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Senior HR Business Partner Manager, Managing Director

Company: MUFG
Location: New York
Posted on: November 11, 2019

Job Description:

?Discover youropportunity with Mitsubishi UFJ Financial Group (MUFG), the 5th largestfinancial group in the world (as ranked by S&P Global, April 2018) withtotal assets of over $2.9 trillion (106.2 (JPY) as of March 30, 2018) and150,000 colleagues in more than 50 countries. In the U.S., we?re 13,000 strong,working together to positively impact every customer, organization, andcommunity we serve. We achieve this by delivering on our values, putting peoplefirst, fostering long-term relationships built on honesty and mutualunderstanding, and inspiring the best in each other. This is all part of ourinclusive, high-performing culture supported by Total Rewards that include ourcash balance pension plan. Join a team that?s working to fulfill its vision tobe the world?s most trusted financial group.?Job Summary: ?Direct allaspects of a division's Human Resources (HR) policies, objectives, andinitiatives for the Operations and Technology Line of Business. Manage,anticipate and plan for long-term HR needs and trends in partnership withbusiness management. ?Major Responsibilities:?

  • Provide counsel to senior level managers on HR-related issues.
  • Develop and maintain HR policies and procedures to ensure equitable employment practices, and a safe and professional work environment.
  • Manage and provide guidance to the activities of professional staff in HR group.
  • Oversee the recruitment of staff and actively participate in the process at the Managing Director and Director levels.
  • Promote and enhance Bank-wide HR initiatives.
  • Manage the Bank?s Evaluation & Compensation Program for a division or collection of business units/functions.
  • Work with senior business and department executives to develop effective HR strategies for a division or collection of business units/functions balanced with day-to-day high-level operational execution in support of senior executives.
  • Identify the division or collection of business units/functions priorities and challenges from business plans and translating them into value-added HR strategies and organizational initiatives that assist leadership in sustaining a positive working environment to foster employee engagement.
  • Formulate strong partnerships across the HR function to deliver various workforce and talent management programs, e.g. talent acquisition, compensation, benefits, employee relations, performance management, retention and succession planning. Acting as a liaison to other human resources functions, in support of HR initiatives, when necessary.
  • Monitor various HR trends by preparing and analyzing reports from employee data. Present analysis and recommendations to business leaders and work to develop action plans for addressing identified HR issues.?Skills & Knowledge:?Human Resources Policies, Strategies andEnvironment - Knowledgeof major responsibilities, accountabilities, and organization of the HumanResources (HR) function or department; ability to use and effectivelyadministrate the organization's HR policies, strategies and environment.Champions the adoption of new tools and techniques used in leading anddirecting an HR organization.? Advocatesthe mission, vision and objectives of the HR function.? Leads the design and implementation of major HRinitiatives and programs.? Designsfinancial, staffing and competency requirements for HR associates.? Develops HR organizational strategies basedon business and industry trends and experiences.? Leads discussions on the theoreticalbackground of the evolving roles and responsibilities of the HR function.?Human Resources Planning and Development - Knowledge of policies, considerationsand processes of human resources (HR)planning and development; ability to planand develop an organization's HR operations in order to increase individual andorganizational effectiveness. Develops a system to collect HR operationalissues and challenges within the organization.?Predicts key roles and trends of HR planning and development within theindustry.? Establishes best practices ofhuman resources planning and development within the industry.? Forecasts future developments within the HRindustry and plans accordingly.? Designstraining programs to improve the communication between HR functions andbusiness units.? Leads in aligning HRplanning and development with the organization's overall strategy.?Strategic Thinking - Understanding of the importance of"big picture" thinking and planning and ability to applyorganizational acumen to identify and maintain focus on key success factors forthe organization. Positions the company in anticipation of new marketplacetrends, opportunities, and vulnerabilities. Makes sound business decisions whenfaced with complex and contradictory alternatives. Develops long-term strategicalliances and partnerships that increase the company's competitiveadvantage.? Equips the organization tobecome an effective long-term competitor.?Prepares for business decisions with thorough briefings andconsultations. Helps navigate the organization in a dynamic competitivelandscape.?Influencing - Knowledge of effective influencingtactics and strategies; ability to impact decisions within and outside ownorganization. Gains acceptance of ideas and suggestions from senior businessexecutives. Defines strategies and plans for influencing multiple decisionmakers. Coaches others on effective influencing strategies and tactics.Demonstrates ability to influence at all levels of the organization. Debatesissues to bring the most critical points to the forefront for decision making.Influences high-impact, high-risk and highly complex situations.?Decision Making and Critical Thinking- Knowledge of the decision-makingprocess and associated tools and techniques; ability to accurately analyzesituations and reach productive decisions based on informed judgment. Analyzesand discusses alternatives with multiple stakeholders. Shares experiencesregarding optimal timing and circumstances for refraining from or makingdecisions. Coaches others in decision-making models, processes, andpractices.? Differentiates betweencontent and context of a decision. Anticipates special issues andconsiderations for effective decision-making during a crisis.? Monitors developments in critical-thinkingand decision-making models for potential use by organization.? ?Talent Management - Knowledge of the criticalcompetencies required to achieve intended results and ability to generateconsistent approaches for hiring, selection, retaining and leveraging talentacross the organization. Develops the organization's talent management strategyand employment brand.? Forecastsorganizational talent needs and prospective imbalances in the supply and demandof skills.? Promotes methods for growinginternal talent more cost-effectively than hiring from outside.? Generates models for understanding thecurrent and potential dynamics of the talent pipeline.? Champions the implementation of appropriatetechnology and programs to support the talent management strategy.? Creates defensible leadership development andsuccession plans and proactive diversity plans.?Qualifications: ?
  • A minimum of 15 years HR experience with extensive knowledge of HR activities.
  • Experience in Banking or financial services.
  • Ability to manage and direct professional staff.?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.
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Keywords: MUFG, New York , Senior HR Business Partner Manager, Managing Director, Executive , New York, New York

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