What are the responsibilities and job description for the Executive Director, Talent Performance & Progression Strategy position at JPMorgan Chase?
Join a team focused on simplifying how we set expectations, assess impact, and identify and grow talent at scale. You’ll help shape the systems, frameworks, and experiences that guide how our people perform, develop, and advance. Work with partners across HR, Product, Data, and the business to build solutions that are clear, cohesive, and human-centered—enabling better decisions and better careers.
As an Executive Director on the Talent Performance & Progression team, you will lead the design and strategy of talent processes across the firm. You will lead the design and strategy of core talent strategies and processes across the firm. You will partner with business, cross functional HR teams, product, and technology teams to create scalable frameworks and digital experiences that strengthen performance, potential, and progression and recognition. You will play a key role in shaping standards, driving simplification, and embedding inclusion principles, all while supporting senior leaders in making high-quality talent decisions.
Job Responsibilities
- Lead design sprints and strategy workstreams across multiple talent processes, adapting to evolving priorities.
- Define and maintain enterprise standards, taxonomies, and frameworks for core talent practices, such as performance and progression.
- Partner end to end with Workforce Agility, Compensation, Recruiting, Learning and Offboarding to design integrated solutions that link talent, skills, pay and readiness – creating a coherent and user-centered experience across the entire talent system
- Build and govern the calendar of talent events, aligning process timing and decision governance.
- Translate analytics, feedback, and behavioral data into practical design improvements.
- Partner with Product, Tech, and Data teams to develop digital-first, AI-enabled talent experiences.
- Embed behavioral and inclusion principles into all design work to ensure fairness and transparency.
- Support OKR outcomes and ensuring alignment across priorities.
- Equip senior leaders with frameworks, insight packs, and tools for consistent, high-quality talent decisions.
- Build alignment with senior HR and business stakeholders, linking design decisions to business priorities.
- Coach and develop a small, high-performing team of specialists and analysts.
Required Qualifications, Capabilities, and Skills
- 10 years of progressive experience in Talent Strategy, Organizational Design, or People Analytics.
- Proven record in large-scale talent transformation, including design and integration of performance, promotion, progression, recognition or feedback systems.
- Strong partnership experience with technology and data teams to build digital-first talent solutions.
- Executive presence with the ability to influence senior leaders and drive decisions through data and design thinking.
- Demonstrated expertise in strategic talent process design and cross-functional orchestration.
- Skilled in systems simplification and reducing process friction.
- Ability to lead through expertise and credibility, influencing outcomes without direct operational control.
Preferred Qualifications, Capabilities, and Skills
- Experience in enterprise design agility, pivoting between domains based on business priorities.
- Strategic integration skills, connecting talent processes to compensation, learning, and hiring.
- Digital and data fluency, comfortable shaping digital experiences and interpreting analytics.
- Human-centered design experience, balancing business goals with employee and manager experience.
- Experience embedding behavioral and inclusion principles into talent processes.
- Experience coaching and developing high-performing teams.
- Master’s degree in Human Resources, Business, or Organizational Psychology