Vice President, AI Learning & Development Lead

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.

The selected colleague will work at an MUFG office or client sites four days per week and work remotely one day. A member of our recruitment team will provide more details.

The Global Talent, Learning & Culture team is responsible for a range of key HR areas and processes across the Global MUFG Bank and Securities business; including Learning & Development, Talent Management, Talent Acquisition & Mobility, and Culture & Engagement.

The role of Talent, Learning & Culture (TL&C) is to ensure that MUFG maintains a high performing workforce, and is an organization where people can join, accelerate, learn, develop and progress their careers alongside their personal goals. The team aims to provide sound expert advice and resources to both HR and business colleagues, and to deliver programs that support the development of highly performing and engaged teams.

The VP, AI Learning & Development Lead – Americas will shape and execute the Americas- wide AI workforce enablement roadmap, translating evolving AI capabilities and business needs into practical, role-based learning and adoption opportunities. The role will combine strong AI fluency and hands-on experience with enterprise generative AI tools and delivering AI Learning & Development programs to build workforce capability, enable practical use of AI, and help embed new ways of working across the region.

The role will lead cross-functional coordination across TL&C, Technology/IT, PMO, Corporate Communications, Risk, Legal, Compliance, Procurement, vendors, Business Unit AI Leads, HRBPs, and business stakeholders to align priorities, manage dependencies, and move the program from strategy through implementation.

Strategy, AI Enablement & Learning Design

• Establish the AI capability framework and learning architecture for the Americas, aligned to global foundations and adapted for regional business, technology, and regulatory requirements.
• Define target audiences, proficiency levels, and desired outcomes, including pathways for novice, intermediate, advanced/expert, senior leader, people manager, technical, and champion populations.
• Translate AI capabilities, business needs, and SME input into role-based learning pathways, instructor-led opportunities, clear learning objectives, and practical guidance for technical and non-technical audiences.
• Define the baseline proficiency approach and mandatory AI learning & development plan for all employees.
• Leverage and adapt existing global capability frameworks, audience segmentation, supplier criteria, learning architecture, current state/gap analysis, and governance approaches.
• Make recommendations to build, buy, reuse, or adapt learning solutions by evaluating internal and external offerings against capability and business requirements.
• Assess business demand, capability gaps, and emerging AI use cases through partnership with Business Unit AI Leads, HRBPs, Technology, and business stakeholders.
• Coordinate with Risk, Legal, and Compliance to incorporate requirements associated with new AI tools, capabilities, and use cases.
• Maintain strong fluency in emerging AI capabilities, tools, use cases, and workforce trends, translating relevant developments into practical learning and enablement opportunities for the Americas.

Program Leadership & Stakeholder Engagement

• Lead the cross-functional AI learning & development program across TL&C, PMO, Technology/IT, Procurement, Risk, Legal, Compliance, Corporate Communications, vendors, Business Unit AI Leads, HRBPs, and business stakeholders across MUFG’s bank, securities, trust bank, and investor services entities in the Americas region.
• Translate evolving AI workforce priorities into a connected roadmap and implementation plan, leading the program structure, stakeholder alignment, decision points, and follow-through required to drive execution.
• Manage dependencies across content and SME readiness, platform access, procurement, supplier decisions, regulatory input, communications timing, implementation capacity, and emerging business use cases.
• Establish sustainable governance and intake processes to prioritize business-unit-specific workforce enablement requirements and AI use cases.
• Partner with global and regional TL&C stakeholders, including the EMEA AI Workforce Enablement lead and APAC workstreams, to leverage existing frameworks, maintain global alignment, and adapt solutions for the Americas.
• Act as a trusted partner to business and functional stakeholders, facilitating alignment and proactively managing priorities, timelines, dependencies, decisions, and implementation readiness.
• Establish program reporting and adoption governance, including training completions, Copilot usage, champion engagement, and pulse results for senior stakeholders.

