HR Business Manager, Managing DirectorApply Now
- Requisition # 10034783-WD
- Job Type Day
- Location New York, NEW YORK
- Other Locations Phoenix, Phoenix, Charlotte
- Date Posted 04/07/2020
Your potential. Your opportunity.
Do you want your voice heard and your actions to count?
Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), the 5th largest financial group in the world (as ranked by S&P Global, April 2018). In the Americas, we’re 14,000 colleagues, striving to make a difference for every client, organization, and community we serve. We stand for our values, developing positive relationships built on integrity and respect. It’s part of our culture to put people first, listen to new and diverse ideas and collaborate toward greater innovation, speed and agility. We’re a team that accepts responsibility for the future by asking the tough questions and owning the solutions. Join MUFG and be empowered to make your voice heard and your actions count.
Reporting directly to the Chief Human Resources Officer, the HR Business Manager is responsible for developing and managing overall strategic development and execution of Human Resource priorities. The role will have scope of priorities across the Americas to include United States, Latin America, and Canada and function as the liaison with global HR functions. Leads the strategic design and implementation of major HR initiatives and programs. Develops HR organizational strategies based on business and industry trends and experiences. In this scope, the incumbent will work closely senior executives and senior leaders of Human Resources ensuring alignment of strategic priorities and execution. The leader needs to be innovative with nontraditional thinking and approaches to develop tailored solutions to new and ongoing challenges within the bank and department. Oversight of the project management function and team with project scopes encompassing enterprise wide impacts. Lead and monitor the Human Resources Business Unit Risk Function.
Management or Supervision: The role will have management of multiple functions within the HR Business Management group.
Human Resource Strategy – In deep coordination with Senior HR leaders, leadership within various business functions, and abroad, develop people centric strategies to support business execution and Human Resource priorities. Understand both business strategic and the big picture of the organization, applying critical thinking to unforeseen challenges and shifts in trends within the financial industry. Craft and execute on long-term strategy and harmonize with global partners, setting HR platforms for long term successes and flexibility as strategic challenges grow.
Strategic Thinking - Position the department in anticipation of new marketplace trends, opportunities, and vulnerabilities with an eye towards risk, alignment with partners, and project management. Make sound business decisions when faced with complex and contradictory alternatives. Develop long-term strategic alliances and partnerships that increase the company's competitive advantage. Equip the department to become an effective long-term strategic partner. Prepare for business decisions with thorough briefings and consultations. Help navigate the organization in a dynamic competitive landscape.
Influencing - Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization. Gain acceptance of ideas and suggestions from senior business executives. Define strategies and plans for influencing multiple decision makers. Demonstrate ability to influence at all levels of the organization. Debate issues to bring the most critical points to the forefront for decision making. Influence high-impact, high-risk and highly complex situations.
Decision Making and Critical Thinking – Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment. Analyze and discuss alternatives with multiple stakeholders. Share experiences regarding optimal timing and circumstances for refraining from or making decisions. Coach others in decision-making models, processes, and practices. Differentiate between content and context of a decision. Anticipate special issues and considerations for effective decision-making during a crisis. Monitor developments in critical-thinking and decision-making models for potential use by organization.
Risk Management – Act as first line of Defense for the Human Resources division of the Americas. Responsible to maintain risk and control strategies and procedures. Build and maintain risk and control evaluations for all significant and emerging risks, including residual risk ranking and control deficiency remediation. Responsible for accurate and timely reporting of significant and emerging risks from the business unit view. Additionally, seeking to monitor risk trends and development of risk mitigation strategies, which align to both bank wide and departmental priorities. Manage risk team, who work directly with the various CoEs of HR ensuring oversight of design and development of risk management programs and monitoring their effectiveness; making changes where necessary.
Project Management – Responsible for managing, directing, planning, developing and implementing the most complex projects or initiatives to accomplish goals and business objectives through management of team consisting of project managers and specialists. Provide comprehensive analysis direction for multiple concurrent mission critical projects. Team will focus on enterprise wide projects spanning across HR Departments and global departments seeking to align priorities and provide proficient oversight ensuring on time delivery of end use products.
- Typically requires a Bachelor’s degree, 15+ years of experience in Human Resources with focus in strategy, and risk and project management expertise.
- Excellent skills in risk assessment analysis and a solid understanding of business and financial markets.
- Strong knowledge of the inherent risk in the business line.
- Strong management skills, excellent communication skills, both oral and written, and an ability to interact with all levels of management.
- Ability to analyze risk trends, identify and project signs of changing risk levels.
- Must have a deep understanding of their respective business areas.
- Requires solid understanding and planning skills in all aspects of the system's/business project lifecycle, i.e. enhancements, user requirements, application configuration and usage using MS Project as the project planning tool.
- Demonstrated track record of delivering positive results in project work, including high quality implementations, cost savings, additional revenue, within time and budgetary constraints.
- Requires the ability to identify excessive cycle time and/or costs and develop alternative courses of action associated with the project's lifecycle.
- Must be fully conversant on issues and current trends as they relate to the banking industry's products and services.
- Aptitude to prioritize and analyze a list of measurable product or service characteristics along with associated target values.
- Ability to develop and oversee strategic goals and techniques for a project and effectively communicate this to all project team members.
- Proven ability to reach an audience through effective and clear presentations, writing skills and excellent communication strategies.
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.
- Job Corporate and General Services
- Primary Location New York, New York
- Shift Day
- Schedule Full Time