Vice President, Global Talent Management

Join Mitsubishi UFJ Financial Group (MUFG)

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.
The Talent Management team focuses on talent identification/review and associated processes, including succession/contingency planning, promotions, individual development planning (IDP), workforce planning, and performance management.
Responsibilities

Assess quantitative analysis and predictive modeling of internal and external data and benchmarks and make recommendations based on findings
Collaborate with the Chief Human Resources Officer (CHRO) and HR Business Partners to understand the talent landscape and address talent gaps and development needs
Assess return-on-investment and impact scenarios, identifying and implementing talent strategies for future workforce requirements
Lead business units in succession and contingency planning
Responsible for the creation of regional and global talent committee documents
Manage initiatives for emerging leaders and leadership development
Lead the talent review and promotion process, ensuring fair and consistent evaluation and feedback
Manage the promotion pipeline in collaboration with Human Resources Business Partners (HRBPs), supporting the business to ensure that nominations fall within business plans, target operating models and role size requirements
Consult with stakeholders to understand business priorities, identify requirements and propose effective development solutions
Link individual and team performance to development opportunities and promotions
Work with business leaders to diagnose business line performance problems and organizational effectiveness issues
Conduct performance management, including advising on development opportunities
Responsible for developing and implementing talent development initiatives with a focus on internal mobility and career development
Identify opportunities for improvement within HR through undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas
Develop papers and materials for senior committees and regulators to demonstrate compliance with expectations, and highlight risk and mitigation as required
Work Experience

6+ years of experience in talent management or HR business partner roles
Extensive experience in talent review, succession planning, workforce planning, and performance improvement and management
Proven success in talent development and development programming
Experience managing the promotion process
Experience in a complex global environment
Has experience incorporating diversity, equity, and inclusion into talent processes and practices
Functional Skills

In-depth knowledge of talent management principles, practices and tools
Strong proficiency with quantitative analysis and predictive modeling in relation to workforce planning
Proven strength in talent identification, performance review, performance management and talent development
Developmental assessments: 360-degree assessments; simulations; high-potential assessments; personality assessments; skills assessments; competency assessments
Goal-setting best practices: individual development plans; specific, measurable, achievable, relevant and time-based (SMART) goals
Workforce planning approaches, techniques and analyses: forecasting; build, buy, borrow and bridge strategies; attrition; gap and solution; supply and demand
Exceptional meeting facilitation skills
Foundational Skills

Strong communication and influencing skills
Identifies multiple paths to success using analytical and critical thinking as well as decision-making skills
Operates strategically to support a culture of continuous improvement and systems thinking
Makes sound business decisions in a complex work environment
Collaborates with other business functions and divisions to advance business objectives
Is flexible, decisive, and able to establish support from leadership
Monitors industry trends and best practices and applies insights to advance the business
Exhibits and fosters optimism, resilience, flexibility, and openness to others' ideas
Inspires innovation and values learning as a lifelong professional objective
Leads by example, engaging inclusively and with intent
Always acts with integrity
Education

Degree in Human Resources, Business Administration, or related field or equivalent work experience equally preferable
The typical base pay range for this role is between $111K - $140K depending on job-related knowledge, skills, experience, and location. This role may also be eligible for certain discretionary performance-based bonuses 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, and paid vacation, sick days, and holidays.
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.