Overview

Join to apply for the Vice President, Global Talent Management EMEA role at MUFG.

The Global Talent, Learning & Culture team is responsible for a range of key HR areas and processes across the Global MUFG Bank and Securities business, including Learning & Development, Talent Management, Talent Acquisition & Mobility, and Culture & Engagement. The role of Talent, Learning & Culture is to ensure that MUFG maintains a high performing workforce, and is an organisation where people can join, accelerate, learn, develop and progress their careers alongside their personal goals. The team aims to provide sound expert advice and resources to both HR and business colleagues, and to deliver programmes that support the development of high performing and engaged teams. This role will work on global and regional engagements, with flexibility for meetings and connectivity across AMER, APAC, and EMEA time zones. The VP, Global Talent Management is a member of the Global Talent, Learning and Culture team within Global Human Resources (GHR). The Talent Management team focuses on talent identification/review and related processes, including Talent Review, succession/contingency planning, promotions, and individual development planning (IDP).

Responsibilities

• Contribute to the creation of innovative, evidence-based talent management strategies that align with and drive the organization’s strategy.
• Leverage talent data and analytics to understand return-on-investment and impact, inform the business, and identify and implement talent strategies for future workforce requirements.
• Stay abreast of industry trends and best practices in Talent and the future of work, incorporating new methodologies and technologies as appropriate.
• Process Lead & Management: Consult with stakeholders to understand business priorities, identify requirements and propose effective solutions. Build out a multi-year strategy for talent areas, with responsibilities split across three Talent Partner roles and rotation opportunities:

• Annual Promotions
• Talent Review & Succession Planning ("Know your Talent")
• Development Planning ("Grow your Talent")
• Continuously globalise and improve the above processes in line with the Global HR and business vision and strategy.
• Identify opportunities for improvement through internal diagnosis and process reviews, external research on best practices and new ideas.
• Monitor KPIs, SLAs and controls and suggest actions with partners to deliver effective processes and outcomes.
• Contribute to enhancement and optimization of talent initiatives by sharing best practices and ensuring successful implementation globally.
• Leverage technologies to improve the worker experience and resolve Talent Enablement requests.

• Talent Partnership: Business Line Consult with HR Business Advisors and Leaders for Global Business Groups to understand priorities, identify requirements, and establish effective talent & development solutions. Advise leaders on tools such as job assignments, rotations, assessments, development programs, training, coaching and mentoring.
• Participate in business Talent meetings to provide expertise and challenge leaders to act on Talent, mitigating talent gaps with proactive measures.
• Support partners in HR Business Advisory, HR Solutions and HR Central Services to deliver critical Talent processes.
• Provide 1:1 support to key Talent to develop robust succession plans.
• Communicate Talent Learning & Culture product suite to HR colleagues and leaders to drive collaboration and impact.
• Provide thought leadership on Talent, Succession and Development to business leaders and executives.

• Talent Partnership: Regional Responsibilities (one VP, Global Talent in each region) Collaborate with the Senior TL&C region lead and CHRO to address regional talent needs and gaps; oversee regional and global talent committee documents; ensure regulatory compliance for Talent and Succession planning; review the regional promotion pipeline; respond to feedback to inform Talent decisions and drive firm-wide strategy; support transition/enhancement/retirement of regional programmes towards a Global model.

Additional duties as required to support the agenda of GHR.

Work Experience

Essential:

• In-depth knowledge of talent management principles, practices and tools
• Experience in a talent management function within a complex global environment
• Experience working with managers and leaders to build a talent-driven organisation
• Proven strength in talent identification, performance management and development
• Experience managing projects with multiple stakeholders
• Experience driving a high performance culture through talent and development initiatives
• Proven experience communicating and presenting to senior management

Skills And Experience

Functional / Technical Competencies:

Essential

• Strong written, verbal and interpersonal communication skills; able to adapt style to audience
• Strong problem-solving skills and stakeholder management
• Ability to work independently to define and implement solutions
• Strong leadership and influencing skills
• Strong decision-making skills with sound judgement
• Experience managing multiple projects, deadlines and stakeholders
• Ability to prioritise a challenging workload and meet tight deadlines
• Excellent attention to detail in high-pressure environments

Education / Qualifications

Preferred: A degree or equivalent qualification/experience in Human Resources or related field.

Personal Requirements

• Strong interest in Talent with a passion for developing a high performing workforce
• Results-driven with accountability
• Creative and innovative approach to work
• Confident and strategic with ability to lead and motivate a high-performing team
• Ability to articulate and implement the vision and strategy for GHR

Performance and Duties

The role holder will be assessed under the employing entity’s performance framework with relevant input from the dual hatting entity. Duties may change and will be reviewed with the role holder. The role may include additional duties within scope, spirit and purpose of the role as requested by the line manager or Department Head. Flexible working requests are considered in line with organisational requirements.

MUFG is committed to an inclusive culture where all employees are valued, respected and opinions counted. We support equality, diversity and inclusion in recruitment and employment and oppose all forms of discrimination on grounds of age, sex, gender, sexual orientation, disability, pregnancy and maternity, race, gender reassignment, religion or belief, and marriage or civil partnership. We make recruitment decisions in a non-discriminatory manner in accordance with law and our right skills approach.

Notes: Seniority level and employment type are listed as Mid-Senior level and Full-time respectively. Job function: Human Resources; Industries: Financial Services and Banking.

We’re open to flexible working requests where possible.

London, England, United Kingdom