Data Product Manager - Vice President

JPMorgan Chase & Co.; City of Rochester (NY); On-site; USD 180,000 - 270,000; Full time

Job summary

JPMorgan Chase & Co. in Rochester, NY seeks a Vice President Data Product Manager to lead the strategy and delivery of HR data products across reporting, analytics, and AI.

You will define multi-year roadmaps, align stakeholders, and drive end-to-end execution from discovery to adoption, championing data governance, quality, and self-service to empower HR and business teams. This role partners with People Operations, HR Technology, BI, AI/ML, information architecture, and data engineering to

Qualifications

• 5 years of experience delivering data products, analytics platforms, or enterprise data solutions in complex environments.
• Experience translating business needs into epics, features, and user stories with clear acceptance criteria
• Experience managing a transparent, prioritized backlog and delivery plan
• Experience with modern data platforms and cloud ecosystems, including entitlements, catalog/lineage, and data quality tooling
• Proficiency in SQL for data testing, validation, and ad-hoc analysis
• Experience with data onboarding, metadata management, governance workflows, and compliance in control-heavy or regulated environments with multiple lines of defense
• Strong stakeholder engagement and communication skills, including translating technical capabilities into clear business outcomes and articulating trade-offs

Responsibilities

• Own multi-year strategy, outcomes, and objectives and key results for your HR data domain.
• Prioritize a portfolio backlog across competing demands and balance near-term value with long-term platform investments.
• Engage senior HR and business leaders to identify opportunities and align on outcomes.
• Translate business needs into epics, features, and user stories with clear acceptance criteria, and maintain a transparent, prioritized backlog and delivery plan.
• Conduct user discovery and stakeholder interviews to gather business requirements, pain points, and opportunities for improvement.
• Partner with BI, AI/ML, and Product teams to ensure data products meet reporting, analytics, and automation needs.
• Collaborate with information architecture and data engineering to onboard new data sources and transform them into performant data offerings.
• Establish data governance, quality, and lifecycle management practices for talent data and ensure compliance with enterprise standards.
• Own the development and maintenance of data catalog, metadata, glossary, and lineage capabilities for Talent Acquisition and Offboarding datasets.
• Drive continuous improvement in data product offerings through stakeholder feedback and industry best practices

Skills

Data product management

Stakeholder engagement

SQL testing

Cloud data platforms

Requirements elicitation

Tools

Data catalog tooling

Lineage tooling

Data quality tooling

Job description

The HR Data Products organization builds trusted, governed, and discoverable data assets that power reporting, analytics, and AI across the employee lifecycle. We partner with stakeholders in People Operations, HR Technology, Business Intelligence, artificial intelligence and machine learning, information architecture, and data engineering to deliver high‑quality, fit‑for‑purpose data products with clear lineage, controls, and measurable business impact.

As a Vice President Data Product Manager in HR Data Products, you will lead the strategy and delivery of a portfolio of HR data products. You will define multi‑year roadmaps, set objectives and key results, align stakeholders, and drive end‑to‑end execution—from discovery and requirements through launch, adoption, and continuous improvement. You will champion data governance, quality, and self‑service, enabling HR and business teams to make faster, better decisions.

Job responsibilities

• Own multi‑year strategy, outcomes, and objectives and key results for your HR data domain.
• Prioritize a portfolio backlog across competing demands and balance near‑term value with long‑term platform investments.
• Engage senior HR and business leaders to identify opportunities and align on outcomes.
• Translate business needs into epics, features, and user stories with clear acceptance criteria, and maintain a transparent, prioritized backlog and delivery plan.
• Conduct user discovery and stakeholder interviews to gather business requirements, pain points, and opportunities for improvement.
• Partner with Business Intelligence, artificial intelligence and machine learning, and Product teams to ensure data products meet reporting, analytics, and automation needs.
• Collaborate with information architecture and data engineering to onboard new data sources and transform them into performant, fit‑for‑purpose data offerings.
• Establish data governance, quality, and lifecycle management practices for talent data, ensuring compliance with enterprise standards.
• Own the development and maintenance of data catalog, metadata, glossary, and lineage capabilities for Talent Acquisition and Off‑boarding datasets.
• Drive continuous improvement in data product offerings through stakeholder feedback, usage insights, and industry best practices

Required qualifications, capabilities, and skills

• 5 years of experience delivering data products, analytics platforms, or enterprise data solutions in complex environments
• Experience translating business needs into epics, features, and user stories with clear acceptance criteria
• Experience managing a transparent, prioritized backlog and delivery plan
• Experience with modern data platforms and cloud ecosystems, including entitlements, catalog/lineage, and data quality tooling
• Proficiency in SQL for data testing, validation, and ad‑hoc analysis
• Experience with data onboarding, metadata management, governance workflows, and compliance in control‑heavy or regulated environments with multiple lines of defense
• Strong stakeholder engagement and communication skills, including translating technical capabilities into clear business outcomes and articulating trade‑offs

Preferred qualifications, capabilities, and skills

• Experience with HR domain processes, systems, or data (for example, applicant tracking systems, human resources information systems, payroll, benefits, time and attendance, performance, or learning)
• Understanding of privacy and compliance considerations for HR data (including personally identifiable information and regional data protection requirements)
• Familiarity with HR analytics use cases

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