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.

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.
• Schedule 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.
• Assist in scheduling exit interviews with employees, ensuring all company property is returned back to the Branch.

Advisory

• Dealing with basic employee related queries, escalating to the HR Head / HR Business Partners as required

Payroll and Benefits Administration

Overall management of the monthly payroll process including but not limited to:

• Keep track, collate and record all relevant information related to Payroll (new joiners, leavers, special and out-of-cycle payments, allowances, salary changes, school fees, etc.) and administer the input in an accurate and timely manner
• 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.
• Coordinate any GOSI payment requirements as applicable, 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 & VP, HRBP, assist in renewal process for renewal of medical, life and accidental death and long-term disability policies
• policies for the Branch in line with the budget.
• Support the Head of HR MENA & VP, HRBP 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.
• Support the HR team in the delivery and communication of compensation and benefits to staff
• Support the HR team to coordinate in the annual compensation and benefits surveys for the Branch as required.
• Support any employee engagement initiatives.

Back up for the Government Relations Officer (HR Analyst) for the following:

• Drafting/reviewing employment contracts and contract packs, following up on the submission of documents by pending hires
• Approving new employee records raised by the HR Analyst on Workday and ensure leaver details are also processed for departing employees
• Ensuring initiation and on-going monitoring of relocations and destination services as necessary for new joiners/transferees including on-going support of Japanese Expatriates
• Monitoring of immigration process and raising IMS requests in the absence of the HR Analyst
• Ensure all new employees and leavers paperwork is provided in orderly fashion to the HR Analyst for filing
• Follow up with departed employees to close any outstanding HR matters

HR Operations Management

• Overall responsibility for the smooth running of all HR Operations across the KSA region including Back up for the Government Relations Officer (HR Analyst) for the following:
• Opening positions in Workday Recruit and ensuring approvals are in place for the recruiting activity
• Maintaining the HR new joiners/leavers/recruitment spreadsheet and ensuring it is up to date and accurate at weekly meetings
• Advising other departments such as IT, CRES, Compliance, Legal, Corporate Services and Finance of new joiner’s confirmed start dates and leavers’ last service dates
• Coordinate with the background screening provider for the initiation of background screening and ensuring screening reports have been received
• Coordinate with the immigration provider in the initiation of visa requirements for the employee and provision of relevant documentation to support processing
• Liaise with the benefits providers in registering/cancelling new joiners/leavers and their approved dependents (if applicable) into the benefits schemes. Provide ongoing reporting requirements to the provider
• Advising line managers of confirmed start dates and leavers’ last service dates
• Ensuring new employee records are updated on Workday and ensure leaver details are also entered for departing employees
• Reviewing leaver paperwork including leaver calculation for review. Coordinate any post-employment follow up for conclusion of all matters relating to the termination of an employee
• 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’ files are complete and audit compliant.
• Management of JUMP set up

File Management

• Overseeing the Government Relations Officer (HR Analyst) with regards to their file management responsibilities, ensuring these are manged in a timely fashion.

Learning and Development

• Coordination of rooms bookings for training courses
• Preparation of training materials ahead of training programmes including attendee list and feedback questionnaires.
• Updating the HR training log and provide reports as required.
• Co-ordinate Lunch & Learn sessions for the region

Japanese Expatriate Management

• Lease management and renewal process coordination
• Advising on salary changes

IT Systems and Reporting

• Assist 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.
• 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 & VP, HRBP 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.
• Facilitate risk assessment within the department to identify potential risks
• Timely escalation of Self-Identified Issues (SII) with remedial action(s)/risk acceptance raised

Miscellaneous

• Providing support and service for HR Ops duties, working closely with the HR Advisor and HRBP of that area to provide a quality service and in various HR projects, providing operations input to business requirements and operational readiness
• Provision of Salary certificates and NOCs for employees
• Provide general administration support such as answering telephone calls, dealing with correspondence/letters, updating HR documents, sending replies to applicant, organizing meetings. Conference calls, processing business related expenses & invoices.
• Logging and processing of HR related invoices
• Back up for invoice processing, act as 1st checker and monthly accrual maintenance
• Responding to or assigning to the applicable HRBP the cases raise by employee on Workday Ask HR
• Support the Head of Human Resources – Emerging Markets & VP, HRBP in the rollout of any Global/EMEA HR Initiatives and assist where requested
• Support the Head of Human Resources & VP, HRBP in the implementation of the regional HR agenda and assist initiatives where requested.
• Provide back up to the Government Relations Officer (HR Analyst) when on leave or absent
• Support in annual review processes including performance review, salary and bonus review, promotions
• Ad-hoc projects and tasks as required by the Head of Human Resources – Emerging Markets

Core Annual HR Processes

• Support as required and of the annual HR processes such as compensation, promotions, objectives and performance reviews, and annual talent review

#LI-DNI

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.