Vice President, Global Talent Management (EMEA/ Americas)

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 VP, Global Talent Programmes, is a key member of the Talent team within GTL&C, part of Global Human Resources (GHR). This role drives the implementation of global talent strategies that support succession planning, development, and career progression, while ensuring alignment with regulatory expectations and business priorities. The VP plays a critical central role partnering with other Talent team members, and across wider HR and business teams to deliver integrated, impactful talent solutions supporting the transition to a globally consistent model. All GHR roles must comply with the location strategy of that region.

• Strategic Talent Initiatives: Contribute to and execute on the end‑to‑end delivery of global talent projects and initiatives that support succession planning, development planning, career progression and promotions. Partner with other cross‑functional teams including Performance, HR Advisory, Talent Acquisition and Culture and Engagement on the development and execution of programmes, as well as post‑implementation review. Develop and execute change management plans and communications for talent strategies and solutions. Create compelling communications, toolkits, and training materials to enable HR members and business leaders to understand and adopt key changes. Provide ad‑hoc support as required to the Global Head of Talent with strategic planning, presentations, and senior meetings as required. Contribute to the development of multi‑year talent roadmaps.
• Programme Implementation: Translate strategic talent plans into actionable programmes and processes. Ensure consistent global implementation, adapting for regional/local regulatory requirements while maintaining global standards and oversight. Provide oversight of and support to centralised and offshored Talent Management resources, liaising with HR partners in Solutions, and Central Services to ensure the Talent Processes are sufficiently resourced across the global team. Demonstrate and deliver return on investment from the programmes via effective tracking. Monitor programme performance using KPIs and qualitative feedback. Provide insights and recommendations to improve effectiveness and inform future strategy. Facilitate cross‑functional collaboration and manage stakeholder expectations throughout the programme lifecycle. Identify opportunities to optimise and enhance talent processes and the employee experience. Leverage technology systems including Workday and Anaplan and automation where appropriate. Support with the transition/enhancement/retirement of regional programmes as appropriate, through the transition towards a Global model.
• Talent Partnership: Business Line: Consult 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 utilisation of development tools such as job assignments, job rotations, assessments, development programmes, 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. Provide thought leadership relating to Talent, Succession and Development to business leaders and business executives.
• Governance & Compliance: Ensure all talent programmes meet internal governance and regulatory requirements. Maintain accurate documentation and support audit readiness. Contribute to the review and development of talent Risk and Control assessment and consolidation including ensuring monitoring and timely update of systems such as OpenPages. Monitor KPIs, SLAs and controls and suggest actions, working with partners in TL&C, HRCS, P&R, HRBA and HR Solutions to deliver effective processes and achieve desired outcomes. Additional duties as required to support the agenda of GHR.

• Proven experience in managing complex HR or talent‑related projects in a global or matrixed organisation.
• Strong project management skills, including planning, risk management, stakeholder coordination, and delivery tracking.
• In‑depth knowledge of talent management principles, practices and tools.
• Experience in a talent management function across a complex global environment.
• Experience working with managers and leaders to build a talent‑driven organisation.
• 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.

• 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.

• 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.

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.

The role holder will have responsibilities for both MUFG Bank and MUFG Securities. The role holder will be required to perform their duties and responsibilities on an entity neutral basis, without favour. The role holder is required to follow regulatory requirements applicable to ensure each business is appropriately supported and to maintain the legal entity integrity of each of MUFG Bank and MUFG Securities. Working terms are dictated by functional mandates, the terms of the Dual‑HAT Arrangement Agreement in place between MUFG Bank and MUFG Securities and any other relevant agreements entered into between MUFG Bank and MUFG Securities. The role holder will have responsibility for identifying and resolving where there may be a difference or conflict in needs between MUFG Bank and MUFG Securities, escalating to their manager where required.

The typical base pay range for this role is between $105,000 - $152,000 depending on job‑related knowledge, skills, experience and location. This role may also be eligible for certain discretionary performance‑based bonus and/or incentive compensation. Additionally, our Total Rewards program provides colleagues with a competitive benefits package (in accordance with the eligibility requirements and respective terms of each) that includes comprehensive health and wellness benefits, retirement plans, educational assistance and training programmes, income replacement for qualified employees with disabilities, paid maternity and parental bonding leave, paid vacation, sick days and holidays.

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