Overall Purpose of Role
Applies deep language skills and experience to deliver high quality language and
localization services to clients that achieve excellent customer satisfaction. Builds strong
credibility with project team and clients through superior language skills and attention to
details.
Key Responsibilities
 Operational Excellence – Provides high quality and accurate translations on a variety
of client projects that involve diverse requirements. Reviews, edits, and proofs
translations done by other Language Specialists. Performs the function of lead
Language Specialist (planning and managing the work of in-house and freelance
translators, quality assurance (QA), and providing linguistic support to the project
manager.) Provides linguistic support on projects and to other SDL departments (DTP,
Engineering, and Audio).
 Delivers Quality, Value, Results – Applies deep functional and domain skills in
actively contributing to the maintenance of high quality standards and to the
improvement of systems and procedures. Takes responsibility for a variety of QA
functions (e.g., review, linguistic support) and works closely with the project managers
to ensure client satisfaction.
 Functional Excellence – Demonstrates a “development” mindset by continuously
improving translation techniques and skills and seeking feedback and mentoring.
Actively assists other team members in their growth and development by providing
feedback, on-the-job development, and mentoring.
 Relationship Building – Builds strong working relationships internally and externally
by representing SDL with client reviewers on linguistic matters. Develops credibility by
utilizing effective communication methods to capture client feedback and collaborating
with the team to deliver the highest quality output.
 Team Leading – May perform various people management responsibilities. The
specific responsibilities and the time allocated to each are determined on a case-bycase basis based on business needs. Typically, the more senior the role, the greater
amount of people management responsibilities and allocated time.
Additional Job Specific Responsibilities
Team Leader
At times, employees will be required to perform various people management
responsibilities. The specific responsibilities and the time allocated to each are
determined on a case-by-case basis based on business needs. Typically, the more senior
the role, the greater amount of people management responsibilities and allocated time.
People management responsibilities include, but are not limited to the following:
Administration and Reporting
 Resource scheduling – arranges back-ups, manages overtime and absences,
administrative tasks to manage paid leaves and vacations.
Job Profile
 Monitoring and reporting on people KPIs – overtime hours, time/utilization status
against project codes/tasks.
 Facilitates local resources – obtains PCs/required equipment, coordinates systems
access, arranges desk/office space.
Performance Management
 Overtime/utilization – monitors overtime/utilization via reports, identifies issues/causes
of excessive overtime and takes/recommends corrective action.
 Goals and objectives – helps to set and/or clarify performance objectives.
 Feedback and coaching – provides on-going feedback and coaching to improve
performance, identifies and addresses/escalates performance issues.
 Appraisals – provides input on performance review.
Learning and Development
 Learning – identifies required training for new and existing team members, helps to
secure learning programs/resources, and coordinates the delivery of on-site and/or
virtual learning.
 Professional Development – provides feedback and suggestions on appropriate
developmental activities, coordinates on-the-job development, and facilitates
networking and participation in developmental projects.
Recruitment and On Boarding
 Staff planning – identifies resourcing issues and raises to management, helps to
create accurate staffing plans.
 Recruitment – interviews candidates, participates in recruitment activities such as job
fairs, and provides input on recruitment advertisements.
 On-boarding – mentors new hires, administers new hire process, ensures new hire
has necessary equipment in a timely fashion, coordinates learning, and arranges
introductory meetings with colleagues.