MUFG Union Bank Talent Development & Learning Consultant, 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.
TD&L Consultant, Vice President
The Talent Development & Learning (TDL) Consultant acts a part of an extended HR team supporting assigned business lines, with the specific responsibility of identifying and delivering talent development and learning solutions. The TDL Consultant executes (in conjunction with HR Business Partners) all enterprise-wide talent activities for an assigned business line, such as talent review, succession & development planning, promotions processes and selection for nomination-based leadership development programs. The TDL Consultant identifies learning needs through needs assessment and manages the overall delivery of the learning solution. This role will both initiate client consulting sessions independently and work with senior client coverage managers from within to address client needs in a coordinated and consistent fashion.
Execute on Talent Development & Learning needs as a member of an HR team assigned to a business line, partnering with HRBPs to address most critical client needs.
Build strong partnership and consulting relationship with client groups to deliver services and address human capital needs.
Manage relationships with client groups in order to understand business strategy and development needs.
Work collaboratively with the senior client manager to ensure consistency and priority of solutions.
Coordinate with other members of TDL (across all disciplines and locations) to develop holistic solutions; maximize resources and utility of solutions.
Work with HRBPs to analyze and present Global Engagement Survey results to Managers, Senior Leadership, and Champions, and consult as appropriate on action planning specifically as it relates to talent development & learning.
Support various culture programs at the Bank which can include facilitation of content.
Evaluate business unit’s overall development requirements, business objectives, desired results, and constraints; conduct a skills and needs analysis to identify specific development needs.
Execute on annual and periodic succession and development planning processes and practices, including annual Talent Review processes.
Work with identified successors and their managers to drive development planning progress.
Participate in various internal coaching assignments for the Business Unit.
Partner with the Inclusion & Diversity team in targeted development actions for diverse employees
Identify specific learning needs by conducting a skills and needs assessment through a project intake process.
Participate in a Learning Council to evaluate proposed learning needs & solutions to ensure consistency across business lines, and eliminating.
Establish a project plan and conduct a cost/benefit analysis for any recommendations made to business units.
Manage the execution and roll-out of learning solutions, leveraging the TDL Centers of Excellence in design, production and facilitation.
Produce periodic reports outlining needs accompanied by recommendations and implications, such as changes in operations, budget, or quality.
Facilitate training sessions in small and large group forums that guide participants toward achieving the desired outcomes.
College degree in Organizational Development, Human Resources or equivalent professional experience.
6-10 years demonstrated experience in learning and development or organizational development/effectiveness, and three or more years of previous experience in design and/or direct execution of talent and succession planning strategies
Strong focus on talent and succession planning practices including success or identification, potential assessment, skills assessment, development planning and coaching.
Evident success in working with client groups to identify needs and solutions to drive business impact; consulting and influencing skills.
Understanding of various functions and services in Talent Development and Learning (human capital processes, adult learning theory).
Knowledge of client management approaches.
Understanding of financial services businesses and support functions.
Collaboration skills including the ability to integrate and act upon the diverse perspectives of business unit managers, instructional designers, corporate HR and external vendors.
Previous experience within a learning or organizational development team (within a bank or financial services preferred).
Strong analytical skills & problem-solving capabilities.
Strong written and oral communication skills.
Proven track record in prioritizing competing priorities.
Detail-oriented and well organized; ability to make decisions, & work under tight deadlines.
They are not intended to be construed as an exhaustive list of all responsibilities duties and skills required of personnel so classified.
The above statements are intended to describe the general nature and level of the 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: NEW YORK-New York City
Other Locations: ARIZONA-Tempe
Schedule Full Time
Req ID: 10039986-WD