MUFG Union Bank HR Reporting Services Mgr, Director - Remote or Tempe, AZ in Tempe, Arizona
/Join a financial group that’s as committed to your future as you are. At MUFG, we share a vision for our future, we share our successes, and we strive to bring out the best in each other in everything we do. Our 14,000 diverse colleagues are connected by a common ambition to create change for the better—from forging more dynamic career paths, to driving progress in our communities, to continuously reshaping the standards of global financial services. Positive impact starts here; see the change you can make as we strive to become the world’s most trusted financial group.
The Human Resources (HR) Reporting Services Manager will develop/enhance the HR reporting strategy and lead a team that designs, develops, executes and delivers value added HR reports which include HR master and payroll data. This team acts as the subject matter expert to identify best in class reporting metrics, collaborates with the business based on their needs and determines the best approach to fulfill request(s).
The reporting team identifies HR metrics and sets the measurement methodology, which is consistent and comparable to industry standards, global MUFG standards and supports the reporting needs of the Company, internal clients, Regulators, HR Mid-term Plan, KPIs and SLAs. The HR Reporting Services leader is responsible for establishing a formal work intake process, measuring the volume of reporting activity, adhering to data privacy guidelines and creating a formal mechanism for the delivery/distribution of reports to the user community.
The HR Reporting Services leader is also responsible for working with the MUFG executive leadership and the HCA team to determine the standard daily, weekly and monthly reports that should be produced on a regular basis. The HR Reporting Services leader is responsible for ensuring the accuracy of the information that is provided and will lead a team that will be charged with providing the official headcount information.
*Location: Remote or Tempe, AZ *
/Major Responsibilities: /*
Provides leadership in the Human Resource function in the areas of HR and payroll metrics, reporting, and advanced and predictive analytics.
Supports the Human Resource leadership team and works collaboratively with the HCA to identify business challenges and use data analysis to help influence changes to the operations, process or programs.
Responsible to ensure the accuracy of the information that is being provided by carefully and continually scrutinizing the data to ensure the right information is portrayed in the reports being delivered.
Provides value-added analysis to interpret the information being represented in the reports provided.
Proactively suggests information that should be analyzed based on key indicators and identifies trends that would require further analysis to determine root cause and/or pinpoint specific areas of concern.
Works closely with the Corporate HR reporting function to align metrics utilized to the data utilized by Corporate HR.
Works diligently to instill confidence in the business to trust the information that is being represented in the reports provided.
Utilizes technology and analytical tools to develop and analyze enterprise-wide people and other cross-functional data as needed.
Communicates findings to senior management via formal presentations, standard management reporting artifacts on periodic/quarterly/annual basis.
Creates, maintains, and ensures quality assurance and data accuracy of key human resources data sets, reports, and metrics.
Serves as the domain expert for the HR reporting service.
Collaborates with subject matter experts across the HR service areas (HCA, learning and development, staffing, talent management, diversity, compliance) to promote data governance and stewardship, and to improve overall strategic and operational performance and insight.
Works as the key representative to the external benchmarks and key surveys supporting the HR function with regard to managing the Reporting Service function.
Provides the support required producing all reports utilized for regulatory and compliance purposes by partnering with COEs as needed.
Designs the HR early warning system to identify trends in the organization
Runs regular audits over HR data and reports issues to be corrected
Participates in various HR Projects and delivers the source data for the analysis in the project team
Cooperates with leaders and analysts from other departments as HR data feeds into data from the rest of the organization.
A minimum of a Master’s degree in Business, Computer Science, Statistics, or related discipline coupled with 7 years applicable analysis and/or reporting experience;
OR a minimum of a Bachelor’s degree in Business, Computer Science, Statistics, or related discipline coupled with 9 years applicable analysis and/or reporting experience.
Workday reporting experience is required
Experience managing, mentoring, and developing talent
Excellent analytical skills
Strong presentation skills
Strong communication skills
Excellent data management skills
Ability to work under pressure
HRIS systems experience a plus
Strong attention to detail, analytical acumen, intellectual curiosity, creativity, a proven work ethic, and good communication skills
Hyperion/EPM, SQL, Tableau, and OBIEE experience
MS SharePoint experience
Microsoft Access, PowerPoint, and Excel experience
Proven customer service, leadership and management skills with significant experience related to verbal communication skills, process improvement, problem solving, teamwork, people management and quality assurance
Detailed knowledge of Human Resources
Demonstrated partnering and collaboration skills
/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/Affirmative Action 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 in employment decisions on the basis of any protected category.
A conviction is not an absolute bar to employment. Factors such as the age of the offense, evidence of rehabilitation, seriousness of violation, and job relatedness are considered in all employment decisions. Additionally, it’s the bank’s policy to only inquire into a candidate’s criminal history after an offer has been made. Federal law prohibits banks from employing individuals who have been convicted of, or received a pretrial diversion for, certain offenses.
Job: *Human Resources
Title: HR Reporting Services Mgr, Director - Remote or Tempe, AZ
Requisition ID: 10010086-WD