Agile Coach, Vice President

MUFG - Glendale, CA2.7

Full-timeEstimated: $120,000 - $160,000 a year
EducationSkillsBenefits
Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), the 5th largest financial group in the world (as ranked by S&P Global, April 2018) with total assets of over $2.9 trillion (106.2 (JPY) as of March 30, 2018) and 150,000 colleagues in more than 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

As our Agile Transformation Coach, you will help design and implement a strategy for teams to continuously improve their use of Agile principles and practices – Help teams inspect, adapt, deliver and mature. You will leverage your agile/lean mindset and coaching expertise to facilitate the process and partner with internal stakeholders within the Technology and Products organization.

Your Impact:
Be highly entrepreneurial. Influence executives, leaders, business units, and technology teams on Agile principles, values, how to build, grow, and maintain a thriving agile organization at scale.

Major Responsibilities:
  • Help design and support full Agile transformation roll-outs.
  • Provide Agile Leadership coaching and training to Scrum Masters, Product Owners, functional managers, and executives.
  • Collaborate directly with software and operations teams to coach and guide them on the mechanics of Lean and Agile methods to achieve optimal team effectiveness.
  • Deliver hands-on coaching of individual teams in all aspects of scrum and kanban - daily meetings, planning, self-organization, collaboration, iterative development, managing flow, limiting wip, etc.
  • Expose our technology teams to the latest innovative thinking and ideas from the Agile community to increase agility, leveraging lean, scrum, kanban, and other agile thinking.
  • Create Enterprise wide initiatives: internal certification (SM, PO).
  • Clearly define enterprise-wide guidelines (e.g, DoD, SM, and PO qualifications and responsibilities).
  • Ensure strong organizational information flow (scaling the coach).
  • Create, launch, and facilitate Agile collaborative groups, Communities of Practice, and Agile Working Groups.
  • Continuously develop potential and existing coaches impacting all levels of the organization.
  • Embrace servant leadership and display the behaviors that come with the key mindset shifts associated with Agile methods.
  • Coach teams and management towards improving Agile process and metrics, evaluate and mentor existing Scrum teams, and deliver training classes for product owners, developers, and testers.
  • Create, build, and deliver customized Agile training.
Qualifications:
5+ years experience working in technology and/or financial organizations.
3+ years of large-scale Agile coaching experience with methods such as XP, Scrum, Lean, or Kanban. JIRA familiarity Education: BA/BS in Computer Science or equivalent degree.
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.