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Company Info

New York, NY, United States

Company Profile

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Compensation Consultant, Vice President


Job ID:



San Francisco 

Job Category:

Human Resources





Job Description:

Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), the 5th largest financial group in the world with total assets of over $2.4 trillion (as ranked by SNL Financial, April 2016) and 140,000 colleagues in nearly 50 countries. In the U.S., we’re 13,000 strong, working together to positively impact every customer, organization, and community we serve. We achieve this by delivering on our values, putting people first, fostering long-term relationships built on honesty and mutual understanding, and inspiring the best in each other. This is all part of our inclusive, high-performing culture supported by Total Rewards that include our cash balance pension plan. Join a team that’s working to fulfill its vision to be the world’s most trusted financial group.

Job Summary: Provide professional and consultative expertise to MUFG’s Information Technology group. This role will partner with the HR Business Partners and IT business leadership, to ensure compensation initiatives are delivered effectively within the business lines supported. A successful candidate must possess a strong working knowledge of base pay, total compensation, organizational job review and structuring, market data, and compensation regulations. We are looking for someone who shows a passion for producing results and getting things done effectively. The role will report to the Director of Compensation for MUFG’s Corporate Functions.

Major Responsibilities:
  • Partnering with HR and business leaders to design and deliver compensation solutions in the business lines supported.
  • Provide quality consulting on base salary, bonus and equity programs.
  • Ensure compliance with all relevant regulations (e.g. FLSA) in assigned business lines Enhance and implement the Bank’s market data approach.
  • Conduct detailed market pricing and specialized analysis for assigned areas.
  • Participate in the annual market survey process.
  • Design innovative compensation solutions to support assigned business lines, and provide expert compensation consulting to influence decision making.
  • Execute the annual pay review process effectively for assigned business lines.
  • Perform ad hoc analysis to support business needs.
  • Manage and support strategic projects for Total Rewards Perform other duties as assigned.


  • Strong working knowledge of base pay, total compensation, organizational job review and structuring, market data, and compensation regulations.
  • Bachelor’s Degree and 5-8 years of compensation experience are preferred.
  • Strong client management and problem solving skills.
  • Compensation design, governance & process experience and implementing compensation solutions.
  • Understanding of the financial services regulatory environment is preferred.
  • Demonstrated analytical skills.
  • Strong interpersonal skills, influencing ability and communication skills.
  • Highly collaborative style and strong team orientation.
  • High integrity and ethics in handling confidential information
  • Attention to detail and commitment to excellence.
  • Knowledge of FLSA and other applicable laws.
  • Experience using Workday would be advantageous.
  • Professional certifications a plus.

The above statements are intended to describe the general nature and level of the 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.

Security Clearance:

NO Security Clearance

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