Executive Director, Senior Human Resources Business Advisor (Enterprise Technology)

Human Resources plays a critical role in driving the employee experience, shaping the firm’s culture, and building a diverse and inclusive workforce. We are a strategic partner to the business — working with leaders across the firm to hire, develop and retain the best people, and help meet business goals. Together, we foster a work environment in which our people are supported, feel like they belong, and can make an impact through their work. We develop and deliver a suite of products and services that help make JPMorgan Chase an employer of choice and drive our business forward.

Enterprise Technology supports JPMorganChase's businesses in more than 60 countries. Technology is at the heart of everything we do to enable our customers, clients, communities and employees. We aim to deliver market-leading technology capabilities in a secure, stable, and scalable way. The functions are aligned to Firmwide Platforms and Products, Firmwide Technology Functions and specific lines of business and regions. 

The Senior Human Resources Business Advisor within the Enterprise Technology Organization at J.P. Morgan Chase & Co. (JPMC) is a critical role that partners with senior leadership to deliver human capital strategies across the organization. This role is responsible for providing strategic and day-to-day HR leadership to the Chief Information Officers across Firmwide Technology Functions, Platforms and Products. This role will actively consult and provide workforce, talent and organizational solutions to business leaders and help co-create and drive progressive solutions based on the workforce of the future. 

Role Objectives & Responsibilities

• Strategic leader– work with senior leadership teams to create the workforce of the future by understanding the business deeply and leveraging our HR products to drive business outcomes; support the design and implementation of HR Products and deliver the end-to-end talent strategy for the function; including AI and digitally enabled HR.
• Trusted advisor – demonstrate consulting agility and act trusted advisor to senior stakeholders and employees on issues of all kinds, including how to drive transformation, redesigning work, automation, and digital strategies; coach senior leaders and get involved in complex people matters.
• Innovation & Emerging Technologies – stay abreast of emerging AI technologies, and best practices to drive HR innovation within the organization. Evaluate and implement people-solutions to optimize business processes and drive competitive advantage.
• People Plan - Collaborate with business leaders to identify people strategies and leverage workforce planning, up skilling and new skilling, talent and diversity strategies, leadership development, performance management, change management and compensation.
• Exceptional stakeholder manager – strong executive composure, relationship management and communication skills with the ability to work with all leaders across the organization.
• Employee Experience orchestration – partner with talent leaders to provide strategic direction and support delivering Employee Experience products and service.
• Data fluency – Interpret metrics to drive outcomes and ensure leadership performance. Translate data and insights into action and lead implementation of organizational solutions.
• Communication and Engagement – Act as a listening post to advise business leaders and provide feedback into HR Products.

Required qualifications, capabilities, and skills.

• 8 years of Human Resource or transformational people leadership experience in a technology organization of scale. Experience supporting Cybersecurity leadership is highly preferred.
• Knowledge of full range of people practices and how to apply them to an organization that is shifting to a customer focused operating model: goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development.
• Ability to utilize critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause.
• Exceptional analytical, quantitative, and technical skills that enable individual to leverage data to create Human Resource strategies that support and launch business results.
• Ability to operate at scale, navigate a globally matrixed organization, and partner on issues across HR and the business.