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. WORK EXPERIENCE • Significant knowledge and experience in employment law or employee relations within a regulated, complex, fast paced and dynamic environment financial services environment • Knowledge of related employment laws, regulations, ordinances (e.g., local, regional, state, federal, governmental, etc.) • Experience with end-to-end employee relations case management including extensive experience conducting complex investigations and cases involving multiple stakeholders RESPONSIBILITIES • Provide employee relations (ER) guidance and support and solutions to employees and managers as assigned to address concerns, resolve complaints, and respond to questions while ensuring adherence to internal Global, regional, and external policy and regulation • Provide consultation, guidance, and coaching to local HR and stakeholders to help minimize and resolve conflicts, reduce costs, and implement changes as required • Investigate employee inquiries and concerns • Escalate high-risk issues and incidents to more ER/HR management and partner with team to investigate and provide resolution • Partner with compliance, legal, and/or other internal partners to minimize risk and appropriately disposition assigned cases • Determine the appropriate response and coordinate with the appropriate colleagues when action is required • Thoroughly document case research, findings, and conclusions in the case management system • Ensure follow-through on consequence recommendations • Recognize, monitor, and report unidentified/potential management or employee concerns (case level) • Recognize, monitor, and report trends and opportunities for improvement through casework and analysis of data and metrics (organizational level) • Advise and assist HR Business Partners in the initiation, documentation, and implementation of Reduction in Force (RIF) events • Collaborate with and support local HR in the development and implementation of HR policies and procedures • Liaise and work with relevant stakeholders (global HR, HR centers of excellence and leadership team, legal & control functions and leadership) on implementation of regional ER policies and guidelines and strategic organizational change initiatives • Provide advice and support in the development of ER strategy in alignment with the bank's direction/vision • Implement and maintain regional ER policies and guidelines relevant to people /ER-related areas • Implement ER-related risk management governance as assigned • Serve as a resource and advise on for basic policy application and process implementation • Serve as advisor and/or support to other projects and initiatives as necessary FUNCTIONAL SKILLS • Highly skilled in start-to-finish employee relations case management across variety of subjects including absence management, performance management, flexible working appeals, probationary processes, redundancies, grievances, consequences and actions • Proven counseling and advisory skills balanced with influencing techniques • Demonstrated ability to prioritize and act with urgency engaging multiple stakeholders • Ability to accurately assess the level or type of intervention and engagement necessary and take appropriate steps to achieve resolution within the legal framework • Outstanding coaching, counseling, and conflict resolution skills • Strong analytical skills and a demonstrated ability to analyze, interpret information, and identify trends • Proficient with Microsoft Office products and Human Resource Information Systems (HRIS) • Proficient in investigation processes with a strong focus on documentation and data capture • Well versed in employment laws, legislation and regulations for assigned location, region, business or country • Recognized for excellent customer service (e.g., employee, management, HR) FOUNDATIONAL SKILLS • Demonstrates leadership • Communicates effectively with employees and leadership at all levels • Identifies multiple paths to success using analytical and critical thinking as well as decision-making skills • Operates strategically to support a culture of continuous improvement and systems thinking • Makes sound business decisions in a complex work environment • Collaborates with other business functions and divisions to advance business objectives • Is flexible, decisive, and able to establish support from leadership • Monitors industry trends and best practices and applies insights to advance the business • Exhibits and fosters optimism, resilience, flexibility, and openness to others' ideas • Inspires innovation and values learning as a lifelong professional objective • Leads by example, engaging inclusively and with intent • Always acts with integrity EDUCATION • Degree or equivalent work experience equally preferable • Human Resources, Business Administration CERTIFICATIONS One or more preferred: • SHRM or The Society for Human Resources Management (SHRM) • Professional in Human Resources - International (PHRi) • Global Professional in Human Resources (GPHR) • Chartered Professionals in Human Resources (CPHR) The typical base pay range for this role is between $117K - $146K depending on job-related knowledge, skills, experience, and location. This role may also be eligible for certain discretionary performance-based bonuses 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 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.