Help shape how the Tech, Data, Product (TDP) segment builds for the future—its talent, skills, and capacity to deliver. You’ll connect workforce strategy to business priorities and lead the change required to execute workforce transformation. You’ll build repeatable mechanisms that make planning and talent movement more proactive, scalable, and sustainable. You’ll work closely with leaders and partners across strategy, finance, and human resources to translate data into clear decisions and action. Your work will help the business achieve target outcomes and support long-term growth and performance.
As a Workforce Optimization & Change Management Lead in the Tech, Data, Product (TDP) Segment, you will partner closely with business leaders and key partners (including workforce design, strategy, finance, and human resources partners) to connect workforce strategy with business priorities and deliver the change required to execute it. You will build and run an operating system that accelerates strategic delivery through repeatable mechanisms such as workforce planning, workforce agility, redeployment pathways, and governance. You will connect strategic workforce planning, organization and job architecture design, and downstream impacts on tasks and jobs to inform skills, learning, upskilling, recruiting, redeployment, and change strategies. Success is measured by helping the business execute workforce changes to meet target measurable outcomes.
Job Responsibilities
- Partner closely with key partners (e.g., the Firmwide Workforce Design Team, Strategy, Finance, Human Resources Business Advisors) and business leaders to connect workforce strategy with business priorities.
- Lead the change required to execute workforce strategy and workforce transformation.
- Build and run the operating system to accelerate strategic delivery and create repeatable mechanisms (e.g., workforce planning, workforce agility, redeployment pathways, governance) supporting workforce transformation execution.
- Connect strategic workforce planning, organization design, and job architecture design to downstream impacts on tasks and jobs to inform required skills, learning, upskilling, recruiting, redeployment, and change strategies.
- Leverage firmwide frameworks and tools and line of business/function-specific market insights to anticipate workforce challenges, identify capability gaps, and translate business strategy into actionable workforce plans and changes.
- Enable leaders to move beyond reactive talent decisions toward proactive workforce planning and sustainable capability building.
- Collaborate with key partners to create scalable, repeatable processes and mechanisms for the business and human resources partners, and develop workforce plans informed by transformation and automation that enable organizational redesign.
- Assess current workforce composition across lines of business against future-state talent requirements.
- Identify critical capability gaps, succession risks, and talent concentrations.
- Partner with Learning and Development, Recruiting, Workforce Design, and Compensation teams to assess impacts of workforce changes and develop plans to address them.
- Identify future skill requirements and workforce capability priorities.
- Drive workforce agility initiatives that enable movement of talent across businesses and functions, including partnering on redeployment and retention plans.
- Recommend investments in leadership, technical, and professional development programs to help upskill the workforce.
- Leverage data to assess organizational structures for scalability, efficiency, and effectiveness.
- Support leadership teams through business transformations, reorganizations, and growth initiatives.
- Provide data-driven recommendations regarding spans, layers, talent density, and operating models.
- Use internal and external market data to identify workforce risks and opportunities.
- Monitor workforce trends, talent pipeline health, mobility, attrition, succession, readiness, and skills gaps.
- Deliver strategic insights and scenario planning for senior leadership.
- Prioritize needs across lines of business and the Tech, Data, Product segment organizations to identify areas with the highest workforce impact that are ready to partner with the Workforce Design team.
- Serve as a Workforce Optimization subject matter expert and act as a trusted advisor to senior leaders and human resources on workforce implications of business decisions.
- Translate complex workforce data into clear business recommendations.
- Advise senior leaders on workforce implications of strategic business decisions.
- Own the integrated change management and readiness approach for a portfolio of high-priority talent and workforce initiatives.
- Enable leaders, managers, human resources partners, and employees to understand what is changing, why it matters, what actions are required, and how adoption will be measured.
- Connect strategy to execution by developing change narratives, readiness assessments, stakeholder plans, adoption measures, communication strategies, governance routines, and reinforcement mechanisms that enable sustainable behavior change.
