🚀 Director, Talent Management- 12 Month FTC- Global Location Agnostic

Key Responsibilities

• Works with HR stakeholders and business leaders to create innovative, evidence-based talent management strategies that align with and drive the organization’s strategy
• Assesses return-on-investment and impact scenarios, identifying and implementing talent strategies for future workforce requirements
• Work closely with other TL&C Heads and HR Advisory to understand business needs, and build out a multi-year strategy for Talent. Design and implement strategy for Executive and Senior Management teams to facilitate high quality conversations on Talent, aligned to Organisation Design, Human Capital Planning, and other key people process.
• Continuously improve talent processes in line with the vision and strategy, monitoring KPIs/SLAs and suggesting mitigation actions
• Enhances and optimizes talent development initiatives with a focus on partnership with L&D leaders to design and enhance talent programmes, and delivering return on investment from the programmes via effective development planning and talent tracking.
• Provides thought leadership relating to Talent, Succession and Development to business leaders and business executives
• Consults with HR Business Advisors and Leaders for selected Global Business Groups to understand business priorities, identify requirements and establish effective talent & development solutions. 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
• Manage centralised and offshored Talent Management resources, and act as the primary contact to liaise with HR partners in Solutions, and Central Services to ensure the Talent Processes are sufficiently resourced across the global team.
• Provide 1:1 support to senior leaders and key Talent as required, to support the creation of robust development plans for critical successors. Advise leaders on the effective utilization of development tools such as job assignments, job rotations, assessments, development programs, training, and coaching and mentoring
• Communicate the full Talent Learning & Culture product suite to HR colleagues and leaders in a compelling and engaging way, to drive collaboration and impact.
• Acts as an escalation point for Talent Partners in the team as required.
• Identifies 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 ideas
• Ensures compliance with regulatory expectations of Talent and Succession planning within the jurisdiction(s) covered
• Leverages technologies to ensure a positive worker experience by proactively seeking information to solve Talent Enablement requests and create efficiencies
• Respond to feedback received through formal and informal feedback channels, using qualitative and quantitative information to inform Talent-related decisions and drive forward the firmwide business strategy
• Stay abreast of industry trends and best practices in Talent and the future of work, incorporating new methodologies and technologies as appropriate
• To deputise for the Head of Global Talent Management as required

Work Experience

• Demonstrated experience in managing a talent management function across an international business
• Experience working with senior leadership across multiple functions to build a talent-driven organisation
• Experience managing projects with multiple stakeholders
• Experience driving people-related change initiatives
• Experience driving a high performance culture in an organisation through talent and development initiatives
• Proven experience in communicating and presenting confidently and competently to senior management

Education / Qualifications

Preferred: A degree or equivalent professional qualification/experience in Human Resources or other relevant field.

Functional / Technical Competencies

• Excellent written, verbal and interpersonal communication skills, able to adapt style and tone to suit the audience.
• Excellent problem-solving skills, working with different stakeholders and managing priorities.
• Strong leadership and influencing skills
• Experience in managing multiple projects, deadlines and stakeholders
• Demonstrated ability to anticipate future trends/consequences and create innovative strategies.
• 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 maintain a professional manner in a busy environment

Personal Requirements

• A strong interest in Learning and OD with a passion for developing a high performing workforce and making a difference
• Excellent communication and interpersonal skills
• Results driven, with a strong sense of accountability
• The ability to operate with urgency and prioritise work accordingly
• Strong decision making skills, the ability to demonstrate sound judgement
• Strong problem solving skills
• A creative and innovative approach to work
• The ability to manage large workloads and tight deadlines
• Excellent attention to detail and accuracy
• Ability to perform well in a pressurised environment
• 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

Benefits Summary

We are open to considering flexible working requests in line with organisational requirements.

EEO Statement

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