Senior HR Manager

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Join MUFG, where being inspired is expected and making a meaningful impact is rewarded.

Overview Of The Department/Section

Provision of all HR related support to employees and managers across the EM region including:

 Human Resources Risk and

Governance oversight;

 Compensation And Benefits Management

including monthly payroll and group

insurances;

 Human capital planning;  Learning and Development;

 HR advisory;  Staff mobility and career development;

 Management of recruitment and onboarding;

 Immigration and other start-up/relocation

support for MUFG EM staff; and

 Development, implementation of HR

related policies and procedures;

 Leaver/ post-employment management.

 Management and resolution any

employee relations across the region;

NUMBER OF DIRECT REPORTS

One (1)

MAIN PURPOSE OF THE ROLE

To lead the Human Resources function and to manage the day to day operations in accordance with internal

and external rules, regulations and laws of KSA. Responsibility for implementation of the Bank’s global and

regional human resources strategy within the KSA Branch.

Key Responsibilities

Essential Functions*:

On-boarding and Off-boarding

 Manage local recruiting activities, posting positions in compliance with local laws, liaison with 3rd

party recruitment companies, maintaining strong network and acting as conduit in the recruiting

process.

 Conduct HR interviews as part of the recruitment process, advising on candidate suitability in line with

the Global capability matrix.

 Extending offers to new hires (following comp package approval from MENA/London HR).

 Drafting/reviewing employment contracts and contract packs, following up on the submission of

documents by pending hires.

 Keeping managers advised on the status of new hires/transferees.

 Ensuring all new, existing and departing employee data records are kept up to date

 ensure leaver details are also processed for departing employees.

 Initiation and on-going monitoring of relocations and destination services as necessary for new

joiners/transferees including on-going support of Japanese Expatriates.

 Overall management of immigration on-going immigration activities.

 Conducting exit interviews with employees, ensuring all company property is returned back to the

Branch.

 Coordinate the international transfer process by working closely with the home country HR (where

applicable) the destination services and shipping company and dealing with any relocation issues as

they arise.

 Ensure all new employees and leavers paperwork is provided in orderly fashion to the GRO for filing

 Preparing and delivering the employee induction programme.

 Follow up with departed employees to close any outstanding HR matters.

Advisory

 Acting as a key point of contact for employees and line managers providing advice and support for

HR related matters such as HR policies and procedures.

 Dealing with employee relations issues following the Bank’s internal policies and in line with local

laws and regulations.

Compensation And Benefits

 Processing of monthly payroll in partnership with 3rd party payroll provider. Ensuring monthly sign

off, provision of reporting to Finance.

 Processing of salary payments in accordance with WPS.

 Management of GOSI, system updates, monthly payments, registrations, de-registrations.

 Management and processing of HR related invoices and submission to Finance for payment.

 As required by Head of HR MENA, manage renewal process for relevant insurance policies for the

Branch in line with the budget.

 Support the Head of HR MENA in the compensation review process. Ensuring McLagans data is

detailed in compensation review sheets. Support in the preparation of key compensation

documentation, reporting and procedures particularly in relation to deferred compensation.

 Participate in the delivery and communication of compensation and benefits to staff

 Lead coordination in the annual compensation and benefits surveys for the Branch as required.

 Manage any employee engagement initiatives.

Learning and Development

 Support in the implementation of Branch training and development initiatives.

 Lead the design and/or coordination of individual training courses where assigned by the Head of HR

MENA.

 Coordinating logistical arrangements for any external training provisions and delivering training where

appropriate.

 Management of the Branch’s KPI setting, interim review and year-end review processes in

accordance with EMEA wide deadlines. Ensuring 100% completion in accordance with the Branch’s

BSC. Coordination of draft performance ratings for MENA calibration process.

 Coordinate the Branch’s annual talent review as part of the Global Talent Review process.

IT Systems and Reporting

 Back up to the GRO in the execution of changes of employee data records held such as cost centre

changes, transfers, terminations, joiners, compensation, passport, visas, salary information etc.

 Attend to employee/manager queries related to any HR related systems.

 Liaise with the London HRIS team to manage the administration and maintenance of the HR intranet

site and ensure information published is up-to-date for employees to access as may be required.

 Maintenance of all trackers/reports which are to be used by the HR team or distributed outside of HR.

Lead management of Japanese expatriate tracker.

 Updating relevant HR trackers as required such as recruitment tracker, employee relations etc.

 Ensuring the Branch maintains appropriate levels of Saudisation to ensure the Branch activities

continue without issue.

 Maintenance of appropriate employees records for compiling for internal/external reporting as

required.

HR Risk and Control

 Ensure audit compliance of employment files. Manage internal and external audit HR related

requirements ensuring preparation ahead of audits is completed in a timely manner.

 Support the Head of HR MENA in the drafting of HR policies and procedures are up to date.

 Assist in establishing new processes and procedures as required for legal, regulatory, efficiency, cost

saving purposes.

 Ensure HR Operations manuals are in place for the Branch and ensure updates are completed in a

timely manner. Maintenance of an ops update tracker for on-going changes which may need to be

made to HR procedures.

