The Executive Director HR Business Advisor (HRBA) is a senior, strategic people partner supporting leaders within the Office of the Chief Financial Officer – Corporate and Investment Bank Finance & Business Management. Embedded within the firmwide HR Business Advisor organization (Center of Excellence / Shared Services construct), this role advises senior leaders and managers on the full spectrum of people priorities—organization effectiveness, workforce planning, performance and talent, compensation governance, employee experience, and HR risk/controls. The HRBA translates business strategy into actionable people plans, drives disciplined execution of annual cycles, and brings data-driven insights to enable measurable outcomes.
Job Responsibilities
- Serve as a trusted advisor to senior leaders and managers on talent strategy, organization effectiveness, leadership capability, culture, and employee experience.
- Translate business priorities into actionable people plans (skills, capacity, succession, mobility, workforce actions) aligned to firmwide HR strategy and governance.
- Provide timely, high-judgment counsel on complex and sensitive human capital matters; appropriately escalate and partner with HR specialist teams (e.g., Employee Relations, Compensation, Talent, Legal/Risk as applicable).
- Advise and support leaders through organizational structuring, reorganization activity, and operating model changes—ensuring changes are implemented effectively and institutionalized into BAU.
- Drive change management support (readiness, communications, manager enablement) for people agenda initiatives and large-scale programs within the line of business.
- Support year-end compensation processes by ensuring accurate baselines (joiners, leavers, transfers) and synchronization with Finance/Business Management; provide guidance to managers on incentive compensation and salary planning.
- Support performance and talent management cycles, including performance guidance, promotion process support (quarterly and year-end), talent review actions, and succession planning for critical roles.
- Facilitate employee listening routines (e.g., Employee Opinion Survey action planning, pulse checks), translating themes into measurable action plans with leader accountability.
- Provide targeted coaching and enablement to managers and emerging leaders, in partnership with HR Development and/or external coaching resources as appropriate.
- Provide front-line support to managers on HR risk/controls initiatives and ensure appropriate controls are maintained for critical HR processes.
- Partner with MIS/reporting teams to identify trends and outliers; translate insights into fact-based recommendations that drive business decisions and outcomes.
- Lead and/or contribute to HR projects and process improvements; champion simplification, standardization, and efficiencies across HRBA services.
- Partner across HR colleagues of all levels to leverage best practices and deliver consistent, high-quality outcomes.
Required Qualifications, Skills, and Capabilities
- Significant, progressive HR experience, including HR Business Partner/Advisor experience supporting senior leaders in a complex, matrixed environment.
- Strong working knowledge of core people practices: performance management, compensation planning, talent review/succession, workforce planning, organizational change, and manager development.
- Demonstrated ability to coach and influence leaders through complex decisions with sound judgment, discretion, and a risk-aware mindset.
- Strong analytical capability and comfort using data to identify trends, diagnose root causes, and shape recommendations.
- Strong project management and execution skills, including end-to-end process improvement.
- Excellent collaboration skills and ability to navigate across teams, functions, regions, and levels.
- Bachelor’s degree required
- Proficiency in Microsoft Office (Excel, PowerPoint).
Preferred Qualifications
- Experience supporting Finance, Business Management, OCFO/COO-aligned organizations, or similarly control-oriented functions.
- Experience supporting organizational transformations and large-scale change initiatives.
- Experience partnering with Employee Relations, Legal, and Risk on sensitive matters.
About Us
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
- Significant, progressive HR experience including HR Business Partner/Advisor experience supporting senior leaders in a complex, matrixed environment
- Strong working knowledge of performance management, compensation planning, talent review/succession, workforce planning, organizational change, and manager development
- Demonstrated ability to coach and influence leaders with sound judgment, discretion, and a risk-aware mindset
- Strong analytical capability and comfort using data to identify trends, diagnose root causes, and shape recommendations
- Strong project management and execution skills, including end-to-end process improvement
- Excellent collaboration skills and ability to navigate across teams, functions, regions, and levels
- Bachelor's degree
- Proficiency in Microsoft Office (Excel, PowerPoint)
- Experience supporting Finance, Business Management, OCFO/COO-aligned organizations or control-oriented functions
- Experience supporting organizational transformations and large-scale change initiatives
- Experience partnering with Employee Relations, Legal, and Risk on sensitive matters
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, dental, vision, and mental-health coverage are broad, with wellness incentives, on-site or virtual care, and an EAP offering coaching and counseling. Plan materials emphasize accessible options, including multiple medical choices and tools to manage costs.
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Parental & Family Support — Paid parental leave extends up to 16 weeks for all parents, supplemented by paid Critical Caregiver Leave. Family resources include backup childcare via Bright Horizons, lactation support and milk-shipping, family-building assistance, and even a free five-month SNOO rental for newborns.
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Retirement Support — Retirement programs include a 401(k) with an annual company match and automatic pay credits for most employees, with a legacy pension available to earlier hires. An Employee Stock Purchase Plan at a 5% discount further supports long-term savings.
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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