Global Career Site Implementation Lead - 18-24 Month Project

SMBC Group is a top-tier global financial group. Headquartered in Tokyo and with a 400-year history, SMBC Group offers a diverse range of financial services, including banking, leasing, securities, credit cards, and consumer finance. The Group has more than 130 offices and 80,000 employees worldwide in nearly 40 countries. Sumitomo Mitsui Financial Group, Inc. (SMFG) is the holding company of SMBC Group, which is one of the three largest banking groups in Japan. SMFG’s shares trade on the Tokyo, Nagoya, and New York (NYSE: SMFG) stock exchanges. In the Americas, SMBC Group has a presence in the US, Canada, Mexico, Brazil, Chile, Colombia, and Peru. Backed by the capital strength of SMBC Group and the value of its relationships in Asia, the Group offers a range of commercial and investment banking services to its corporate, institutional, and municipal clients. It connects a diverse client base to local markets and the organization’s extensive global network. The Group’s operating companies in the Americas include Sumitomo Mitsui Banking Corp. (SMBC), SMBC Nikko Securities America, Inc., SMBC Capital Markets, Inc., SMBC MANUBANK, JRI America, Inc., SMBC Leasing and Finance, Inc., Banco Sumitomo Mitsui Brasileiro S.A., and Sumitomo Mitsui Finance and Leasing Co., Ltd. The anticipated salary range for this role is between $130,000.00 and $173,000.00. The specific salary offered to an applicant will be based on their individual qualifications, experiences, and an analysis of the current compensation paid in their geography and the market for similar roles at the time of hire. The role may also be eligible for an annual discretionary incentive award. In addition to cash compensation, SMBC offers a competitive portfolio of benefits to its employees. Role Summary We are seeking a hands‑on Talent Acquisition professional to support and execute the implementation of our global careers brand across regions, channels, and platforms. This role will help translate our Employee Value Proposition (EVP) and brand guidelines into an integrated candidate experience—from our careers site and job advertisements to social, events, and referral touchpoints—while partnering closely with TA, HRIS/ATS, Corporate Communications, Legal/Compliance, and regional TA teams. The ideal candidate brings strong execution and coordination skills, recruitment marketing fundamentals, and experience supporting change initiatives within complex, regulated financial services environments. This role is well‑suited for someone who enjoys turning strategy into action, managing details across workstreams, and contributing to scalable talent programs. Reports to: Director, Head of TA Governance & Enablement What you’ll do... 1) Global Implementation & Governance Execute and support the operationalization of the employer brand (Employee Value Proposition, messaging pillars, visuals, tone) into reusable toolkits, templates, and guidance for recruiters and hiring managers, promoting global consistency with appropriate local nuance. Support career branding governance activities, including adherence to naming conventions, review and approval workflows, content shelf life, accessibility and data privacy requirements, and brand/legal signoff processes. Apply inclusive recruitment standards and preapproved job description and posting language within workflows and templates, partnering with TA governance and recruiting teams to ensure consistent adoption. 2) Careers Site & Channel Activation Partner with TA, Technology, and Corporate Communications teams to redesign our careers site and integrations (ATS, CRM, referrals, analytics), contributing to a coherent candidate journey across regions and languages, including support of globally coordinated site and referral process alignment. Manage and maintain localized content libraries (role profiles, team pages, “day in the life” content, ERG stories, early careers materials), ensuring alignment with brand guidelines and local compliance requirements. Assist with social and hiring manager activation, including the use of preapproved templates and adherence to data privacy and brand guardrails when enabling LinkedIn and other channels. 3) Project Management & Change Coordinate day-to-day activities with PMO partners and workstream leads across the broader HR transformation to help keep brand, technology, and process initiatives aligned. Support UAT activities and enablement efforts, including documentation, testing coordination, and recruiter or stakeholder readiness activities. 4) Measurement & Optimization Contribute to defining and tracking KPIs and reporting across the talent funnel (e.g., traffic, source mix, conversion, application quality, time to apply, DEI reach, referral yield). Perform ongoing brand and content QA , including spot checks, broken link reviews, localization accuracy, and accessibility conformance, and escalating issues as needed. 5) Vendor & Stakeholder Management Partner with ATS/CRM and creative/content vendors to support roadmap delivery , monitoring milestones, service levels, and budget considerations in collaboration with senior leaders. Build strong working relationships with regional TA teams, Campus & Early Careers, Corporate Communications & Brand, Legal & Compliance, and Data & Analytics partners to ensure alignment, execution quality, and risk‑aware delivery. Key Competencies Execution focused mindset: Able to translate established strategies and frameworks into practical deliverables; comfortable managing details while moving work forward. Collaborative stakeholder partner: Works effectively with cross functional teams across regions and time zones; communicates clearly and follows through. Brand and standards awareness: Applies employer brand, compliance, accessibility, and risk considerations consistently across materials and channels. Measurement oriented: Supports tracking and interpretation of recruiting and brand performance metrics; uses data to inform continuous improvement. Change and enablement support: Contributes to adoption through documentation, training materials, and hands‑on guidance for recruiters and partners. Required Qualifications 3 - 5+ years of experience in Talent Acquisition, Recruitment Marketing, Employer Branding, or a closely related HR function, with demonstrated hands‑on implementation or execution experience. Experience supporting the rollout of employer branding or recruiting initiatives across a careers site, job postings, social channels, or events within a structured organization (financial services strongly preferred). Platform familiarity: Exposure to ATS/CRM platforms (e.g., SmartRecruiters or similar), careers site CMS tools, analytics, and collaboration systems, with the ability to work effectively with technical partners to implement changes. Risk and compliance awareness: Working knowledge of data privacy (e.g., GDPR), accessibility standards (e.g., WCAG), and regulated content review processes, with experience partnering with Legal, Compliance, or Brand teams. Strong written and verbal communication skills, with the ability to create clear documentation, templates, and user guidance that supports adoption at scale. Preferred Qualifications Exposure to HR transformation efforts (e.g., systems implementations, operating model changes, or process standardization initiatives). Experience supporting early careers branding or campus recruiting initiatives , working with campus teams, ERGs, or marketing partners. Demonstrated ability to manage multiple workstreams or projects simultaneously , coordinating stakeholders and tracking dependencies. Familiarity with financial services hiring environments , including structured approvals, content governance, and risk management considerations. Additional Requirements SMBC’s employees participate in a Hybrid workforce model that provides employees with an opportunity to work from home, as well as, from an SMBC office. SMBC requires that employees live within a reasonable commuting distance of their office location. Prospective candidates will learn more about their specific hybrid work schedule during their interview process. Hybrid work may not be permitted for certain roles, including, for example, certain FINRA‑registered roles for which in‑office attendance for the entire workweek is required. SMBC provides reasonable accommodations during candidacy for applicants with disabilities consistent with applicable federal, state, and local law. If you need a reasonable accommodation during the application process, please let us know at View email address on click.appcast.io. EOE, including Disability/veterans #J-18808-Ljbffr SMBC