Assistant Vice President - HR Business Partner

Job description

**Do you want your voice heard and your actions to count?** 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. With a vision to be the world’s most trusted financial group, it’s part of our culture to put people first, listen to new and diverse ideas and collaborate toward greater innovation, speed and agility. This means investing in talent, technologies, and tools that empower you to own your career. Join MUFG, where being inspired is expected and making a meaningful impact is rewarded. **About The Role** **Position Title:** Asst Vice President/ - Human Resources Business Partner **Corporate Title:** Asst Vice President **Reporting to:** VP **Location:** New Delhi **Purpose of Role** 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 Responsibilities** **HR 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, ensu