Purpose of role:

The Vice President, Global Talent Management, is a team member of the Global Talent, Learning and Culture team within Global Human Resources (GHR).

The Talent Management team focuses on talent identification/review and associated processes, including Talent Review, succession/contingency planning, promotions, individual development planning (IDP). The main purpose of this role is to deliver impactful, integrated global talent strategies that empower a brighter future for our people and our business.

The role holder will work with teams across HR and MUFG to support continuous organisational enhancement which helps MUFG achieve its vision to be the world’s most trusted financial group. The role holder will partner with internal key stakeholders and to develop, manage and deliver talent solutions.

Job 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 scenarios, 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 one of the following (Responsibilities are to be split across three Talent Partner roles, with opportunity to rotate and lead different areas over time):

• 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 undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas
• Monitor KPIs, SLAs and controls and suggest actions, working with partners in TL&C, HRCS, P&R, HRBA and Solutions to deliver effective processes and achieve desired outcomes.
• 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 scenarios, 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 one of the following (Responsibilities are to be split across three Talent Partner roles, with opportunity to rotate and lead different areas over time):

• 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 undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas
• Monitor KPIs, SLAs and controls and suggest actions, working with partners in TL&C, HRCS, P&R, HRBA and Solutions to deliver effective processes and achieve desired outcomes.
• Contribute to the enhancement and optimization of all above initiatives by sharing views on best practice, business and geography insights, and ensuring successful implementation of all talent processes in every region.
• Leverages technologies to ensure a positive worker experience by proactively seeking information to solve Talent Enablement requests and create efficiencies

Talent Partnership: Business Line

• Consults with HR Business Advisors and Leaders for selected Global Business Group(s) to understand business priorities, identify requirements and establish effective talent & development solutions. Advise leaders on the effective utilization of development tools such as job assignments, job rotations, assessments, development programs, training, and coaching and mentoring
• Actively participate in business Talent meetings to provide expertise and challenge leaders to take inclusive and appropriate action on Talent. Recommend strategies to mitigate talent gaps through proactive measures
• Support partners in HR Business Advisory, HR Solutions and HR Central Services to deliver on critical Talent processes effectively.
• Provide 1:1 support to key Talent where required, to support the creation of robust development plans for critical successors.
• Communicate the full Talent Learning & Culture product suite to HR colleagues and leaders in a compelling and engaging way, to drive collaboration and impact.
• Provides thought leadership relating to Talent, Succession and Development to business leaders and business executives

Talent Partnership: Regional Responsibilities (one VP, Global Talent in each region)

• Collaborate with the Senior TL&C region lead, and Chief Human Resources Officer (CHRO) to respond to regional needs and understand the talent landscape and address talent gaps and development needs
• Responsible for the creation / oversight of regional and global talent committee documents
• Ensure compliance with regulatory expectations of Talent and Succession planning within the jurisdiction(s) covered
• Review the regional promotion pipeline in collaboration with HR Business Advisory/ CHRO, supporting the business to ensure that nominations fall within business plans, target operating models and role size requirements
• Respond to feedback received through formal and informal feedback channels in region, using qualitative and quantitative information to inform Talent-related decisions and drive forward the firmwide business strategy
• Support with the transition/ enhancement/ retirement of regional programmes as appropriate, through the transition towards a Global model.

Additional duties as required to support the agenda of GHR, as required

Job Requirements:

Essential:

• In-depth knowledge of talent management principles, practices and tools
• Minimum 7 years of experience managing in a talent management or similar function across a complex global environment
• Experience working with managers and leaders to build a talent-driven organisation
• Proven strength in talent identification, performance management and talent development
• Minimum 5 years of experience managing projects with multiple stakeholders
• Experience driving a high performance culture in an organization through talent and development initiatives
• Proven experience in communicating and presenting confidently and competently to senior management

Functional / Technical Competencies:

Essential

• Strong written, verbal and interpersonal communication skills, able to adapt style and tone to suit the audience.
• Strong problem-solving skills, working with different stakeholders and managing priorities.
• Ability to work independently and autonomously to define and implement solutions.
• Strong leadership and influencing skills
• Strong decision making skills, the ability to demonstrate sound judgement
• Experience in managing multiple projects, deadlines and stakeholders
• Demonstrates an ability to prioritise a challenging workload and act with urgency, delivering to multiple, sometimes tight, deadlines
• Excellent attention to detail and ability to perform well in a pressurised environment

Education / Qualifications:

• Degree and experience in Human Resources or other similar field.

PERSONAL REQUIREMENTS

• A strong interest in Talent with a passion for identifying and developing a high performing workforce and making a difference
• Results driven, with a strong sense of accountability
• A creative and innovative approach to work
• A confident and strategic approach, with the ability to lead, motivate and provide clear direction to a high-performing team
• The ability to articulate and implement the vision and strategy for GHR

PERFORMANCE AND DUTIES

The role holder will be assessed in accordance with their employing entity’s performance framework and process, with relevant input obtained from the dual-hatting entity as relevant.

As duties and responsibilities change, the job description will be reviewed and amended in consultation with the role holder. The role holder will carry out other duties within the scope, spirit, and purpose of the role as requested by their line manager or Department Head.