Agile Process Enablement Manager, Vice President

MUFG - New York, NY

Full-time
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:
As MUFG embarks on its multi-year transformation, the technology organization must drive real upstream and downstream process evolution to unblock agile ways of working. We are looking for a collaborative process analyst to team with process owners across the organization to identify process improvements (both quick wins and longer term solutions) to better enable agile teams to deliver. As part of Agile Process Enablement team, effectively influence transformation across upstream and downstream support functions (e.g. Legal, Operational risk, Audit, Risk Management, Information Security, Finance, Third Party Vendor Management) to enable agile delivery. In order to do this, the candidate must appreciate the importance and complexity of the organizational and people change required. This role requires problem-solving, logical reasoning and collaborating with others, while also holding them accountable to high standards. The successful candidate will help identify “right sized” process opportunities for MUFG, quickly and accurately assessing and prioritizing problem areas and then work with teams to come up with practical solutions for remediating the issues in a repeatable and measurable manner .

As Agile Process Enablement Manager, you will partner with upstream and downstream process teams to identify and work to remediate processes that ultimately do not support agile development efforts. You are able to quickly pick up process areas and business functions that you are not familiar with and identify creative solutions to make them more efficient. You have a knack for rolling up your sleeves and working with colleagues on complex problems, respecting at the same time that they are domain experts. You are very interested in the areas of technology, finance, security and risk and have an entrepreneurial approach where no job is too small and no opportunity is too big. You are comfortable challenging the status quo with probing questions looking to understand “why do we do this” before ultimately reaching “how can we do it better”. You believe in the values and principles of the Agile manifesto and process inefficiencies only make you work harder to find a more efficient way.

Major Responsibilities:
Work with business and process owners — the key stakeholders for Agile delivery — to document and analyze the current state of process interactions, including hot spots and problem areas
Brainstorm and provide guidance on how to bridge current processes into new ways of working
Partner with process owners to define and communicate “right sized” methods for interfacing among and delivering within upstream and downstream processes
Assist in organizational stakeholder analyses, documenting business processes and systems "current state" and "desired state”
Identify and track organizational challenges to enable agile ways of working, particularly those requiring incubation or transformation to become the new business-as-usual
Provide ad-hoc consulting to teams as they are transforming their processes
Communicate with key stakeholders on overall / cross-cutting progress against plans
Assist in maintenance and communication of transformation roadmap on near and long term plans for evolving the processes and policies that Agile teams will depend on
Implement new reporting and metrics both to track agile process enablement and benefits realized
Solicit agreement on process improvement opportunities and assists in the prioritization of initiatives.

Qualifications:
Experience supporting change in project/product portfolios and process improvements in a large organization
In-depth knowledge of IT processes with understanding of how they operate and levers that impact performance and rate of change
Prior experience as an Agile Coach or as a key role in agile transformation efforts is preferred
Experience planning, organizing, prioritizing, problem solving and logical reasoning
Consultative skills with ability to listen, understand, then influence and align change across organizational silos
Ability to build constructive relationships, present ideas and communicate change to stakeholders
Confident, self-motivated individual with experience coaching or training individuals on process improvement a plus
Strong listening and documentation skills
Ability to work on multiple initiatives in parallel
6-8 years of Technology Project and Program Management experience
Background in process re-engineering is preferred
Deep skills in JIRA (or similar agile tools), Microsoft Project, Microsoft Visio, and Microsoft PowerPoint
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.