Human Resources Business Advisor, Vice President

61% say women are treated fairly and equally to men

77% say the CEO supports gender diversity

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The structuring & re-organizational changes deeper into LOB areas to institutionalize the new organization into BAU.

Support year-end compensation process by ensuring that baselines are accurate and synchronized (including joiners, leavers, transfers) with finance and/or business management, providing guidance on incentive compensation and salary planning as appropriate and supporting managers through compensation decisions.

Support the performance and talent management cycle by partnering with leaders on an as-needed basis to handle succession planning needs and requirements, answer performance questions, issues and processes, supporting and providing guidance on the promotion process particularly during quarterly & end-of-year timing.

Facilitate feedback processes and other employee input initiatives, e.g., action plans based on Employee Opinion Surveys, Pulse Checks, etc.

Support or participate in individualized development and coaching to managers and emerging leaders, as needed, and in partnership with the development team. This may include supporting action items that stem from leadership coaching provided by the aligned HRBA or an external coach. Be available to provide front-line support to managers for HR risk / controls initiatives.

Provide project management support for HR-related initiatives being implemented within LOBs. Support cross-LOB and large scale initiatives.

Work with management information systems (MIS) and reporting to understand trends and outliers, and facilitate fact based, metrics driven client decisions. Be a champion of HR process change. Analyze processes, data and trends to make recommendations to management team for continuous improvement.

Partner with HR colleagues of all levels to drive efficiencies and leverage best practices.

Ensure appropriate controls are in place and managed effectively for all critical HR processes.

Lead and/or actively participate in HR projects, aligned to key identified HR priorities.

Required qualifications, capabilities and skills:

At least 9 years of overall Human Resource experience.

Bachelor's Degree required.

Knowledge of full range of people practices in a business setting: goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development.

Project management abilities including execution skills and end to end process improvement.

Technically proficient in MS Office Suite - including Excel and PowerPoint.

Ability to utilize critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause.

Strong analytical, quantitative and technical skills that enable individual to leverage data to create HR strategies that support and drive business results.

Ability to navigate a global matrix organization and partner on issues across HR and the business.

Must be able to work collaboratively and to develop strong, positive working relationships.

Proven track record in objectively coaching employees and management through complex, difficult issues and mitigating risks.

Exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment.

ABOUT US

JPMorgan Chase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.

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.

ABOUT THE TEAM

Our professionals in our Corporate Functions cover a diverse range of areas from finance and risk to human resources and marketing. Our corporate teams are an essential part of our company, ensuring that we're setting our businesses, clients, customers and employees up for success.

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 are able to 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.