Regional HRBP Americas - Global Financial Crimes Division, Vice President

Do you want your voice heard and your actions to count?

Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), one of the world’s leading financial groups. Across the globe, we’re 150,000 colleagues, striving to make a difference for every client, organization, and community we serve. We stand for our values, building long-term relationships, serving society, and fostering shared and sustainable growth for a better world.

With a vision to be the world’s most trusted financial group, it’s part of our culture to put people first, listen to new and diverse ideas and collaborate toward greater innovation, speed and agility. This means investing in talent, technologies, and tools that empower you to own your career.

Join MUFG, where being inspired is expected and making a meaningful impact is rewarded.

The selected colleague will work at an MUFG office or client sites four days per week and work remotely one day. A member of our recruitment team will provide more details.

MAIN PURPOSE OF THE ROLE 

Build trusted advisor relationships with the Regional Business Function Head and their Regional leadership team, along with other key stakeholders including Centres of Expertise (CoE) to deliver high impact people priorities aligned to the firm's people and talent strategy and the global business function’s strategy.

KEY RESPONSIBILITIES

The role will act as the Regional HR business partner for the assigned organisations working with the Global HR Business Partner Lead, Regional Business Function Head and their regional leadership team acting as a strategic advisor and partner to understand business needs, develop HR solutions and drive talent management initiatives regionally.  Represent HR at regional business forums and managing relationships between broader HR teams and business at a regional level.

Strategic Advisory

• Work with the Global HR Business Partner Lead, Regional Business Function Head and their regional leadership team to define the future state at a regional level, based on the operating model, design principles and business area responsibilities and implement the operating model in collaboration with ER teams where relevant.
• Partner with the Regional Business Function Head and key stakeholders to deliver the people and talent strategy aligned to the global business function strategy. 
• Act as a trusted advisor to the Regional Business Function Head and their regional leadership team, providing HR support, coaching and direction on people issues.
• Lead regional business function change initiatives in collaboration with the Global HR Business Partner Lead, relevant CoEs and other stakeholders.
• Partner with key stakeholders, to embed the firm's people priorities across the regional business function bringing together outputs of key global processes, contributing to the shaping of the global talent agenda and working with the Regional Business Function Head and their regional leadership team on critical talent processes.
• Understand and articulate the global business functions' strategic priorities and the implications for the region.
• Utilise expertise and knowledge to assess current state and identify optimisation opportunities for structural change.
• Establish effective relationships and knowledge sharing with CoE’s to facilitate excellent client service delivery.
• Ensure effective communication and coordination of efforts regionally to support standardised, seamless delivery of strategic advisory activity to GHR.

Talent

• Partner with the Global Business Partner Lead, Regional Business Function Head and key stakeholders to deliver the people and talent strategy aligned to the global business functional strategy.
• Actively contribute to the people and talent strategy formation by collaborating with relevant HR colleagues (regionally), representing the needs of the assigned client group and bringing market knowledge of leading practice HR, to shape and deliver regional HR projects linked to the people and talent strategy.
• Lead on “know your talent” activities and proactively engage with the regional leadership team and relevant stakeholders to identify and develop talent pools.
• Coach leaders on the engagement and retention of key talent.
• Support the Global HR Business Partner Lead in the Talent Review for the assigned client group globally including the identification of high potential talent regionally partnering with the regional leadership team to consider retention, development, progression opportunities
• Build a deep understanding of high-performing and high-potential individuals within the assigned client group and across all regions.
• Support and drive initiatives to retain and develop colleagues, including clearly defining career paths and development plans for identified talent.
• Partner with Talent, Learning & Culture (TL&C) and HR Solutions to execute talent evaluation activities, development initiatives, succession planning, and other cyclical or ad-hoc activity.

Succession Planning

• Support the Global HR Business Partner Lead, Regional Business Function Head in succession planning for their leadership roles.
• Work with the Global HR Business Partner Lead, Regional Business Function Head and their leadership team to identify critical roles and/or skills for future leadership roles and potential pipeline of successors. 
• Where there is a lack of pipeline, work with the relevant stakeholders to identify solutions. Create development plans for future successors, actively review the plans and hold key stakeholders to account to implement the plans.
• Have visibility and awareness, monitor and track both global and internal mobility moves across the assigned client group.
• Partner with the Global HR Business Partner Lead, Regional Business Function Head and their leadership team, as well as the DEI colleagues to embed inclusion into the culture, decision making and strategic priorities for the global business function to deliver against inclusion objectives to recruit, develop and retain diverse talent.
• Coach, challenge, and develop managers and team members to enhance performance, providing guidance on career development and skill building.

