JOB VACANCIES IN ADITYA BIRLA GROUP

VISION
To provide employees with careers that span across functions, business sectors and geographies.
Enablers for opportunities 
to enhance career aspirations and fulfil them:
Xplore (Taking Opportunities To Employees)
enables employees to have a fulfilling career in the Group and make informed career decisions by providing them with access to all necessary information and development opportunities
Development and Assessment Centre (DAC) 
it is the process of validation by renowned external agencies, and calibration of the potential assessed during the Talent Segmentation process
My Resume 
Resume is a unique feature available to you to showcase your background, work history, education, skills, and achievements effectively. It also enables all the recruiters within the Aditya Birla Group to understand you better
Talent Reviews (Development Dialogue)
it is an annual facilitated engagement process wherein the leadership team discusses the high potential (Talent Pool) employees in terms of the strength that can be leveraged, the possible next roles and the areas of development
Transition Management/Onboarding
this processes enable employees to settle down in their new roles smoothly and be productive at the earliest

Opportunity
Opportunity refers to a prospect of filling a position within the Aditya Birla Group, which is either planned for or unplanned
Jobs | Like
Jobs | Like enables employees to proactively indicate the specific roles she/he would like to move in to as part of their next career move
Job Preferences
Job preferences enables employees to set preferences (basis Business, Location, Job Function, etc.) for receiving e-mail alerts on job opportunities within the Aditya Birla Group

Job Analysis & Evaluation
Job Analysis & Evaluation is an intuitive tool that provides critical analysis to both individuals and the organisation, driving job clarity, performance and development

Performance Management System
Performance Management System enables sharper goal setting with open performance conversations and a transparent feedback mechanism
Leadership Development Programs
Leadership Development Programs are experiential in nature and use innovative methodologies for designing and delivering learnings

EmploRetention Programs
Deferred Compensation Program is offered to high potential and high performing middle management to distinguish them from their peers. The program runs over 3-4 years thereby enabling retention of key talent in the businesses
Retiral programs are designed to honor continuity of service across businesses and help support talent mobility. These include Provident Fund, Superannuation, Gratuity and Leave Encashment























Employee Benefits

Nishchint a unique 'Death in Service' contributory term insurance benefit plan, provides monetary relief to the families of employees (in India) in the event of his/her death while in service and on separation (in case of serious illness or disability)
Medical, personal accident and hospitalisation insurance is offered to all employees, fulfiling the Group's efforts to extend benefits that touch the lives of employees and their families. Beyond these, there are policies and programs that are focused towards asset building and future security for employees, by offering assets on retirement at lower price

Recognition
Aditya Birla Awards for Outstanding Achievement, an annual event that honors both individuals and teams, is the highest Ievel of recognition at the Group level
PRIDE (Performance Recognition in Delivering Excellence) is a business-level monetary recognition program for employees who excel in delivering business critical projects or assignments
Unit Level / Business Level Recognition Programs recognise individual and team achievements at the business level. Eg. ABFSG Day (Aditya Birla Financial Services Group) & Galaxy (UltraTech Cement Ltd.)
Appreciation cards are used to spontaneously recognise and appreciate the good work done by peers and teams at all of the Aditya Birla Group offices.

Incentive Plans
Variable Pay is a sector-aligned team incentive that is integrated with elements of individual performance
Long Term Incentive Plan Incentive Plan enables building of strategic alignments between business growth and individual rewards

Effective Compensation Programs
Annual Compensation Review is a process that is standardized with defined internal governance ensuring fairness, equity, and parity across the group
Performance Differentiation aligns 'performance continuum' to 'pay continuum' which implies that a consistent top performer is positioned at the higher side of the pay range for a particular level
Sector Benchmarking ensures that rewards are sector and geography driven, through specific market benchmarking studies being conducted once in 2 years
Peer Benchmarking facilitates benchmarking similar skill sets across sectors or functions to ensure parity and consistency
Compensation Budgeting facilitates defining of annual compensation budgets, after planning for manpower, market movement on salaries, business growth, attrition analysis, among others
Analytics such as compensation cost ratios and Rol on employment costs at business and Group level ensure competitiveness and affordability by aligning costs to business results. Sector peer group analysis on economic parameters provides insights on sector competitiveness and sets ideal ratio for the business

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