TM Young Talent Management
UltraTech Cement · Maharashtra
- SalaryNot disclosed
- Work modeunknown
- Levelintern
- Posted16 Sept 2026
About UltraTech Cement
UltraTech Cement is hiring in Maharashtra in manufacturing industrial.
Skills
- talent acquisition
- HR operations
- employer branding
- campus hiring
- candidate experience
- candidate data management
- dashboarding
- stakeholder management
The role
A campus talent management professional at a manufacturing company coordinates campus hiring, candidate governance, and employer branding, managing candidate data and candidate experience across university recruitment programs. The role applies talent acquisition, HR operations, and employer branding.
Full 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.