Talent Acquisition

• Collaborate, plan and anticipate with the regional leadership team future recruitment needs, ensuring the TA team are aware and briefed on future requirements, ensuring alignment with the global strategy.
• Partner with Regional Business Function Head and TA team on senior and strategic appointments (MD) in region including the recruitment and overall on-boarding experience.
• Liaise with the TA team to overcome challenges in the hiring process, and work with them to identify solutions.
• Ensure hiring is reflective of the agreed Human Capital Plan and provide reporting and metrics to Regional Business Function Head and their leadership team on status including any risks to the plan.

Performance & Reward

• Support the Regional Business Function Head and their leadership team through the performance process and positively challenge them to influence objective and fair performance and reward outcomes that are consistently applied across the global function, and which align to MUFG’s performance & reward strategy.
• Through the performance management process and approach, ensure annual performance assessments are conducted. This includes the annual goal setting process, the mid-year review process and year-end review process to raise the bar on performance evaluation.
• Lead the regional moderation of performance ratings across the regional business function.
• Partner with the Performance, Rewards, Benefits (PRB) Centre of Excellence and the regional business partners to execute the year end compensation processes, including leading regional functional calibration exercises.
• Review compensation arrangements for the regional leadership team and prepare the Regional Heads for the discussions that will take place in the compensation review cycle in partnership with the Global HR PRB and HR Solutions to execute cyclical performance management and reward processes for assigned client group.
• Provide coaching to regional and local leaders on effective performance management intervention.

Career Development

• Work with the Regional Business Function Head to identify the development needs of the regional leadership team and objectives to be achieved and provide ongoing support and solutions to ensure continued development.
• Work with key stakeholders to develop top talent in alignment with business strategy and support raising their profiles within and outside of their function, including potential opportunities that may be available in other areas (including different locations).
• Use outputs of the talent pipeline reviews, employee listening, people data and analytics, succession planning, etc. to identify career development opportunities and plan for key roles, high performers, and diverse talent.
• Responsible for assessing training needs and effectiveness for areas assigned.

Employee Relations

• Serve as point of contact for conflict resolution and provide appropriate recommendations/action to the management team.
• Conduct impact analysis and create implementation plans for changes to structure, roles and workforce transition in collaboration with the regional business partners and ER representatives
• Where required support investigation of ER issues other complaints.
• Work in collaboration with the Regional Business Functional Head and their leadership team on local legal issues and engage with local legal counsel as needed. 
• Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible.

Attrition/Engagement Actions

• Review and use broader exit interview themes and other forms of employee data points to produce thematic reviews (e.g. global engagement survey results) to develop, drive and embed solutions with key stakeholders, that will drive change to attract, retain and motivate talent.

Inclusion

• Partner with the Regional Business Function Head and their global leadership team, as well as the Regional Lead of DEI to embed inclusion into the culture, decision making and strategic priorities for the regional business function to achieve our cultural objectives to recruit, develop and retain diverse talent.
• Drive the regional business functions' inclusion objectives in unison with the objectives and action plans for the region.
• Proactively build knowledge and understanding of the global DEI strategy, enablers and priorities.

Wellbeing and Employee Experience

• Partner with the Regional Business Function Head and their leadership team, as well as the Regional Benefits Lead to ensure that wellbeing objectives and action plans are implemented within the region.
• Proactively build knowledge and understanding of the wellbeing strategy, enablers and priorities.

• Frequently engage in a wide range of employee listening methods to identify regional themes for the global business function and inform timely solutions to protect and enhance employee wellbeing.

Financial Management, Risk, Data and Analytics

• Partner with HR Business Partner peers and the HR Analytics function to actively promote a data-driven approach to human capital decisions by providing consistent and comprehensive GHR metrics, dashboards, and other data to support discussions, ensuring that the Regional Business Function Head is informed on trends, market data, and relevant KPIs to support their decision making on key people processes.
• Understand and interpret metrics and combine this with relevant interpretation of people data, analytics and reporting to support the Regional Function Head and their global leadership team with their decision making on key people processes.
• Partner with HR Business Partner peers and the HR Analytics function to leverage consistent reporting standards developed by the function.
• Use broader data from other sources of employee listening from across the firm, e.g. people survey, global engagement survey, skip level meetings, focus groups, to give a broader perspective and insight on leadership, inclusion and wellbeing across the global function.

Risk Management and HR Policy

• Interpret and advise on GHR policy to assist in identifying, managing and finding viable solutions to associated people risk
• Partner with stakeholders to ensure HR Advisory policies and practices are applied consistently, within global standards and have addressed any regional and/or local regulatory requirements.

