Executive Director, Talent & Performance Management

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

Job summary

JPMorganChase & Co in New York, NY seeks an Executive Director of Talent & Performance Management to lead segment-specific talent, succession, promotion, and performance initiatives within the TDP (Technology, Data & Platforms) segment. The role partners with firmwide Centers of Excellence to align leadership pipeline and workforce design with business priorities, including AI-driven transformation.

The successful candidate will serve as 1st Chair on segment-owned work, drive GTM enablement for

Qualifications

• 8+ years of progressive HR experience with a strong track record in talent management, succession planning, performance management, and leadership development in a large, matrixed organization.
• Experience leading executive-level talent reviews and succession for senior populations (OC/OC-1 or equivalent).
• Deep knowledge of promotion processes (MD and ED-level) and performance, progression, and rewards frameworks.
• Strong consulting and advisory skills with the ability to operate as 1st Chair with senior business leaders and HR Executives.

Responsibilities

• Drive the year-round calendar and integrated events following the firmwide timeline for the Tech Data Product Segment organization.
• Develop and deliver segment specific performance management guidance, communications, toolkits and enablement activities for leaders, managers and HRBAs where needed to augment the firmwide go to market materials.
• Produce performance management reporting, executive summaries and data analysis throughout the performance cycle.
• Analyze talent data to identify candidate populations for executive talent engagement events and coordinate invitee reviews with HRBAs and Communications teams.
• Lead OC and OC-1 Talent Reviews and succession planning for the TDP Segment, operating as 1st Chair in partnership with HRBAs and the Performance, Progression and Rewards team.
• Align to the firmwide talent review playbook on definitions and standards while tailoring content to TDP business demands.
• Deliver succession plans for Board and Senior Management Function (SMF) roles within TDP, in partnership with the HR Executive and HRBAs.
• Partner with HRBAs and ETM to prepare and run offsites and processes for top talent, OC Potential, Firmwide Key Function Roles (KFRs), and succession for OC and Firmwide KFRs.

Skills

Talent management

Succession planning

Performance management

Leadership development

Executive coaching

HR advisory

Consulting skills

Education

Bachelor's degree

Master's degree

Job description

Executive Director, Talent & Performance Management

New York, NY, United States

Job Information

• Job Identification 210799285
• Job Category Training
• Business Unit Corporate Sector
• Posting Date 10/21/2026, 07:31 PM
• Locations 237 Park Ave, New York, NY, 10017, US
• Job Schedule Full time

Job Description

JPMorganChase is a leading global financial services firm with operations worldwide. Our Human Resources organization is committed to attracting, developing, and retaining the best talent so our businesses can continue to lead. The Talent Advisory team sits embedded within each segment, partnering closely with HR Business Advisors (HRBAs), Leadership Edge, Executive Talent Management (ETM), and the Performance, Progression and Rewards team to deliver a cohesive talent and leadership agenda.

As the Talent & Performance Management Executive Director within the TDP (Technology, Data & Platforms) Segment, you will be a strategic Talent Advisory position accountable for driving the segment's talent, succession, promotion, and performance agenda. With Talent Advisory now embedded within segments, this role owns execution of segment-specific talent processes while partnering with firmwide Centers of Excellence (Leadership Edge, ETM, Firmwide Workforce Development, Performance, Progression and Rewards). The successful candidate will act as 1st Chair on segment-owned work and as advisory partner on firmwide programs, ensuring the TDP leadership pipeline, performance culture, and workforce design strategy are aligned to business priorities, including AI-led organizational transformation.

