Financial Crimes and Compliance, Human Capital Strategy Officer - Vice President

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 120,000 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.

The selected colleague will work at an MUFG office or client sites four days per week and work remotely one day. A member of our recruitment team will provide more details.

Reporting to the Global Head of Financial Crime Strategy and Oversight, the Vice President, Head of Financial Crimes and Compliance Human Capital Strategy, is a critical divisional leader responsible for executing the long-term human capital vision and roadmap that aligns with the Global Financial Crimes Divisions (GFCD) strategic objectives. This individual will serve as the architect of the company’s workforce strategy—integrating talent acquisition, leadership development, succession planning, workforce planning, and organizational effectiveness into a unified and agile approach. The role demands a forward-thinking, data-driven, and people-centered individual capable of shaping how the company attracts, develops, and retains top talent globally.

Key Responsibilities

Strategic Leadership & Workforce Planning

• Lead the execution of the comprehensive GFCD Human Capital Strategy aligned to the business strategy and future-of-work trends.

• Partner with the global leadership team to define the workforce of the future, identify critical capabilities, and drive GFCD-wide workforce planning efforts.

• Design strategic frameworks to anticipate and respond to evolving market demands, labor trends, and demographic shifts.

Talent Strategy & Organizational Effectiveness

• Oversee GFCD-wide talent strategy including high-potential identification, leadership development, succession planning, and career architecture.

• Drive organizational design, effectiveness, and change management initiatives to ensure organizational agility and resilience.

• Lead GFCD-wide human capital analytics and develop data-driven insights to optimize workforce performance and decision-making.

Leadership Advisory & Business Partner Collaboration

• Serve as a strategic advisor on Human Capital matters to the senior leadership team, offering insight on organizational dynamics, culture, talent risks, and opportunities.

• Collaborate closely with HR Business Partners to align strategy across regions. 

• Work closely with the Global Human Resources Business Partner of HR requirements and policy implementations.

Measurement & Accountability

• Define and track key performance indicators (KPIs) to evaluate the effectiveness of human capital strategies and initiatives.

• Lead the creation of executive-level dashboards and board reporting on strategic people priorities and progress.

Additional Tactical Responsibilities

• Oversee implementation of annual Human Capital Committee annually to assess global talent

• Oversee implementation of Global Job Architecture across Core Compliance and GFCD Globally

• Partner with Global HR for staffing matters, issues and strategies to ensure top talent is engaged and retained in all our regions

• Oversee employee relation matters

• Assist in annual compensation planning exercises

• Oversee Return to Office reporting and communication needs and initiatives globally.

Qualifications

Experience:

• 10+ years of experience in human capital strategy, talent management, or organizational development within large, matrixed, and global organizations.

• Proven track record of leading change and transformation initiatives.

• Experience interacting with senior leadership, providing strategic counsel on workforce and organizational matters.

Competencies:

• Strategic and systems thinker with the ability to translate vision into execution.

• Strong executive presence and ability to influence across all levels of the organization.

• Highly analytical with a data-first approach to problem solving and workforce design.

• Exceptional collaboration skills with a demonstrated commitment to people-first strategies.

Education:

• Bachelor’s degree required; Master’s degree in Human Resources, Organizational Development, Business Administration, or related field strongly preferred.

The typical base pay range for this role is between $122K - $164K depending on job-related knowledge, skills, experience and location. This role may also be eligible for certain discretionary performance-based bonus and/or incentive compensation. Additionally, our Total Rewards program provides colleagues with a competitive benefits package (in accordance with the eligibility requirements and respective terms of each) that includes comprehensive health and wellness benefits, retirement plans, educational assistance and training programs, income replacement for qualified employees with disabilities, paid maternity and parental bonding leave, and paid vacation, sick days, and holidays. For more information on our Total Rewards package, please click the link below.

MUFG Benefits Summary

We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws (including (i) the San Francisco Fair Chance Ordinance, (ii) the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, (iii) the Los Angeles County Fair Chance Ordinance, and (iv) the California Fair Chance Act) to the extent that (a) an applicant is not subject to a statutory disqualification pursuant to Section 3(a)(39) of the Securities and Exchange Act of 1934 or Section 8a(2) or 8a(3) of the Commodity Exchange Act, and (b) they do not conflict with the background screening requirements of the Financial Industry Regulatory Authority (FINRA) and the National Futures Association (NFA). The major responsibilities listed above are the material job duties of this role for which the Company reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of conditional offer of employment, if any.

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 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 on the basis of race, color, national origin, religion, gender expression, gender identity, sex, age, ancestry, marital status, protected veteran and military status, disability, medical condition, sexual orientation, genetic information, or any other status of an individual or that individual’s associates or relatives that is protected under applicable federal, state, or local law.