JPMorganChase is a leading global financial services firm with operations worldwide. Our Human Resources organization is committed to attracting, developing, and retaining the best talent so our businesses can continue to lead. The Talent Advisory team sits embedded within each segment, partnering closely with HR Business Advisors (HRBAs), Leadership Edge, Executive Talent Management (ETM), and the Performance, Progression and Rewards team to deliver a cohesive talent and leadership agenda.
As the Talent & Performance Management Executive Director within the TDP (Technology, Data & Platforms) Segment, you will be a strategic Talent Advisory position accountable for driving the segment's talent, succession, promotion, and performance agenda. With Talent Advisory now embedded within segments, this role owns execution of segment-specific talent processes while partnering with firmwide Centers of Excellence (Leadership Edge, ETM, Firmwide Workforce Development, Performance, Progression and Rewards). The successful candidate will act as 1st Chair on segment-owned work and as advisory partner on firmwide programs, ensuring the TDP leadership pipeline, performance culture, and workforce design strategy are aligned to business priorities, including AI-led organizational transformation.
Key Responsibilities
Talent & Performance Management
Drive the year-round calendar and integrated events following the firmwide timeline for the Tech Data Product Segment organization
Develop and deliver segment specific performance management guidance, communications, toolkits and enablement activities for leaders, managers and HRBAs where needed to augment the firmwide go to market materials.
Produce performance management reporting, executive summaries and data analysis throughout the performance cycle.
Analyze talent data to identify candidate populations for executive talent engagement events and coordinate invitee reviews with HRBAs and Communications teams.
Talent Reviews & Succession Planning
Lead OC and OC-1 Talent Reviews and succession planning for the TDP Segment, operating as 1st Chair in partnership with HRBAs and the Performance, Progression and Rewards team.
Align to the firmwide talent review playbook on definitions and standards while tailoring content to TDP business demands.
Deliver succession plans for Board and Senior Management Function (SMF) roles within TDP, in partnership with the HR Executive and HRBAs.
Executive Talent Management (ETM) Execution
Partner with HRBAs and ETM to prepare and run offsites and processes for top talent, OC Potential, Firmwide Key Function Roles (KFRs), and succession for OC and Firmwide KFRs.
Drive Development Plans for KFR incumbents and successors and the 7-Step Engagement Plan for OC Potential talent.
Serve as 1st Chair for TDP execution of ETM processes, ensuring quality, consistency, and timely delivery.
Promotion Processes (MD and ED & Below)
Own management and continued refinement of the MD Promotion Process for the TDP Segment, partnering with HRBAs and the Performance, Progression and Rewards team.
During the current transition year, lean in to support the ED and below Promotion Process using firmwide tools and resources provided by the Performance, Progression and Rewards team.
Identify opportunities to standardize and scale promotion practices across the segment.
Leadership Development & Programming
Partner with Leadership Edge on the Program Nominations Process, providing advisory support (1st Chair) alongside HRBAs; identify opportunities to automate the process.
Deliver 360-degree feedback debriefs for Leadership Edge (Executive Edge) participants within TDP.
Collaborate on 360 feedback debriefs for the Accelerate program as the model evolves (potentially a simplified, manager-led model leveraging AI Coach).
Manage one-time team interventions for new or existing leaders (e.g., Integrated Leadership Sessions, Jumpstart) in partnership with HRBAs, within agreed guidelines as requested.
Executive Coaching & Senior Team Effectiveness
In partnership with HRBAs, coordinate executive coaching needs for TDP's most senior executives (Top talent, OC Potential, KFR incumbents and successors, with expansion to the next level down), partnering with ETM and external coaches as appropriate.
As requested, support senior team effectiveness activities at OC-1, OC-2, and select OC-3 levels — including leader and team assimilation, assessments, and offsite/workshop design consultation — as scope is finalized with firmwide stakeholders.
People Councils, Networks & Segment Initiatives
Provide advisory support to the HR Executive and HRBAs (who sit 1st Chair) on oversight of TDP People Councils and Employee Networks.
Lead and partner on LOB-specific talent initiatives — engagement strategies, research and analysis, regulatory projects, LOB-specific programs, DOI Council activities, and People Agenda deliverables.
Support firmwide changes on performance, reward, and recognition by driving standardization within the segment to scale.
