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MUFG Union Bank HR Business Partner, Vice President in Tempe, Arizona


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:

The HR Business Partner acts as a partner to the line by embedding corporate HR strategy and providing professional HR guidance and support to relevant internal client groups with the objective of adding value to the business.

Major Responsibilities:

  • Substantial business acumen Clear, comprehensive understanding of the link between HR and business strategy.

  • Ability to develop clear, actionable steps in support of an overall business strategy.

  • Ability to identify new ways for HR to support the business strategy.

  • Ability to engage, inspire and influence people.

  • Effective team player Strong interpersonal, communication and customer service skills.

  • Significant knowledge of HR policies and processes.

  • Ability to identify employee relations issues for resolution by appropriate Employee Relations team members.

  • Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.

  • Support line managers in forecasting and planning their talent pipeline requirements in line with the function/business strategy.

  • Facilitate long-term initiatives aligned with the strategic agenda.

  • Help the business unit leader to provide employees with development opportunities and ensure that they are able to meet current and future performance standards.

  • Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes.

  • Understand employee opinions and anticipate their needs and concerns.

  • Review and benchmark the internal and external environment to improve HR policies and initiatives.

  • Identify and drive the communication and sharing of best practices across functions to facilitate continuous improvement.

  • Act as a liaison between the line and HR to ensure that HR services are aligned with internal client needs.

  • Maintain a knowledge of progressive HR practices and key trends.

  • Ensure that a strong leadership and coaching culture permeates the organization.

  • Manage specific projects as required and participate in functional and cross-functional initiatives.

  • Participate in projects of medium to large size and complexity and/or with cross-functional or company-wide impact.

  • Participate in Employee Relations management team as requested.



  • Bachelor's degree in Human Resources, Business Administration, or related combination of education and experience.

  • Four to five years HR experience.

  • Project management experience involving concept development through implementation and measurement stages.

  • Working knowledge of Microsoft Office, Excel and HRIS.

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

Schedule Full Time

Shift Day

Req ID: 10042034-WD