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MUFG Union Bank Human Resources (HR) Technology Program Manager, 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 2018). 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.

Human Resources (HR) Technology Program Manager, Vice President

Job Summary

Typically requires bachelor’s degree and 10 years' experience in Information Technology, strategic planning, or related role; preferred in a HR Technology industry. Requires working knowledge of HR Systems and Applications; development of sophisticated presentations and presentation of business cases, process analysis and recommendations for improvement. Ability to determine and manage effective performance metrics and targets. Ability to work both in a team and independently (Working Leader) Strong verbal and written communication skills. Results-oriented Exhibit critical thinking and strong problem-solving skills Exhibit proficiency in software and technology used by industry and company. Reporting to Director of Business Technologies, HR Systems, responsible for delivering integrated business services to assigned HR Organization.

Major Responsibilities

  • Responsible for managing business relationship, own all project/BUA intake for business, focus on continuous process improvement. Partners with System Managers to build and drive data driven, fact-based processes and procedures around HR Technology.

  • Establish and/or review existing control and governance structure to ensure that its effective, properly maintained, and operating efficiently.

  • Design, implement and oversee an audit program for key process areas that identify and test risks and internal controls. Perform audit test steps on high-risk areas and supervise audit activities and controls conducted by various HR functions.

  • Provide recommendations to close any design and control gaps identified during audit procedures performed, interfacing with external auditors as needed.

  • Oversee control-related aspects of process changes and improvements, technology upgrades and new technology implementations, ensuring that the control structure remains effective as the organization changes.

  • Ensure that process maps and documentation remain current, and that process changes are effectively managed from a control perspective.

  • Ensure that internal HR training effectively supports our control and governance priorities. Partner with senior management to identify and design solutions for issues, inconsistencies and areas to improve business operations.

  • Serve a leader and evangelist in building and maintaining a culture of control and quality in various HR areas touching end-to-end HR processes.

  • Provide advice and leadership on compliance/control process issues.

  • Work closely with the business and Risk Management to assess risk and develop controls and mitigation strategies for risk areas.

  • Experience configuring Workday HCM and other modules

  • Experience with developing Workday integrations to external vendors and internal system

  • Understanding of cloud integration methodologies

  • Strategic thinker with excellent analytical skills, creativity, and problem-solving abilities

  • Strong understanding of SDLC concepts, framework and deliverables

  • Serve as a liaison between Business and Functional areas and technology to ensure that data related business requirements for protecting sensitive data are clearly defined, communicated and well understood and considered as part of operational prioritization and planning

Management of staff:

  • Builds and manages high-performance and highly motivated teams.

  • Strong vendor management skills including SALs, Capacity & Utilization Management.

  • Directs the staff/team and monitors work efforts; performs quality review; and escalates functional, quality, timeline issues appropriately.

  • Ability to build and strengthen people and teams. Ability to determine and manage effective performance metrics and targets.

  • Develop and manage overall performance planning for staff that equips team members with meaningful career paths, enhanced skills and best practices to continually improve the value add for the bank.


  • 10 years of IT leadership experience with Project Management experience including translation of functional requirements, technical specifications documentation, development, testing, and implementation. Preferred in HR Technology space.

  • Proven record to run/lead end to end technical projects for HR Initiatives.

  • Understanding of cloud integration methodologies.

  • Proven analytical and problem-solving skills, as well as an ability to manage multiple tasks simultaneously to successful completion in a fast-paced environment

  • Proven experience in successfully managing SOX IT General Controls in a complex technology environment

  • Ability to influence and lead without authority

  • Outstanding judgment and political astuteness

  • Strong interpersonal skills for interfacing with all levels of management

  • Exceptional planning and project management skills

  • Willingness to work hands-on in the research and data details as well as in the analysis; Collaborative work style

  • Strategic thinker with excellent analytical skills, creativity, and problem-solving abilities

  • Strong understanding of SDLC concepts, framework and deliverables

  • Excellent collaboration and facilitation skills including the ability to bring together various teams and resources to deliver results

  • Strong project management skills ability to manage multiple activities in a face paced environment, communicate progress and consistently deliver on activities

  • Proactive, results oriented approach to assignments

  • Excellent verbal and written communication skills, presentation skills, and interpersonal skills interacting with various levels of the organization

  • Defines and communicates role expectations across the continuum of SOX compliance

  • Leads the development, adoption and compliance of IT Governance framework across all domains

  • Build, maintain and enforce the HR, IT Governance exception process

  • Communicates frequently to ensure understanding and accountability from control owners and performers

  • Responsibility for creation and maintenance of all HR, IT Policy & standards, Own development and ongoing execution of HR, IT Controls training

  • Performs or oversees regular audits of internal HR, IT control effectiveness and process compliance

  • Works effectively across teams and with internal and external auditors to facilitate audit performance

  • Defines and maintains key performance indicators and compliance metrics to effectively communicate compliance with HR, IT controls, standards and compliance objectives to senior leadership

  • Seeks to automate processes & controls to reduce manual tasks and improve quality of audit evidence

  • Perform or oversee IT risk assessments, control gap assessments and risk inventory

  • Demonstrated experience with Excel, Visio, MS Project (or equivalent) and PowerPoint

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: Technology

Primary Location: ARIZONA-Tempe

Schedule Full Time

Shift Day

Req ID: 10033410-WD