GHR - HR Operations Analyst

Title: Analyst or Senior Analyst

Reporting to: Assistant Vice President

Role Summary

The HR Operations Analyst is a client-facing role within Global HR Central Services, responsible for delivering high-quality, efficient, and compliant HR services across the employee lifecycle. The role acts as a key point of contact for employees, managers, and COEs, managing various HR operational activities while ensuring adherence to service level agreements, policies, and regulatory requirements.

Employee Lifecycle Management

· Manage end-to-end administration of employee leave of absence cases, including statutory and non-statutory leave (e.g., maternity, paternity, parental leave, disability, sick leave, and other approved absences)

· Act as a primary point of contact for leave-related queries, providing guidance and support to employees and managers throughout the leave lifecycle. Manage leave cases through to resolution, ensuring clear communication, timely updates, and adherence to defined timelines

· Escalate complex or high-risk cases (e.g., long-term absence, sensitive employee situations) to senior stakeholders as appropriate

· Support payroll input and employee data changes in HR systems as required

Severance & Involuntary Exit Operations

· Support the end-to-end administration of involuntary terminations, including redundancies, terminations, and mutual separations

· Prepare and process severance documentation, ensuring accuracy and compliance with internal policies and legal requirements

· Coordinate with various HR teams and stakeholders to ensure timely and compliant execution

· Track severance cases and ensure approvals, timelines, and milestones are met

· Support preparation of severance package inputs in coordination with other HR teams

· Manage communications ensuring confidentiality and consistency

· Support reporting and analysis as required

· Identify opportunities to improve and streamline severance processes

Service Delivery

· Provide operational and administrative support to Global and Regional HR Business Partners on a wide range of ad hoc initiatives, projects, and business requirements.

· Support organizational restructuring and workforce realignment activities, ensuring the accurate translation and implementation of organizational design changes within Workday and related HR systems.

· Administer and coordinate PE management processes, ensuring timely execution, compliance, and documentation.

· Execute the end-to-end Breach Notification process, including tracking, coordination, stakeholder communication, documentation, and follow-up actions.

· Conduct employee exit interviews, document feedback, identify key themes and trends, and ensure completion of all associated offboarding activities.

· Execute immigration-related activities, including work pass administration, tracking, and compliance monitoring, as well as Return-to-Office (RTO) and hybrid working arrangements.

· Execute the end-to-end administration of employee probation reviews and contract renewals, including monitoring deadlines, coordinating approvals, communicating with stakeholders, and maintaining accurate employee records.

· Prepare reports and perform simple analytic where needed

· Act as a key point of coordination between HR stakeholders, employees, managers, and external vendors (where required) to ensure the efficient delivery of HR operational processes and services.

HR Systems, Data & Documentation

· Maintain accurate employee data within HR systems, ensuring integrity and completeness

· Produce HR documentation including letters and statutory documentation as required

· Ensure proper document management (filing, archiving, and retention)

Compliance, Risk & Controls

· Ensure activities are executed in line with policies, procedures, and regulations

· Support internal and external HR audits

· Identify and escalate risks, issues, and exceptions within control frameworks

· Maintain awareness of employment legislation and regulatory changes

Process Improvement & Operational Excellence

· Identify opportunities to streamline and automate HR processes and reduce manual effort

· Support implementation of process improvements and standardization initiatives

· Contribute to initiatives enhancing service delivery and operational effectiveness

Stakeholder Management & Collaboration

· Build effective relationships with employees, managers, and COEs, Country HR Heads, Global/Regional HR Business Partners

· Collaborate across regions to promote consistency and best practice

Mitsubishi UFJ Financial Group (MUFG) is an equal opportunity employer. We view our employees as our key assets as they are fundamental to our long-term growth and success. MUFG is committed to hiring based on merit and organsational fit, regardless of race, religion or gender.