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Executive Director
Mitsubishi UFJ Financial Group
New York, NY, United States
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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.
Job Summary / Major Responsibilities:
The Transformation Executive for HR will be reporting to the CHRO, serving as a key leader within the Transformation Office, and responsible for leading the design and execution of an integrated people strategy across the business, technology and functional groups. This role will partner closely with our various businesses, key stakeholders, and collaborate closely with all members of the Transformation Office. MUFG’s transformation program consists of three pillars: Core Banking Transformation, Data Strategy, and Technology modernization, with cross-cutting workstreams focused on talent and agile.
Essential Functions:
• Design, develop, and implement a Human Capital strategy to support MUFGs Transformational efforts. This strategy will be comprehensive using all areas of HR to enable employees to execute on a highly critical project for the bank.
• Ensure that the appropriate Human Resources functions are properly aligned and informed to support the banks transformational efforts.
• Review any existing HR processes and identify ways that they can be made more efficient to not only enable transformational efforts, but the efficiency of HR as a whole.
• Develop and implement a change management strategy to drive employees’ understanding of why the bank is engaging in transformation and how their goals or expectations of performance may change.
• Conduct assessment of existing talent of MUFG supporting transformation and identify possible talent/skill gaps. Identify the appropriate HR resources needed to remediate gaps.
• Translate program requirements into FTE needs, engage with areas of HR to design, staff, and compensate FTEs contributing to transformational efforts.
• Provide hands-on team leadership, management and coaching to staff and matrix team.
• Work closely with other executives and senior managers to facilitate problem solving, and to obtain necessary resources to meet objectives.
• Manage the transformation headcount budget allocation process.
• Report out to executive sponsors and governing bodies as necessary.
• Partner to provide seamless cooperation and consistent transparency with Home Office.
Internal/External Relationships:
• Develop and manage relationships with transformational leaders in the Business Units and Information Technology to understand the scope and direction of transformation so that the appropriate HR and other resources are allocated to empower transformational efforts.
• Develop and manage relationships with Human Resources leaders to keep them informed of transformational efforts.
• Ensure leadership is aware of required HR tasks to successfully execute on transformational efforts.
• Develop relationships with external talent groups that will market MUFG as great place to work with significant opportunities in a major transformational project.
Qualifications
Business and Technical Knowledge:
• Deep understanding of how a bank operates in a technical manner so that the right staff can be allocated to execute on transformational efforts.
• Knowledge of the technology landscape impacting the financial services industry and the role HR plays in development, implementation, and maintenance of technology.
• Understanding of project management and new and emerging ways a major transformational project occurs.
Experience/Abilities:
• 15+ years in transformational HR leadership positions in the financial services arena.
• Business and financial acumen, the ability to operate in a dynamic environment, excellent leadership abilities and management skills with a proven record of strategic planning, functional transformation, innovation, change management, and budget and resource management.
• Exceptional professionalism, integrity, dedication, high-level of energy.
• Excellent oral and written communication skills, and strong interpersonal and relationship building and management skills.
• Ability to interact, present and update at the executive and board level.
• Demonstrated ability to drive execution while managing internal stakeholder expectations across the enterprise with metrics and standards in place.
• Knowledge and skills to understand business priorities and partner with business lines to promote the internal and external client experience.
• Experience in leading or influencing teams through direct or matrix management in multiple locations.
Education:
• College degree or equivalent professional experience; advanced degree preferred.
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.