Vice President, Regional HRBP EMEA - Global Markets, 9 Month FTC

Do you want your voice heard and your actions to count? Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), one of the world’s leading financial groups. Across the globe, we’re 150,000 colleagues, striving to make a difference for every client, organization, and community we serve. We stand for our values, building long-term relationships, serving society, and fostering shared and sustainable growth for a better world. With a vision to be the world’s most trusted financial group, it’s part of our culture to put people first, listen to new and diverse ideas and collaborate toward greater innovation, speed and agility. This means investing in talent, technologies, and tools that empower you to own your career. Join MUFG, where being inspired is expected and making a meaningful impact is rewarded. The position works globally, and scheduling flexibility is required to allow for regular meetings and connectivity with colleagues in the Americas, APAC, and EMEA time zones. Main purpose of the role Build trusted advisor relationships with the Regional Business Function Head and their Regional leadership team, along with other key stakeholders including Centres of Expertise (CoE) to deliver high impact people priorities aligned to the firm\\\’s people and talent strategy and the global business function’s strategy. Key responsibilities The role will act as the Regional HR business partner for the assigned organisations working with the Global HR Business Partner Lead, Regional Business Function Head and their regional leadership team acting as a strategic advisor and partner to understand business needs, develop HR solutions and drive talent management initiatives regionally. Represent HR at regional business forums and managing relationships between broader HR teams and business at a regional level. Strategic Advisory Work with the Global HR Business Partner Lead, Regional Business Function Head and their regional leadership team to define the future state at a regional level, based on the operating model, design principles and business area responsibilities and implement the operating model in collaboration with ER teams where relevant. Partner with the Regional Business Function Head and key stakeholders to deliver the people and talent strategy aligned to the global business function strategy. Act as a trusted advisor to the Regional Business Function Head and their regional leadership team, providing HR support, coaching and direction on people issues. Lead regional business function change initiatives in collaboration with the Global HR Business Partner Lead, relevant CoEs and other stakeholders. Partner with key stakeholders, to embed the firm\\\’s people priorities across the regional business function bringing together outputs of key global processes, contributing to the shaping of the global talent agenda and working with the Regional Business Function Head and their regional leadership team on critical talent processes. Understand and articulate the global business functions\\\’ strategic priorities and the implications for the region. Utilise expertise and knowledge to assess current state and identify optimisation opportunities for structural change. Establish effective relationships and knowledge sharing with CoE’s to facilitate excellent client service delivery. Ensure effective communication and coordination of efforts regionally to support standardised, seamless delivery of strategic advisory activity to GHR. Talent Partner with the Global Business Partner Lead, Regional Business Function Head and key stakeholders to deliver the people and talent strategy aligned to the global business functional strategy. Actively contribute to the people and talent strategy formation by collaborating with relevant HR colleagues (regionally), representing the needs of the assigned client group and bringing market knowledge of leading practice HR, to shape and deliver regional HR projects linked to the people and talent strategy. Lead on “know your talent” activities and proactively engage with the regional leadership team and relevant stakeholders to identify and develop talent pools. Coach leaders on the engagement and retention of key talent. Support the Global HR Business Partner Lead in the Talent Review for the assigned client group globally including the identification of high potential talent regionally partnering with the regional leadership team to consider retention, development, progression opportunities Build a deep understanding of high-performing and high-potential individuals within the assigned client group and across all regions. Support and drive initiatives to retain and develop colleagues, including clearly defining career paths and development plans for identified talent. Partner with Talent, Learning