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MUFG Union Bank Employee Relations Manager, Director in Tempe, Arizona

Employee Relations Manager, Director - 10040465-WD


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 2020).In the Americas, we’re 13,000 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.

Job Summary:

Provides strategic support and leadership on mitigating human capital risks associated with internal policies and programs, laws, and regulations.

Major Responsibilities:

  • Manages a team of consultants who provide support to managers and employees to resolve questions, concerns, and complaints while ensuring compliance to policies.

  • Handles escalated issues.

  • Provides advice, counseling and guidance to senior leaders to maintain and promote effective employee relations for a division or collection of business units/ functions, ensuring compliance with established employee relations policies, processes and regulations.

  • Leads the analyses, research and studies to understand potential risks and the associated drivers of employee related concerns for a division or collection of business units/ functions.

  • Provides insight and makes recommendations on cultural related initiatives and complex employee related HR issues for a division or collection of business units/ functions.

  • Partners with peer management across HR to bring the employee perspective to all HR initiatives for a division or collection of business units/ functions.

  • Maintains good communication and a positive relationship with HR colleagues, managers and employees to promote employee satisfaction and ensure a positive working environment.

  • Leads and ensures thorough employee relations investigations for a division or collection of business units/ functions are properly conducted, documented and escalated, consistently, in proper adherence to company policies, processes and best practices.

  • Maintains confidentiality and sensitivity to all issues.

  • Identifies risk level of issues brought forward and determines when to engage stakeholders including senior leadership and the legal department.

  • Monitors legislative updates and changes to employment laws as it relates to a division or collection of business units/ functions.

  • Assesses impact to functional policies and practices and makes recommendations to ensure organizational compliance.

  • Accomplishes department objectives through managing staff and the indirect influence of others; establishing, planning and evaluating strategic objectives, financial deliverables and department activities.

  • Maintains staff by selecting, orienting, and developing employees; accomplishes staff results by communicating job expectations; providing ongoing feedback, coaching and disciplining employees based on job results.

  • Creates and maintains a safe and inclusive work environment by enforcing organization standards; adhering to legal regulations; developing, coordinating, and enforcing department policies, procedures, and productivity standards.


  • Bachelor’s Degree or equivalent required plus 10 -15 years of relevant experience.

  • Advanced degree desirable Employee Counseling - Knowledge of the method, techniques and tools used in employee communication and ability to counsel employees on a variety of issues related to the working environment.

  • As needed, consults industry experts on how to provide professional development counseling to employees.

  • Develops policies and procedures for corrective reviews.

  • Creates new approaches for solving workplace concerns.

  • Develops resolution of high-profile, high-impact cases of employee grievance.

  • Predicts marketplace trends and makes recommendations to the organization on employee counseling.

  • Employee Relations - Knowledge of the rights and obligations in the employee and employer relationship and ability to adhere to legal requirements when handling employee negotiations.

  • Mentors others in delivering the full spectrum of employee relations functions.

  • Designs the organization's strategies for employee relations services and results.

  • Develops and shapes employee relations policies and practices.

  • Predicts industry trends and developments with employee relations vehicles.

  • Consults on HR policy initiatives through formal channels.

  • Predicts high-impact issues and problems and recommends enterprise-wide solutions.

  • HR Legal and Regulatory Environment - Knowledge of federal, state and local laws and ability to advise on laws and regulations affecting HR practices.

  • Develops a variety of programs relevant to HR laws or regulations.

  • Advises on federal, state or local laws and applies them to the organization.

  • Evaluates the organization's experiences and practices with associated legal ramifications.

  • Monitors costs and the operational aspects of legal requirements.

  • Facilitates compliance with regulatory and management reporting requirements.

  • Anticipates and implements solutions to existing and potential legal problems.

  • Judgment and Decision Making - Understanding of the need to carefully evaluate the impact of emerging business situations and choose the best path forward and ability to select and assertively communicate actions and activities that maximize organization performance.

  • Secures commitment for decisions by communicating clearly and credibly to stakeholders.

  • Delegates responsibility for shaping plans through which decisions are executed.

  • Monitors execution of decisions to ensure consistency with original intention.

  • Empowers employees to develop sound judgment by minimizing the consequences of failure.

  • Assumes the blame for unsuccessful decisions.

  • Shares the credit for successful decisions.

  • Conflict Management - Understanding of how to anticipate, recognize, and deal effectively with existing or potential conflicts at the individual, group, or situation level

  • Ability to apply this understanding appropriately to diverse situations.

  • Monitors industry for insights and tools for managing conflicts.

  • Coaches others in the value and tactics of conflict management and use of diplomacy.

  • Creates a climate where disagreement is regarded as healthy and resolvable.

  • Mediates adversary relations between highly charged individuals or groups.

  • Evaluates alternative conflict resolution strategies in context of organization's culture.

  • Transforms stressful disagreements and hostile situations into win-win resolutions.

  • HR: Policies, Standards and Procedures - Knowledge of human resource function and ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.

  • Consults on public and private sector HR standards and impacts on the organization.

  • Establishes policies and best practices for a major functional area.

  • Develops and implements effective cross-functional standards.

  • Promotes communication vehicles for informing new policies and procedures to personnel.

  • Leads organizational and functional adherence to procedures and policies.

  • Designs and negotiates guidelines for policies and standards.

  • Organizational Leadership - Knowledge of leadership concepts and ability to use strategies and skills to enlist others in setting, embracing and achieving objectives.

  • Uses emotional contagion to affect the mood of group members, tone of group and group processes.

  • Initiates structure: role clarification, setting standards, holding subordinates accountable, etc.

  • Translates vision into specific functional or departmental initiatives.

  • Uses a normative decision model (with leadership styles and situational variables) to select style.

  • Employs various group decision-making methods depending on the situation.

  • Promotes efficacy through monitoring, coaching & motivating subordinates, intervention, etc.

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 : Human Resources

Primary Location : ARIZONA-Tempe

Job Posting : Dec 18, 2020, 9:13:21 AM

Shift: : Day

Schedule: : Full Time

Req ID: 10040465-WD