Required Qualifications, Capabilities & Skills
8+ years of progressive HR experience with a strong track record in talent management, succession planning, performance management, and leadership development in a large, matrixed organization.
Demonstrated experience leading executive-level talent reviews and succession for senior populations (OC/OC-1 or equivalent).
Deep knowledge of promotion processes (MD and ED-level) and performance, progression, and rewards frameworks.
Strong consulting and advisory skills with the ability to operate as 1st Chair with senior business leaders and HR Executives.
Experience partnering with firmwide Centers of Excellence (Leadership Edge, ETM, Workforce Development) while delivering segment-aligned outcomes.
Excellent judgment, discretion, and ability to manage highly confidential talent information.
Strong facilitation, coaching, and executive communication skills.
Bachelor's degree required.
Preferred Qualifications, Capabilities & Skills
Experience supporting a Technology, Data, or Platforms organization or similar highly technical business.
Exposure to AI-led organizational transformation and modern workforce design frameworks.
Familiarity with 360-degree feedback instruments and executive coaching ecosystems; comfort with AI-enabled coaching tools.
Experience designing or scaling automation and standardization in HR processes (e.g., nominations, promotions).
Master's degree in HR, Organizational Development, Industrial/Organizational Psychology, or related field.
We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process.
We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation.
JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans
Skills Required
- 8+ years of progressive HR experience
- Strong experience in talent management, succession planning, performance management, and leadership development within a large, matrixed organization
- Experience leading executive-level talent reviews and succession planning for senior populations, such as OC/OC-1 or equivalent
- Deep knowledge of MD and ED-level promotion processes and performance, progression, and rewards frameworks
- Strong consulting and advisory skills with senior business leaders and HR executives
- Experience partnering with firmwide Centers of Excellence while delivering segment-aligned outcomes
- Excellent judgment and discretion when managing highly confidential talent information
- Strong facilitation, coaching, and executive communication skills
- Bachelor's degree
- Experience supporting a Technology, Data, or Platforms organization or similar highly technical business
- Exposure to AI-led organizational transformation and modern workforce design frameworks
- Familiarity with 360-degree feedback instruments and executive coaching ecosystems
- Comfort with AI-enabled coaching tools
- Experience designing or scaling automation and standardization in HR processes
- Master's degree in HR, Organizational Development, Industrial/Organizational Psychology, or a related field
JPMorganChase Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about JPMorganChase and has not been reviewed or approved by JPMorganChase.
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Healthcare Strength — Medical coverage and wellness resources, including mental-health support and wellness incentives, are described as comprehensive and accessible; feedback suggests income-based contributions help keep care affordable.
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Retirement Support — A dollar-for-dollar 401(k) match up to 5% of eligible pay, plus additional employer contributions in some cases, is highlighted as a strong pillar of financial security. Feedback suggests this structure is a notable advantage of the total rewards package.
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Parental & Family Support — Up to 16 weeks of paid parental leave for all parents, along with fertility, adoption, surrogacy, childcare, and family-support resources, signals a family-forward approach. Feedback suggests these programs are a standout feature of the package.
JPMorganChase Insights
What We Do
JPMorgan Chase & Co. (NYSE: JPM) is a leading global financial services firm with assets of $3.7 trillion and operations worldwide. The firm is a leader in investment banking, financial services for consumers and small businesses, commercial banking, financial transaction processing, and asset management. A component of the Dow Jones Industrial Average, JPMorgan Chase & Co. serves millions of consumers in the United States and many of the world’s most prominent corporate, institutional and government clients under its J.P. Morgan and Chase brands. Technology fuels every aspect of our company and is at the heart of everything we do. With over 50,000 technologists globally and an annual tech spend of $12 billion, we are dedicated to improving the design, analytics, development, coding, testing and application programming that goes into creating high quality software and new products. Learn more about technology at our firm, explore resources from our Distinguished Engineers, AI & ML researchers, and other experts; access the latest episode of our TechTrends podcast, and more at www.jpmorgan.com/technology. Information about JPMorgan Chase & Co. is available at www.jpmorganchase.com. ©2023 JPMorgan Chase & Co. All rights reserved. JPMorgan Chase is an Equal Opportunity Employer, including Disability/Veterans.
Why Work With Us
Our technologists work on a diverse range of solutions that include strategic technology initiatives, big data, mobile, electronic payments, machine learning, cybersecurity, enterprise cloud development, and other state-of-the-art technologies.
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