent assessment, technology, and leadership development. As the world’s first and only company to pioneer the science of Behaviourmetrics®, we empower organizations to make critical people decisions by blending contemporary psychometric tools and assessment solutions with the latest advances in artificial intelligence and data science.
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Internal Job Transfer (IJP)
Definition:
A transfer is defined as “a change in job” where the new job is substantially equal to the old in terms of status and responsibilities. It can be a lateral or vertical shift causing movement of individuals from one position to another which may or may not involve any marked change in duties responsibilities, skills needed or compensation.
Purpose
Time Analytic & Shared Services Private Limited is committed to providing career development opportunities for all employees in order to improve both individual career opportunities and business capability. To enable this strategy it is essential that employees have the opportunity to transfer from one department to another in an efficient and consistent manner. This policy is intended to ensure a transparent and common procedure that both encourages employees to develop their career within Time Analytic & Shared Services Private Limited and ensure that the other departments are aware of the progress of internal applications during the recruitment process.
This policy outlines the procedure to be followed by HR departments, line managers and employees, when employees wish to be considered for an internal vacancy in other departments within Time Analytic & Shared Services Private Limited. It outlines the protocol to be used during the initial contact, interview process, offer of employment and eventual transfer.
Objective
It is important that employees of Time Analytic & Shared Services Private Limited should foremost see the opportunity to develop their careers within, and not outside Time Analytic & Shared Services Private Limited. They shall not be disadvantaged by applying for vacancies elsewhere in the organization. Preference for filling vacancies should be given to internal candidates where feasible.
The objective and benefits of this policy are to:
• Support departments by introducing a consistent, transparent and open process.
• Create a process that encourages our employees to develop their careers across the organization.
• Ensure that all stakeholders involved in inter-company recruitment are kept informed appropriately.
Time Analytic & Shared Services Private Limited
• Make it clear that poor recruitment practices are not acceptable.
• Have an established policy for resolving disputes between departments.
Topics you will find on this page
• Eligibility
• Procedure for inter-departmental recruitment and transfer
• Recruitment Process
• Responsibilities
Eligibility
This policy is eligible to full-time employees, whose tenure with Time Analytic & Shared Services Private Limited is not less than 18 months in the current position they hold.
Procedure for Inter-Departmental Recruitment and Transfer
Time Analytic & Shared Services Private Limited is committed to encouraging employee development and career progression. Where an employee wishes to explore or apply for vacancies within the organization, the following working procedures should be followed.
Advertising of vacancies: Hiring Managers / Recruiters, as appropriate, will inform on the IJP requisition. The Recruitment Lead will advertise the vacancies across the organization through Workday and IJP Mailers.
Application Process: Where an applicant from another team/department is being considered for a vacancy in another team/department, the process should be carried out in an open and transparent way that ensures all involved parties are informed of what is happening at each stage of the process.
If an employee wishes to discuss a vacancy informally with the recruiting Line Manager for the purpose of establishing suitability, this discussion can take place confidentially between the potential candidate and the recruiting line manager. An informal discussion is defined as either an email exchange or telephone conversation, not a face to face meeting.
The Recruiter would check the eligibility of the employee applied with the HRBP and approval from the reporting manager. Based on approvals received schedule Assessments & Technical interviews.
Time Analytic & Shared Services Private Limited
Recruitment Process: If an employee wishes to formally apply for a vacancy, the employee must inform their Line Manager. The employee must also inform their Line Manager of the details of any interviews. All parties should respond to this development in a positive and supportive way.
Following the interview should the recruiting line manager choose not to proceed they should advise either the candidate directly or via their HR department. The recruiting line manager should be prepared, to provide constructive feedback with HR to the unsuccessful candidate.
Offers of employment may see uplift in an internal applicant’s benefits package depending upon the potential role, levels of seniority, responsibilities and market conditions. It is not acceptable to make significant improvements in package for similar levels of roles where this can lead to internal wage inflation.
Employees should be released from their current position within a reasonable timeframe that balances the business needs of both the outgoing and incoming team/department. The confirmation of release date should be shared by the reporting manager (no later than a month).
Please Note: To ensure and open and transparent recruitment process is carried out, all the communication mailers are to be shared with the hiring manager and the employee short-listed marking HRBP.
Responsibilities
Recruitment Lead / Line Manager / Recruiter
• Ensure overall adherence to this policy
• Advertise vacancies through the appropriate channels
• Inform appropriate HR colleagues of the progress of internal applications
• Arrange interviews and assist with selection
• Make offers of employment
• Resolve questions /issues with respect to any offer of employment
• Induct employee into their business
HRBP (supplying team / department)
• Ensure overall adherence to this policy
• Inform appropriate Line Managers of the progress of internal applications
• Provide current package details and a reference when requested
• Facilitate a start date in the event of transfer
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Reporting Manager (supplying team / department)
• Give honest appraisal of employee
• Coach employee in career choice
• If employee accepts an internal transfer, agree a reasonable transfer date
Employees
• Review vacancies and apply in required method
• Have informal discussions by phone/email with recruiting manager if required to assess suitability
• Advise own line manager of wish to formally apply and keep informed of progress during the application
• Agree transfer date with current and new team / department
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