Execution & Adoption

• Coordinate implementation and delivery of selected learning solutions, including self-paced content, assessments, curated pathways, instructor-led options, and measurement support.
• Execute role-based learning pathways, instructor-led opportunities, employee self-learning engagement, and mandatory baseline learning & development plan.
• Own, deploy, and sustain practical learning and enablement resources, including people leader toolkits, office hours, FAQs, playbooks, and workflow-based guidance that help employees apply AI effectively in their work.
• Partner with relevant business owners on learning vendor engagement, including detailed vendor inquiries and evaluation inputs.
• Create ongoing feedback loops across senior stakeholders, employee peer groups, and the broader employee base to inform learning priorities, use cases, and adoption.
• Support peer-to-peer employee groups with onboarding, quarterly sessions, operating cadence, recognition, and toolkits.
• Coordinate with responsible SMEs, platform owners, communications partners, and business stakeholders to enable new AI tools and capabilities based on business need.
• Proactively develop PMO and stakeholder updates, governance materials, leadership-ready content, and implementation communications in partnership with Corporate Communications.

Experience

• Proven track record leading large-scale, complex programs across multiple businesses, legal entities, and geographies.
• Demonstrated experience across Learning & Development, digital adoption, program management, workforce transformation, or related roles.
• Direct experience leading an enterprise AI or digital enablement program with Technology partners, from tool rollout through adoption.
• Proven experience designing, implementing, or scaling learning and adoption programs that build capability, drive behavior change, and enable new ways of working.
• Hands-on experience with enterprise generative AI tools (e.g., Microsoft 365 Copilot, agent builders).
• Technology and learning and development vendor management experience.

Skills

• AI fluency: Working knowledge of LLMs, prompting, agents, and responsible AI/model risk.
• Confidence with advanced or niche AI tools and use cases, including agents, custom AI solutions, and workflow-based AI enablement.
• Program leadership: Strong program leadership skills, including translating evolving or ambiguous priorities into a clear roadmap, coordinating multiple workstreams and cross-functional dependencies, and driving execution end-to-end with limited oversight.
• Learning design: Strong learning design judgment and the ability to convert real workflow examples and expert input into practical, usable learning.
• Simplifying complexity: Proven ability to translate technical concepts, business needs, and SME input into clear, actionable guidance and learning experiences for technical and non-technical audiences.
• Consulting and influence: Strong consulting and stakeholder management skills, with the ability to advise, facilitate, and influence stakeholders from working teams through senior leadership across business and functional groups.
• Executive communication: Excellent written and verbal communication skills. Experience developing audience-specific messaging, leadership-ready materials, and clear communications that explain complex topics and why they matter.
• Agility and collaboration: Excellent organizational skills, with a collaborative and proactive approach to problem-solving and the ability to operate effectively in a fast-evolving, ambiguous environment.

Education/Qualifications:

• Preferred: A degree or equivalent professional qualification/experience in Human Resources, Change Management, or other relevant field.

The typical base pay range for this role is between $130K - $180K depending on job-related knowledge, skills, experience, and location. Additionally, our Total Rewards program provides colleagues with a competitive benefits package (in accordance with the eligibility requirements and respective terms of each) that includes comprehensive health and wellness benefits, retirement plans, educational assistance and training programs, income replacement for qualified employees with disabilities, paid maternity and parental bonding leave, and paid vacation, sick days, and holidays. For more information on our Total Rewards package, please click the link below.

MUFG Benefits Summary

We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws (including (i) the San Francisco Fair Chance Ordinance, (ii) the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, (iii) the Los Angeles County Fair Chance Ordinance, and (iv) the California Fair Chance Act) to the extent that (a) an applicant is not subject to a statutory disqualification pursuant to Section 3(a)(39) of the Securities and Exchange Act of 1934 or Section 8a(2) or 8a(3) of the Commodity Exchange Act, and (b) they do not conflict with the background screening requirements of the Financial Industry Regulatory Authority (FINRA) and the National Futures Association (NFA). The major responsibilities listed above are the material job duties of this role for which the Company reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of conditional offer of employment, if any.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 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 on the basis of race, color, national origin, religion, gender expression, gender identity, sex, age, ancestry, marital status, protected veteran and military status, disability, medical condition, sexual orientation, genetic information, or any other status of an individual or that individual’s associates or relatives that is protected under applicable federal, state, or local law.