HR Business Advisor, Executive Director

Job Description

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

JPMorganChase, 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 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

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.