Job Description
## Lead Middleware Configuration Data Engineer (Client Relations)
**Department:** Middleware Configuration - Client & Stakeholder Management | **Industry:** XML & Data Interchange Engineering
**Location:** Gurugram | **Job Type:** Full-time | **CTC:** INR 27.7-67.4 LPA
### Role Overview
The organisation is seeking a qualified Lead Middleware Configuration Data Engineer (Client Relations) to support ongoing initiatives in Middleware Configuration - Client & Stakeholder Management. The role is positioned at the senior level and reports into the broader Middleware Configuration - Client & Stakeholder Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to middleware configuration - client & stakeholder management.
- Apply working knowledge of Data Mapping & Transformation and B2B Integration to daily execution.
- Coordinate with cross-functional stakeholders within XML & Data Interchange Engineering.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- MCA or equivalent qualification.
- 10 years of relevant experience (senior level).
- Working proficiency in: Data Mapping & Transformation, B2B Integration, Middleware Configuration, Middleware Platforms, Technical Documentation, EDI Standards (X12/EDIFACT), Client.
### Additional Notes
Interested candidates should be prepared to walk through relevant past work during the interview process. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Learning and certification support is available for tools and frameworks directly relevant to the role. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Internal job postings are open to employees who've completed a minimum tenure in their current role. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. References may be requested closer to the offer stage rather than at the start of the process. Compensation includes standard statutory benefits along with performance-linked variable pay. The organisation has historically promoted from within for a majority of its senior and lead openings. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The next logical step from this position is a senior or lead-track role within the same function. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. High performers in this role typically move into a broader ownership scope within 18-24 months.
**Department:** Middleware Configuration - Client & Stakeholder Management | **Industry:** XML & Data Interchange Engineering
**Location:** Gurugram | **Job Type:** Full-time | **CTC:** INR 27.7-67.4 LPA
### Role Overview
The organisation is seeking a qualified Lead Middleware Configuration Data Engineer (Client Relations) to support ongoing initiatives in Middleware Configuration - Client & Stakeholder Management. The role is positioned at the senior level and reports into the broader Middleware Configuration - Client & Stakeholder Management charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to middleware configuration - client & stakeholder management.
- Apply working knowledge of Data Mapping & Transformation and B2B Integration to daily execution.
- Coordinate with cross-functional stakeholders within XML & Data Interchange Engineering.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- MCA or equivalent qualification.
- 10 years of relevant experience (senior level).
- Working proficiency in: Data Mapping & Transformation, B2B Integration, Middleware Configuration, Middleware Platforms, Technical Documentation, EDI Standards (X12/EDIFACT), Client.
### Additional Notes
Interested candidates should be prepared to walk through relevant past work during the interview process. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. Learning and certification support is available for tools and frameworks directly relevant to the role. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. Internal job postings are open to employees who've completed a minimum tenure in their current role. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. References may be requested closer to the offer stage rather than at the start of the process. Compensation includes standard statutory benefits along with performance-linked variable pay. The organisation has historically promoted from within for a majority of its senior and lead openings. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Most days include at least one review checkpoint where progress is discussed against the plan for the week. The next logical step from this position is a senior or lead-track role within the same function. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Relocation assistance may be extended for candidates moving from a different city, subject to approval. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. High performers in this role typically move into a broader ownership scope within 18-24 months.