Regional HRBP Americas - Risk, Credit & Audit, Vice President

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.This

• “Americas Region”
• position is location agnostic and can be performed in any location where MUFG has an office or is registered to conduct business in the Americas. Internal mobility and local workstyle requirements apply.
• 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

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