Key Responsibilities

• Talent & Performance Management
  • Drive the year-round calendar and integrated events following the firmwide timeline for the Tech Data Product Segment organization
  • Develop and deliver segment specific performance management guidance, communications, toolkits and enablement activities for leaders, managers and HRBAs where needed to augment the firmwide go to market materials.
  • Produce performance management reporting, executive summaries and data analysis throughout the performance cycle.
  • Analyze talent data to identify candidate populations for executive talent engagement events and coordinate invitee reviews with HRBAs and Communications teams.
• Talent Reviews & Succession Planning
  • Lead OC and OC-1 Talent Reviews and succession planning for the TDP Segment, operating as 1st Chair in partnership with HRBAs and the Performance, Progression and Rewards team.
  • Align to the firmwide talent review playbook on definitions and standards while tailoring content to TDP business demands.
  • Deliver succession plans for Board and Senior Management Function (SMF) roles within TDP, in partnership with the HR Executive and HRBAs.
• Executive Talent Management (ETM) Execution
  • Partner with HRBAs and ETM to prepare and run offsites and processes for top talent, OC Potential, Firmwide Key Function Roles (KFRs), and succession for OC and Firmwide KFRs.
  • Drive Development Plans for KFR incumbents and successors and the 7-Step Engagement Plan for OC Potential talent.
  • Serve as 1st Chair for TDP execution of ETM processes, ensuring quality, consistency, and timely delivery.
• Promotion Processes (MD and ED & Below)
  • Own management and continued refinement of the MD Promotion Process for the TDP Segment, partnering with HRBAs and the Performance, Progression and Rewards team.
  • During the current transition year, lean in to support the ED and below Promotion Process using firmwide tools and resources provided by the Performance, Progression and Rewards team.
  • Identify opportunities to standardize and scale promotion practices across the segment.
• Leadership Development & Programming
  • Partner with Leadership Edge on the Program Nominations Process, providing advisory support (1st Chair) alongside HRBAs; identify opportunities to automate the process.
  • Deliver 360-degree feedback debriefs for Leadership Edge (Executive Edge) participants within TDP.
  • Collaborate on 360 feedback debriefs for the Accelerate program as the model evolves (potentially a simplified, manager-led model leveraging AI Coach).
  • Manage one-time team interventions for new or existing leaders (e.g., Integrated Leadership Sessions, Jumpstart) in partnership with HRBAs, within agreed guidelines as requested.
• Executive Coaching & Senior Team Effectiveness
  • In partnership with HRBAs, coordinate executive coaching needs for TDP's most senior executives (Top talent, OC Potential, KFR incumbents and successors, with expansion to the next level down), partnering with ETM and external coaches as appropriate.
  • As requested, support senior team effectiveness activities at OC-1, OC-2, and select OC-3 levels — including leader and team assimilation, assessments, and offsite/workshop design consultation — as scope is finalized with firmwide stakeholders.
• Provide advisory support to the HR Executive and HRBAs (who sit 1st Chair) on oversight of TDP People Councils and Employee Networks.
• Lead and partner on LOB-specific talent initiatives — engagement strategies, research and analysis, regulatory projects, LOB-specific programs, DOI Council activities, and People Agenda deliverables.
• Support firmwide changes on performance, reward, and recognition by driving standardization within the segment to scale.

Required Qualifications, Capabilities & Skills

• 8+ years of progressive HR experience with a strong track record in talent management, succession planning, performance management, and leadership development in a large, matrixed organization.
• Demonstrated experience leading executive-level talent reviews and succession for senior populations (OC/OC-1 or equivalent).
• Deep knowledge of promotion processes (MD and ED-level) and performance, progression, and rewards frameworks.
• Strong consulting and advisory skills with the ability to operate as 1st Chair with senior business leaders and HR Executives.
• Experience partnering with firmwide Centers of Excellence (Leadership Edge, ETM, Workforce Development) while delivering segment-aligned outcomes.
• Excellent judgment, discretion, and ability to manage highly confidential talent information.
• Strong facilitation, coaching, and executive communication skills.
• Bachelor's degree required.

Preferred Qualifications, Capabilities & Skills

• Experience supporting a Technology, Data, or Platforms organization or similar highly technical business.
• Exposure to AI-led organizational transformation and modern workforce design frameworks.
• Familiarity with 360-degree feedback instruments and executive coaching ecosystems; comfort with AI-enabled coaching tools.
• Experience designing or scaling automation and standardization in HR processes (e.g., nominations, promotions).
• Master's degree in HR, Organizational Development, Industrial/Organizational Psychology, or related field.

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.