Vice President, Global Talent Management

**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. EDUCATION
- Degree in Human Resources, Business Administration, or related field or equivalent work experience equally preferable
CERTIFICATIONS
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
RESPONSIBILITIES
- 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
- 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 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. At MUFG, our colleagues are our greatest assets. Our Culture Principles provide a roadmap for how each of our colleagues must think and act to become more client-obsessed, inclusive and innovative. They reflect who we are, who we want to be and what we expect from one another. We are excited to see you take the next step in exploring a career with us and encourage you to spend more time reviewing them! **Our Culture Principles** + Client Centric + People Focused + Listen Up. Speak Up. + Innovate & Simplify + Own & Execute