VP, HR Strategy & Risk Advisory (CCOR)

JPMorgan Chase; Plano (TX); On-site; USD 138,000 - 210,000; Full time

Job summary

JPMorgan Chase & Co. is seeking a Vice President, HR Business Advisor for CCOR to partner with senior leaders, translating business and risk priorities into a people agenda. You will influence workforce design, talent planning, and compensation decisions in a global, matrixed organization.

The role requires guiding executives, delivering end-to-end HR cycles, and driving cross-business initiatives with analytic insight and strong governance.

Qualifications

• 6+ years of progressive HR experience including advisory work with senior leaders.
• Ability to influence senior leaders in a large global matrixed organization.
• Strong business acumen linking talent actions to business outcomes.
• Executive presence with confident communication and influence.
• Analytical and problem-solving skills with data-driven recommendations.
• Proven judgment and risk awareness navigating complex employee matters.
• Strong program/project leadership delivering end-to-end initiatives.

Responsibilities

• Own and drive the people agenda for the aligned business area with clear talent outcomes.
• Advise senior leaders on org design, workforce planning, and change planning.
• Lead end-to-end compensation and performance cycles with data integrity and risk controls.
• Shape talent and succession planning with COEs and mobility actions.
• Coach leaders on complex people matters with sound judgment.
• Use MIS and analytics to create data-driven narratives and recommendations.
• Lead cross-LOB initiatives and large-scale HR change efforts.

Skills

HR advisory

Senior leadership influence

Business acumen

Executive presence

Analytical thinking

Risk awareness

Program leadership

Job description

JPMorgan Chase & Co. is seeking a Vice President, HR Business Advisor for CCOR to partner with senior leaders, translating business and risk priorities into a people agenda. You will influence workforce design, talent planning, and compensation decisions in a global, matrixed organization.

The role requires guiding executives, delivering end-to-end HR cycles, and driving cross-business initiatives with analytic insight and strong governance.