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

Join Mitsubishi UFJ Financial Group

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. 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 organizations 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.

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.

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.

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.

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.

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.

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.

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.

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. 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.

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 prioritizing 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 organizational 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 organizational 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