Required qualifications, capabilities and skills
- Demonstrated ability to connect workforce strategy to business priorities and drive execution through change leadership
- Experience building scalable and repeatable workforce planning and governance mechanisms (e.g., planning, agility, redeployment pathways)
- Experience assessing workforce composition against future-state talent requirements and identifying capability gaps and succession risks
- Capability to partner across strategy, finance, and human resources stakeholders to develop actionable workforce plans informed by transformation and automation
- Experience translating workforce data into clear insights, scenarios, and business recommendations for senior leaders
- Ability to apply data to evaluate organizational structures (scalability, efficiency, effectiveness) and provide recommendations (spans, layers, talent density, operating models)
- Experience partnering with learning, recruiting, workforce design, and compensation partners to address impacts of workforce change
- Demonstrated ability to drive workforce agility initiatives enabling talent movement, redeployment, retention, and capability building
- Ability to monitor workforce trends and indicators (mobility, attrition, pipeline health, succession, readiness, skills gaps) and identify risks/opportunities
- Strong communication and stakeholder management skills to build change narratives, readiness plans, communications, adoption measures, and reinforcement routines
Preferred qualifications, capabilities and skills
- Experience serving as a trusted advisor to senior leaders on workforce implications of strategic decisions
- Experience supporting large-scale transformations, reorganizations, and growth initiatives across multiple businesses/functions
- Experience using internal and external market data to identify workforce risks and opportunities and inform scenario planning
- Experience connecting job architecture and task/job impacts to skills, learning, upskilling, recruiting, and redeployment strategies
- Experience defining and running governance routines that sustain behavior change and improve adoption of workforce initiatives
- Experience preparing leaders/partners for structured organization design workshops and employee mapping activities
- Experience enabling human resources advisory teams to confidently lead workforce optimization discussions and understand engagement/intake processes
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
- Connect workforce strategy to business priorities and drive execution through change leadership
- Build scalable and repeatable workforce planning and governance mechanisms, including planning, agility, and redeployment pathways
- Assess workforce composition against future-state talent requirements and identify capability gaps and succession risks
- Partner with strategy, finance, and human resources stakeholders to develop actionable workforce plans informed by transformation and automation
- Translate workforce data into insights, scenarios, and business recommendations for senior leaders
- Use data to evaluate organizational structures and recommend spans, layers, talent density, and operating models
- Partner with learning, recruiting, workforce design, and compensation teams to address workforce-change impacts
- Drive workforce agility initiatives involving talent movement, redeployment, retention, and capability building
- Monitor workforce trends and indicators, including mobility, attrition, pipeline health, succession, readiness, and skills gaps
- Communicate effectively and manage stakeholders through change narratives, readiness plans, communications, adoption measures, and reinforcement routines
- Serve as a trusted advisor to senior leaders on workforce implications of strategic decisions
- Support large-scale transformations, reorganizations, and growth initiatives across multiple businesses or functions
- Use internal and external market data to identify workforce risks and opportunities and inform scenario planning
- Connect job architecture and task or job impacts to skills, learning, upskilling, recruiting, and redeployment strategies
- Define and run governance routines that sustain behavior change and improve adoption of workforce initiatives
- Prepare leaders and partners for organization design workshops and employee mapping activities
- Enable human resources advisory teams to lead workforce optimization discussions and understand engagement and intake processes
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 — Health coverage is considered comprehensive, including medical, dental, and vision, alongside wellness and mental health resources. Some locations add onsite health centers and related wellbeing support.
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Retirement Support — Retirement offerings include a 401(k)-type savings plan and related financial benefits, with options such as employee stock purchase participation. Financial planning resources are also highlighted to support long-term savings.
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Parental & Family Support — Paid parental leave of 16 weeks for birth or adoption is available for all parents. Child care and back-up child care resources further reinforce family support.
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.
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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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