TM Young Talent Management

Aditya Birla Group · Not specified · onsite · Posted 36d ago

Not disclosedFresherfulltimeSourced from Foundit

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About this role

Job Description

Job Purpose:

Support end-to-end execution of UltraTech's campus hiring, governance, and branding activities across all flagship programs (UYLP, CALP, ABGLP, ELP) and legacy programs (Ulchemies, Udaan, Ultratechies). Assist in driving UltraQuest, Group HR engagements, and BCOE strategic initiatives to help build a future-ready talent pipeline aligned with UltraTech's growth objectives.

Job Context & Major Challenges:

UltraTech Cement operates in a high-growth environment with continuous expansion, capability-building needs, and strong competition for talent. The Talent Staffing BCOE is responsible for building future-ready talent pipelines across campus and mid-level leadership channels. This role supports campus hiring execution across all flagship programs (UYLP, CALP, ABGLP, ELP), assists in governance for all UltraTech programs including Ulchemies, Udaan, and Ultratechies, coordinates campus branding activities, and provides on-ground execution support for Ultra Quest and Group HR engagements.

Major Challenges for this role include:

Managing parallel execution across multiple hiring cycles:UYLP, CALP, ABGLP, and ELP each have distinct timelines, candidate profiles, evaluation methods, and stakeholder expectations. Coordinating logistics, data, and communication in parallel without slippages or errors is a sustained operational stretch.
Ensuring accuracy and timeliness of candidate data, dashboards, and reports:With multiple programs, verticals, and touchpoints, maintaining a single source of truth for candidate movement, offer status, and program readiness - while enabling real-time leadership visibility - is a constant challenge.
Coordinating across a wide stakeholder base with limited authority: The role requires driving action from placement committees, business panels, vendors, and internal teams (EB, Comms, HRBPs) without direct reporting lines. Building influence, follow-through, and responsiveness is critical.
Sustaining candidate experience across the funnel:From first campus touchpoint to onboarding, ensuring every candidate receives timely, warm, and consistent communication - even under high volumes and tight windows - is a recurring operational challenge.
Adapting to evolving processes and tools:With new hiring platforms, assessment partners, digital campus engagement formats, and governance frameworks being introduced, the role requires quick learning, adoption, and on-ground implementation without disrupting ongoing cycles.

Sourced from foundit

Skills

Talent management

About Aditya Birla Group

Aditya Birla Group

Metals & Mining

227.5k+

employees

1857

169 years old

Mumbai, Maharashtra

India

About

Aditya Birla Group is a Fortune 500 global conglomerate. The company's businesses have grown into global powerhouses in a wide range of sectors metals, textiles, carbon black, telecom and cement.

Industries

Metals & MiningFinancial ServicesBuilding MaterialRetailTelecomChemicals

Employee ratings

2,383 reviews

4.1/ 5

Culture

3.9

Career growth

3.5

Work-life

4.0

Employees rate it well for

Work Culture191Salary167Senior Management152Work Life Balance146Job Security123

Find them on

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Job Context & Major Challenges:

Major Challenges for this role include:

Managing parallel execution across multiple hiring cycles:UYLP, CALP, ABGLP, and ELP each have distinct timelines, candidate profiles, evaluation methods, and stakeholder expectations. Coordinating logistics, data, and communication in parallel without slippages or errors is a sustained operational stretch.
Ensuring accuracy and timeliness of candidate data, dashboards, and reports:With multiple programs, verticals, and touchpoints, maintaining a single source of truth for candidate movement, offer status, and program readiness - while enabling real-time leadership visibility - is a constant challenge.
Coordinating across a wide stakeholder base with limited authority: The role requires driving action from placement committees, business panels, vendors, and internal teams (EB, Comms, HRBPs) without direct reporting lines. Building influence, follow-through, and responsiveness is critical.
Sustaining candidate experience across the funnel:From first campus touchpoint to onboarding, ensuring every candidate receives timely, warm, and consistent communication - even under high volumes and tight windows - is a recurring operational challenge.
Adapting to evolving processes and tools:With new hiring platforms, assessment partners, digital campus engagement formats, and governance frameworks being introduced, the role requires quick learning, adoption, and on-ground implementation without disrupting ongoing cycles.