Job Title

Do you want your voice heard and your actions to count? Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), one of the worldu2019s leading financial groups. Across the globe, weu2019re 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 worldu2019s most trusted financial group, itu2019s 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. EDUCATIONu2022 Degree in Human Resources, Business Administration, or related field or equivalent work experience equally preferableCERTIFICATIONSWORK EXPERIENCEu2022 6+ years of experience in talent management or HR business partner rolesu2022 Extensive experience in talent review, succession planning, workforce planning, and performance improvement and managementu2022 Proven success in talent development and development programmingu2022 Experience managing the promotion processu2022 Experience in a complex global environmentu2022 Has experience incorporating diversity, equity, and inclusion into talent processes and practicesFUNCTIONAL SKILLSu2022 In-depth knowledge of talent management principles, practices and toolsu2022 Strong proficiency with quantitative analysis and predictive modeling in relation to workforce planningu2022 Proven strength in talent identification, performance review, performance management and talent developmentu2022 Developmental assessments: 360-degree assessments; simulations; high-potential assessments; personality assessments; skills assessments; competency assessmentsu2022 Goal-setting best practices: individual development plans; specific, measurable, achievable, relevant and time-based (SMART) goalsu2022 Workforce planning approaches, techniques and analyses: forecasting; build, buy, borrow and bridge strategies; attrition; gap and solution; supply and demandu2022 Exceptional meeting facilitation skillsFOUNDATIONAL SKILLSu2022 Strong communication and influencing skillsu2022 Identifies multiple paths to success using analytical and critical thinking as well as decision-making skillsu2022 Operates strategically to support a culture of continuous improvement and systems thinkingu2022 Makes sound business decisions in a complex work environmentu2022 Collaborates with other business functions and divisions to advance business objectivesu2022 Is flexible, decisive, and able to establish support from leadershipu2022 Monitors industry trends and best practices and applies insights to advance the businessu2022 Exhibits and fosters optimism, resilience, flexibility, and openness to others' ideasu2022 Inspires innovation and values learning as a lifelong professional objectiveu2022 Leads by example, engaging inclusively and with intentu2022 Always acts with integrityRESPONSIBILITIESu2022 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 managementu2022 Assess quantitative analysis and predictive modeling of internal and external data and benchmarks and make recommendations based on findingsu2022 Collaborate with the Chief Human Resources Officer (CHRO) and HR Business Partners to understand the talent landscape and address talent gaps and development needsu2022 Assess return-on-investment and impact scenarios, identifying and implementing talent strategies for future workforce requirementsu2022 Lead business units in succession and contingency planningu2022 Responsible for the creation of regional and global talent committee documentsu2022 Manage initiatives for emerging leaders and leadership developmentu2022 Lead the talent review and promotion process, ensuring fair and consistent evaluation and feedbacku2022 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 requirementsu2022 Consult with stakeholders to understand business priorities, identify requirements and propose effective development solutionsu2022 Link individual and team performance to development opportunities and promotionsu2022 Work with business leaders to diagnose business line performance problems and organizational effectiveness issuesu2022 Conduct performance management, including advising on development opportunitiesu2022 Responsible for developing and implementing talent development initiatives with a focus on internal mobility and career developmentu2022 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 ideasu2022 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 Angelesu2019 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 individualu2019s 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