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Organizational Change Management, Director
at MUFG Americas
Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), the 5th largest financial group in the world with total assets of over $2.4 trillion (as ranked by SNL Financial, April 2016) and 140,000 colleagues in nearly 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.
The Organizational Change Management (OCM) lead will oversee and manage all OCM initiatives as they apply to the MUFG Infrastructure Technology Modernization program impacting the entire enterprise including but not limited to:
- Microsoft O365 delivering new collaboration tools across MUFG
- Infrastructure/Platform-as-a-Service providing enhanced capabilities across the enterprise through implementing Infrastructure and Platform-as-a-Service
- Rationalizing our application portfolio to be more commensurate with our services while minimizing complexity and mitigating technology End-of-life (EOL) risks
- Common services platform (API) for application delivery to clients both external and internal to the enterprise
- Infrastructure Modernization which is reducing MUFG's data center footprint and migrating appropriate systems to cloud-based infrastructures
- Agile-based management of product development supporting our regulatory and risk requirements
For each of these workstreams, this accountable senior-level role will manage and coordinate virtual teams comprised of senior technology as well as staff outside of technology in helping successfully deliver the proper enterprise-wide OCM outcomes. This individual will work with all departments within the firm including human resources, corporate communications, and the Transformation Office in helping ensure successful coordinating of information flows amongst those teams as well with executive committee senior management. Also, this individual will have ongoing dialogue with the Pillar 3 Transformation Lead and the Chief Information and Operations Officer including status updates and collecting feedback/inputs.
- Apply MUFG's Change Management framework to support improved future-state organizational design and alignment for the various enterprise-wide Technology Transformation efforts mentioned herein
- For each of the efforts mentioned earlier and in collaboration with the respective key leaders, this role will be required to:
- Perform stakeholder analyses with identification of key stakeholder groups: Conduct interviews and focus groups, as necessary, to determine degree of impact; analyze identified stakeholder groups to determine current and desired level of understanding and commitment to the initiatives and their level of influence; outline potential change activities required to address each impacted group
- Develop/update Communication and Stakeholder Engagement Plans: identify relevant change strategies to address impacts faced by stakeholder groups; determine cadence and level of information appropriate for communications for various stakeholder groups; coordinate with MUB Corporate Communications to plan and execute Pillar 3 communications
- Identify training needs and coordinate training efforts: Assess and analyze training needs for stakeholders to identify gaps in needed skills and competencies for the Transformation initiatives; coordinate with pre-identified vendors on training needs of stakeholder group; support the rollout of training to stakeholder groups; coordinate the tracking of training completions across stakeholder groups
- Bachelor's degree or equivalent is required; Master's degree preferred
- 5-10 years of proven experience in OCM, Communication, Training or HR leadership
- Large technological transformation organization change management program and/or communication experience
- Demonstrated influencing skills by making a strong case, bringing others along to their viewpoint; maintains strong, trusting relationships while at the same time is comfortable challenging ideas; able to influence without authority
- Demonstrated ability to work in a fast-paced, high demand environment
- Highly organized and detail-oriented
- Team-player with excellent relationship-building skills
- Excellent interpersonal, organizational, written and verbal communication skills; command-level experience developing strategic and ad hoc communications to engage, inspire and influence individuals and groups at all levels
- Advanced problem solving capability and ability to generate a collaborative, progressive work environment
- Credibility and ability to interact with and influence all levels of the organization
- Ability to understand and perform in the bank's culture
- People management experience, a plus
- Strong technology user skills such as smartphones, tablets, wearables things, a plus
- Strong computer skills in MS Word, PowerPoint, Excel; MS Project and Visio, a plus
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 / 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.