 Responsible to work effectively for fraud prevention and detection. This should also include making

sure staff, customers and other stakeholders such as key contracting parties are made aware of fraud

and prevention techniques

Miscellaneous

 Support the Head of HR MENA in the rollout of any Global/EMEA HR Initiatives and lead where

requested.

 Support the Head of HR MENA in the implementation of the regional HR agenda and lead initiatives

where requested.

 Provide general administration support such as answering telephone calls, dealing with

correspondence/letters, updating HR documents, organizing meetings and conference calls,

checking invoices for payment.

 Participate in annual review processes including performance review, salary and bonus review,

promotions.

 Ad-hoc projects and tasks as required by the Head of HR Emerging Markets.

 Ensuring the HR function, policies and procedures continue to be in line with laws and regulations of

KSA, reporting to the Head of HR Emerging Markets for any changes in these.

 Support the Head of HR Emerging Markets in the direct and indirect personnel expenses budgeting

and re-forecasting for the termly, annual and Mid-Term Business Plan for the Branch.

 Create necessary strategies and policies in collaboration with the related parties under the guidance

of the Head of Riyadh Branch and/or senior management and Head of Human Resources, Emerging

Markets.

 Educate junior staff and improve their skills and working capabilities so that improve the total staff

standard.

 Support the Head of Internal Control by taking lead and contributing to establish Riyadh Branch and

in particular, Human Resources as the best working place in MUFG

 Always have the “willing to help” attitude and try to find issues and solve them for the improvement.

To provide coverage for the HR Analyst in their absence

Broader MENA and EMEA Collaboration (Local Function Head)

 Responsibility for implementing initiatives to support your function’s strategic vision (global and

regional) in your location, providing your team and colleagues with the necessary support to realize

and implement those visions and initiatives effectively and collaborating with relevant MENA function

leadership as appropriate.

 Responsibility for consultation with and reporting to the MENA Function Head, taking direction and

giving feedback on matters relating to local operations, with the aim of embedding consistency in the

operation of functions across EMEA offices. Matters for consultation and reporting will be undertaken

in accordance with your division’s governance framework and any other relevant frameworks.

 Lead and/or take part in the functional periodical meetings to enhance functional communication in

both the MENA and broader EMEA region

Data Protection

Acting as the data protection business process owner (BPO) for Human Resources Department with

responsibility for the following:

 complying with the transparency requirements (as detailed in the Data Protection Policy);

 ensuring there are lawful grounds for processing personal data;

 ensuring personal data are used and stored in accordance with the purposes communicated to

individuals;

 ensuring data being collected are relevant and not excessive for the purpose for which the personal

data were collected;

 taking reasonable steps where appropriate to ensure data is kept accurate and up to date;

 ensuring, in consultation with Systems as necessary, that personal data are adequately protected

against accidental or unlawful processing and against destruction, accidental loss or damage;

 undertake privacy impact assessments when there are significant changes to the business process

in consultation with the DPOs;

 ensuring personal data is not transferred to locations not deemed to have adequate protections

where transfer restrictions apply; and

 ensuring that personal data are not retained for longer than necessary; and

 ensuring that their records of processing activities (RoPA) are kept up to date and accurate.

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Work Experience

 5 years’ + experience as an HR professional, ideally within Financial, Legal or professional services

Education And Skills

 Experience of managing and developing others

 Degree/Masters in HR or HR related subject

 Professional HR Qualifications Such As CIPD Preferred

 Strong knowledge of the rules and regulations of KSA in respect of employment and immigration.

 KSA National

 Fluency in English and Arabic

 Proficient in Microsoft Office with Excel skills at an intermediate level

 Strong attention to detail

 Excellent communicator

 Client oriented and experience of stakeholder management

 Project management skills

 Strong people management skills

Personal Requirements

Personal alignment to MUFG Values:

 Integrity & Responsibility

 Professionalism & Teamwork

 Challenge ourselves to grow

Personal alignment to MUFG Cultural Principles:

 Client Centric

 People Focused

 Listen Up, Speak Up

 Innovate & Simplify

 Own & Execute

Other essential requirements:

 Excellent communication skills

 Results driven, with a strong sense of accountability

 A proactive, motivated approach.

 The ability to operate with urgency and prioritise work accordingly

 Strong decision-making skills, the ability to demonstrate sound judgement

 A structured and logical approach to work

 Strong problem-solving skills

 A creative and innovative approach to work

 Excellent interpersonal skills

 The ability to manage large workloads and tight deadlines

 Excellent attention to detail and accuracy

 A calm approach, with the ability to perform well in a pressurised environment

 Strong numerical skills

 Excellent Microsoft Office skills

PERFORMANCE AND DUTIES

The role holder will be assessed in accordance with their employing entity’s performance framework and

process with relevant input obtained from the dual hatting entity as relevant.

We are open to considering flexible working requests in line with organisational requirements.

MUFG is committed to embracing diversity and building an inclusive culture where all employees are valued, respected and their opinions count. We support the principles of equality, diversity and inclusion in recruitment and employment, and oppose all forms of discrimination on the grounds of age, sex, gender, sexual orientation, disability, pregnancy and maternity, race, gender reassignment, religion or belief and marriage or civil partnership.

We make our recruitment decisions in a non-discriminatory manner in accordance with our commitment to identifying the right skills for the right role and our obligations under the law.