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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.
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Position Title: Asst Vice President/ - Human Resources Business Partner
Corporate Title: Asst Vice President
Reporting to: VP
Location: New Delhi
HR Business Partner is responsible for managing overall execution of Human Resource priorities in the country. The role will have scope of priorities across the business functions as the liaison with country and regional HR functions. Leads the strategic design and implementation of major regional HR initiatives and programs. Develops regional HR organizational strategies based on business and industry trends and experiences. In this scope, the incumbent will work closely with senior executives and senior leaders of various business functions ensuring alignment of strategic priorities and execution.
As an HR team member lead the Compensation and Benefits, where you'll play a pivotal role in shaping our compensation strategies and ensuring fairness and transparency across our operations in India and Sri Lanka. This position offers a unique opportunity to influence and drive our rewards system, aligning it with both local and global standards
Main ResponsibilitiesHR Business Partner• Strategic Collaboration and advisory: Work closely with business heads to develop strategies that align with the unit's business needs and forecast talent requirements in line with the business strategy.
• HR Management: Collaborate proactively with managers on all aspects of human resources management, ensuring smooth day-to-day operations.
• Regulatory Guidance: Advise on regulations related to hiring, termination, performance management, and compensation to ensure compliance and best practices.
• Performance Management: Ensure adherence to performance management policies and procedures, providing guidance and support to managers and employees.
• Employee Relations: Consult on employee relations counseling and address people and culture issues to foster a positive work environment.
• Career Management: Participate in the implementation of career management programs, supporting employee development and growth.
• HR Practices and Ethics: Provide guidance on HR practices and ethics, ensuring alignment with organizational values and standards.
• Engagement and Communication: Work closely with HR peers to drive engagement in HR enterprise-wide strategic initiatives and ensure effective communication of issues, plans, and responsibilities.
• Best Practices and Compliance: Share and support best practices in talent lifecycle activities, including annual performance reviews and succession planning.
• Organizational Change Management: Manage organization structure changes and talent integration to support business transformation.
• Project Management: Manage specific projects as required and participate in functional and cross-functional initiatives to drive HR excellence.
Rewards• Data Preparation and Analysis: Lead the preparation of data for annual salary reviews, promotions, and compensation benchmarking. Maintain and update comprehensive compensation databases and job structures to ensure accuracy and efficiency.
• Benchmarking and Transparency: Spearhead the annual compensation benchmarking process, fostering transparency and fairness within the system. Proactively collect and analyze market data to compare internal pay structures with market benchmarks.
Stakeholder Engagement: Lead discussions with HR members, business managers, country leadership, and regional partners to align compensation strategies with organizational goals.
• Job Evaluation: Conduct thorough job evaluation processes for key roles, ensuring parity and alignment with the organization's operating model.
• Rewards Cycle Management: Oversee the annual rewards cycle in collaboration with business leaders, HR members, and regional/global guidelines, maintaining internal and external equity across business units in India and Sri Lanka.
• Regulatory Compliance: Provide support and guidance on Country Head compensation, ensuring adherence to applicable regulatory requirements.
• Policy Development: Review and formulate benefits and policies for India, drawing on existing practices, emerging trends, peer benchmarking, and regional guidance to support employee well-being and compliance with laws.
• Audit and Documentation: Ensure all compensation and benefits activities comply with company policies and legal requirements. Maintain audit-ready documentation and support internal/external audits as needed.
• Process Improvement: Identify and support initiatives to enhance compensation and rewards processes and systems, driving continuous improvement and efficiency.
HR Governance• Compliance Management: Ensure HR practices, particularly in compensation and benefits, comply with company policies, statutory regulations, and audit standards. Maintain up-to-date knowledge of relevant laws and regulations to guide HR operations.
• Regulatory Roadmap Development: Review and prepare a detailed roadmap for implementing upcoming labor codes and regulatory changes, ensuring smooth transitions and compliance.
• Union Relations: Partner with union members to plan and execute effective relationship strategies, fostering a collaborative and positive work environment.
• Audit Support: Support internal and external audits by providing necessary documentation and responses, ensuring transparency and adherence to audit standards.
• Policy Implementation: Collaborate with HR and business leaders to implement policies that align with organizational goals and regulatory requirements.
• Documentation and Reporting: Maintain accurate and audit-ready documentation of HR processes and compliance activities, supporting efficient reporting and record-keeping.
Functional SkillsComprehensive understanding of HR policies and procedures
Good understanding of the hiring process and talent lifecycle, annual review process covering both performance and compensation, and succession planning
Understanding of and familiarity with HR best practices
Knowledge of employment/labor laws and current regulations
Experience using Human Resources Information Systems (HRIS), database management and record keeping
Demonstrated employee relations skills
Project management, communication and presentation skills
Foundational SkillsCommunicates effectively
Identifies multiple paths to success using analytical and critical thinking as well as decision-making skills
Exercises sound judgement, prioritizes effectively, and strives for continuous improvement
Effectively collaborates with colleagues
Leverages available technology to drive efficiency and results
Understands and applies industry trends and best practices
Exhibits optimism, resilience, flexibility, and openness to others' ideas
Values learning as a lifelong professional objective
Engages inclusively and with intent
Attention to detail and confidentiality
Ability to manage multiple tasks and timelines
Candidate ProfileEducation & Professional QualificationsAt least 5 years of experience as an HR Generalist or HR Business Partner
Skills & Knowledge(e.g. Capability, Traits required for the role)
• Good stakeholder management skills to collaborate with other departments.
• Atleast 5 years of experience as an HR Generalist or HR Business Partner
• Good communication skills.
• Strong computer skills (MS Word, Excel, PowerPoint).
Mitsubishi UFJ Financial Group (MUFG) is an equal opportunity employer. We view our employees as our key assets as they are fundamental to our long-term growth and success. MUFG is committed to hiring based on merit and organsational fit, regardless of race, religion or gender.
