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HR Business Partner, Vice President - IT Transformation

at MUFG Americas

Posted: 2/14/2019
Job Status: Full Time
Job Reference #: 10024953-WD-SECONDARY-45
Keywords: human resources

Job Description

Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), the 5th largest financial group in the world (as ranked by S&P Global, April 2018) with total assets of over $2.9 trillion (106.2 (JPY) as of March 30, 2018) and 150,000 colleagues in more than 50 countries. In the U.S., we're 13,000 strong, working together to positively impact every customer, organization, and community we serve. We achieve this by delivering on our values, putting people first, fostering long-term relationships built on honesty and mutual understanding, and inspiring the best in each other. This is all part of our inclusive, high-performing culture supported by Total Rewards that include our cash balance pension plan. Join a team that's working to fulfill its vision to be the world's most trusted financial group.

Program Summary:
MUFG Americas is embarking on a business and technology transformation to effectively deliver five key business imperatives: Compliance, Growth, Business Agility, Client Experience, & Collaboration. The Integrated Services for the Americas (called ISA, comprised of Technology & Operations functions for firm in the Americas), especially the Technology functions, will be undergoing a significant change to the Technology Operating Model.
The Transformation Program will be a multi-year effort that will implement a scalable, secure, compliant, and efficient technology platform for the bank. Modernization projects will include a simplification of the application portfolio, migration to cloud application hosting, enhancement of in-house data centers, implementation of collaboration tools, implementing DevOps tools and support model, and implementing Agile development methodology. The program will enable the Technology organization to be 'fit for growth' to meet future acquisition, customer growth, and product needs; drive a reduction in technology operating costs; increase business value and speed-to-market; minimize risk; and ensure security and compliance.
Job Summary:
Human Resources will play a significant role in supporting these significant changes to the Technology Operating Model, by building and executing a Human Capital Strategy to support the business' strategic direction. This change will involve creating a product-centric software delivery organization, re-skilling the existing population, acquiring key talent, re-aligning the organization, designing new career paths and job families, investing in new talent programs, re-thinking and re-shaping HR practices and processes to promote the new business Operating Model, and organizational change management.
The Vice President HR Business Partner will fulfill a key role as a partner to the ISA HRBPs and line of business by supporting the strategic HR agenda in support of the overall Transformation Program. S/he will contribute to the business strategy by helping HRBPs and business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes. S/he will facilitate overall organization and coordination amongst HRBP team on ISA Human Capital initiatives to ensure alignment on key strategic business- and HR-driven activities
Major Responsibilities:
  • Manage various projects and programs related to the ISA Transformation Talent Strategy, and participate in functional and cross-functional initiatives, aligned to business human capital agenda
  • Develop and execute change management strategies
  • Assist the business in forecasting and planning their talent pipeline requirements in line with the business target operating model
  • Support the business with its organizational re-alignment, including organizational design, completion of ER reviews, and designing career paths and job families; create and maintain documentation associated with this support
  • Identify skill gaps in the existing population, and deploy strategies to close those gaps, including training and development
  • Review and benchmark the internal and external environment to improve HR policies and initiatives; keep current on progressive HR practices and key trends
  • Act as a liaison between managers and employees by connecting them to appropriate HR Centers of Expertise (COEs); engage with our partners in the COEs to develop and deliver business-driven programs and solutions
  • Develop thorough understanding of MUFG HR policies and procedures; cultivate relationships with and understanding of HR COE responsibilities and processes
  • Influence and shape HR processes to align to clients' operating model, especially agile ways of working; bring ideas to the table
  • Develop and promote feedback mechanisms for employees and leaders to influence the continuous improvement of HR services and processes
  • Get to know and build relationships with talent at all levels of the ISA organization
  • Strengthen leadership and coaching culture in the organization
  • Identify and drive the communication and sharing of best practices across functions to facilitate continuous improvement
  • Organize and interpret data from multiple sources to identify common trends and implications relevant to Talent Management; conduct analysis and develop accurate and timely Talent Management metrics/reports; measure the impact of talent programs on the business and the workforce
  • Bachelor's degree in Human Resources, Business Administration, or related combination of education and experience.
  • 5+ years of human resources experience
  • Strong knowledge of HR policies and processes, including performance management, talent development, and employee relations
  • Strong interpersonal, communication and customer service skills
  • Strong business acumen, and clear, comprehensive understanding of the link between HR and business strategy
  • Strong Project Management skills, with cross-functional teams working across organizational lines; experience involving concept development through implementation and measurement stages
  • Ability to develop clear, actionable steps in support of an overall business strategy or project
  • Exceptional organizational and coordination skills, for self and project team
  • Instinctively operates with an employee-focused, win-win, digital mindset
  • Ability to identify new and creative ways for HR to support the business strategy; ability to challenge and improve status quo
  • Strong and inclusive relationship-building, influencing, collaboration, partnering, and consensus-building skills
  • Flexibility: ability to pivot rapidly to respond to new or changing priorities in a fluid team environment
  • Learning agility: ability and willingness tolearnfrom various experiences, accept feedback from various partners, and apply those lessons to perform effectively in new and different situations; eager to try new things and present new ideas
  • Intellectual curiosity: asks probing questions in order to peel back layers to get at the foundational ideas concerning a particular issue; innately invests time and energy into learning more about a person, place, thing or concept
  • Demonstrates resourcefulness, thought leadership, creative-thinking, inclusiveness, and innovation in response to complex problems
  • Ability to work iteratively, and produce interim deliverables on a same-day or next-day basis, when so required
  • Working knowledge of HR information systems and Microsoft Office
  • Experience delivering presentations and facilitating meetings concerning complex content
  • Influence outcomes through respectful advocacy and persuasion
  • Possess superior judgment in decision making; maintain confidentiality and sensitivity to all issues
  • Communicate with all levels within the organization, including executive management.
  • Demonstrates strong analytical abilities with proven ability to analyze quantitative and qualitative data, identify linkages, patterns and themes

Desired (Nice to have) Competencies and Experience:

  • Experience in Financial Services, Technology, and/or Consulting industries
  • Knowledge of organizational measurement, statistics and program evaluation
  • Experience designing research and conducting analysis to assess the effectiveness of individual and organizational development
  • Experience working on change management and/or organizational development for large change initiatives, particularly a digital transformation
  • Experience developing career paths and competency models
  • Experience working in a developed HR model with business-aligned HR partners and Centers of Expertise (COEs)
  • Experience working on Inclusion & Diversity Initiatives
  • Experience in an agile working environment
  • Knowledge or experience of agile development methodologies, DevOps, Cloud computing, digital technologies
  • Experience working on large, complex programs and projects
  • Working knowledge of Workday
  • Experience using JIRA to manage the work of a cross-functional project team
The above statements are intended to describe the general nature and level of the 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 / Affirmative Action 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 in employment decisions on the basis of any protected category.
A conviction is not an absolute bar to employment. Factors such as the age of the offense, evidence of rehabilitation, seriousness of violation, and job relatedness are considered in all employment decisions. Additionally, it's the bank's policy to only inquire into a candidate's criminal history after an offer has been made. Federal law prohibits banks from employing individuals who have been convicted of, or received a pretrial diversion for, certain offenses.

Application Instructions

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