WORK EXPERIENCE

Essential:

• Extensive experience in an HR business partner or similar role, preferably at a global or regional level in a matrixed environment.
• Proven track record of developing and implementing strategic HR initiatives that have demonstrably contributed to achieving business objectives and enhanced overall business performance.
• Experience of partnering with and influencing senior leaders and their leadership teams and working collaboratively with key stakeholders to create joint expectations and deliverables.
• History of delivering results in a high pressured, fast-paced, heavily matrixed environment.
• Collaboration and influence skills, with proven ability to address and manage stakeholder needs while prioritising competing objectives and achieving results.
• Proven ability to work effectively across cultures and in a global environment.

SKILLS AND EXPERIENCE

Functional / Technical Competencies:

Essential Demonstrable Strengths

• Deep understanding of generalist HR practices and experience of large-scale cyclical talent, performance management, and compensation activity.
• Exceptional discretion and tact to adeptly handle highly confidential and delicate information about peers and colleagues.
• Strong business acumen with an understanding of global and regional business dynamics
• Excellent written and verbal communication skills, with demonstrated ability to present effectively to the highest levels of global leadership.
• High degree of adaptability and resilience
• Highly numerate and comfortable navigating and analyzing data to support HR strategy that serves business needs
• Strong knowledge of HR policies and procedures, employment/labor laws and current regulations
• Significant experience overseeing budgets and resources, as is required
• Proficiency with the full range of Microsoft Office applications (PowerPoint, Excel, Word, Outlook, and Teams)
• May need to lead and manage a team of Business Partners in the execution of the Business Group people strategy including the effective communication and cascade of information, setting of performance goals and objectives, performance management and identifying personal and professional development opportunities for direct reports

Education / Qualifications:

• Bachelor’s degree or equivalent experience required
   

PERSONAL REQUIREMENTS                                    

• Results driven with a strong sense of ownership and accountability and a proactive, motivated approach.
• Analytical and strategic thinker, with excellent problem-solving skills.
• Ability to work effectively in complex organisational structures and drive outputs.
• Flexible and effective communication skills, coupled with the ability to manage multiple priorities and deadlines effectively.
• Resourcefulness to identify alternate paths and options for achieving results.
• Solid decision-making skills with the ability to demonstrate reasonable judgement.
• Attention to detail and accuracy.
• Excellent organisational skills.
• Flexibility to work well independently as well as effectively collaborate with others.
• Demonstrates strong leadership, leading by example, engaging inclusively and with intent
• Anticipates changing business needs, adjusts priorities accordingly, and allocates necessary resources and budget to achieve objectives
• Demonstrates effective negotiation and influencing skills, comfortable with challenging the status quo
• Sets the tone for successful collaboration with other business units and corporate entities

PERFORMANCE AND DUTIES

The role holder will be assessed in accordance with their employing entity’s performance framework and process, with relevant input obtained from the dual-hatting entity as relevant.

As duties and responsibilities change, the job description will be reviewed and amended in consultation with the role holder. The role holder will carry out other duties as are within the scope, spirit, and purpose of the role as requested by their line manager or Department Head.

The compensation and benefits information in this posting applies to candidates hired in the United States. Candidates hired outside of the United States will be eligible for compensation and benefits consistent with the local market.

The typical base pay range for this role is between $130,000 - $165,000 depending on job-related knowledge, skills, experience, and location. This role may also be eligible for certain discretionary performance-based bonus and/or incentive compensation.

Additionally, our Total Rewards program provides colleagues with a competitive benefits package (in accordance with the eligibility requirements and respective terms of each) that includes comprehensive health and wellness benefits, retirement plans, educational assistance and training programs, income replacement for qualified employees with disabilities, paid maternity and parental bonding leave, paid vacation, sick days, and holidays. For more information on our Total Rewards package, please click the link below.

MUFG Benefits Summary

We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws (including (i) the San Francisco Fair Chance Ordinance, (ii) the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, (iii) the Los Angeles County Fair Chance Ordinance, and (iv) the California Fair Chance Act) to the extent that (a) an applicant is not subject to a statutory disqualification pursuant to Section 3(a)(39) of the Securities and Exchange Act of 1934 or Section 8a(2) or 8a(3) of the Commodity Exchange Act, and (b) they do not conflict with the background screening requirements of the Financial Industry Regulatory Authority (FINRA) and the National Futures Association (NFA). The major responsibilities listed above are the material job duties of this role for which the Company reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of conditional offer of employment, if any.

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities duties and skills required of personnel so classified.

We are proud to be an Equal Opportunity Employer and committed to leveraging the diverse backgrounds, perspectives and experience of our workforce to create opportunities for our colleagues and our business. We do not discriminate on the basis of race, color, national origin, religion, gender expression, gender identity, sex, age, ancestry, marital status, protected veteran and military status, disability, medical condition, sexual orientation, genetic information, or any other status of an individual or that individual’s associates or relatives that is protected under applicable federal, state, or local law.