Chief of Staff, Office of the Head of Talent & Employee Experience

JPMorgan Chase & Co.•New York, NY

5d•$100,700 - $170,000

About The Position

As the Vice President, within the Office of the Chief of Staff / PMO for the Head of Talent & Employee Experience, you will be the always-on operating engine — the person who wakes up every day tracking every deliverable, action, and open decision, and who does not rest until each is closed, escalated, or reassigned with an owner and a date. You will help accelerate the Head of Talent & Employee Experience agenda by turning strategic priorities into clear operating plans, decision-ready forums, and measurable execution across a large, matrixed, enterprise-wide organization. You will operate with an agentic-first mindset: proactive, not reactive; anticipating what the Chief of Staff and the Head of Talent & Employee Experience will need next; scanning for risks, dependencies, and slippage before they surface; and taking initiative to move work forward without waiting to be asked. Where a process does not exist, you will build one. Where a decision is stuck, you will frame it. Where a commitment has been made, you will track it to close. You will create impact by strengthening leadership alignment, improving decision speed, driving disciplined follow-through on the highest-priority initiatives, and ensuring progress is visible through OKRs, scorecards, and business reviews. At the center of a complex, matrixed environment spanning HR, business, control, and functional partners, you will connect teams, surface risks and trade-offs, translate feedback into action, and build the routines, materials, and engagement mechanisms that help the organization move with focus, accountability, and momentum. This role is a direct report to the Chief of Staff and works in close partnership with the Head of Talent & Employee Experience and their leadership team.

Requirements

Typically 5+ years of relevant experience in Chief of Staff, PMO, strategy, or operating-role capacities supporting a senior executive or senior leadership team.
Demonstrated agentic-first operating style — a proven track record of proactively tracking, chasing, and closing deliverables across many owners without being asked, and of being the single person a leader relies on to know the status of everything.
Exceptional program and portfolio management discipline: OKRs, KPIs, RAID logs, milestone tracking, dependency mapping, and executive status reporting.
Strong business acumen and analytical problem solving; ability to translate strategy into operating plans and routines.
Ability to prioritize in ambiguity and drive outcomes with urgency and discipline, across many parallel workstreams.
Exceptional written and verbal communication; executive synthesis and decision framing for senior audiences.
High discretion and sound judgment with confidential and sensitive matters, including talent, people, and organizational decisions.
Strong project management, attention to detail, and follow-through — nothing falls through the cracks.
Proven ability to influence without authority across a large, matrixed organization and to hold senior owners accountable to their commitments.

Nice To Haves

Experience supporting an HR, Talent, Employee Experience, or People function within a large, regulated enterprise.
Experience operating in a regulated environment (risk, compliance, controls, issue management, audit readiness, third-party risk).
Background in management consulting, corporate strategy, transformation office, or PMO leadership with measurable outcomes.
Familiarity with AI enablement/adoption programs and operationalizing change management, including use of AI tooling to automate tracking, drafting, and synthesis within an executive office.
Experience designing and running executive operating cadences, offsites, and large-scale leadership forums.

Responsibilities

Serve as the always-on tracker and closer— own the master list of commitments, decisions, and actions from every leadership forum, and drive each item to a documented close with an owner, a due date, and a status visible at any moment.
Anticipate needs of the team, pre-position materials, decisions, and stakeholders, and take initiative to unblock, escalate, or reassign work without prompting.
Serve as a trusted confidant and thought partner to the Chief of Staff and, by extension, to the Head of Talent & Employee Experience and their leadership team, using sound judgment to frame priorities, decisions, risks, and trade-offs.
Drive the operating cadence for the Chief of Staff and Head of Talent & Employee Experience leadership team, including staff meetings, leadership routines, monthly business reviews, strategic deep dives, town halls, and decision-ready materials.
Facilitate core forums end-to-end with aligned agendas, materials, owners, timelines, decision logs, and risk escalation paths — and hold owners accountable to timely decisions and disciplined follow-through. Manage the planning and delivery of offsites and travel/site visits.
Partner with Talent & Employee Experience leadership team members to translate strategy into prioritized plans with clear outcomes, owners, dependencies, milestones, and decision points; maintain a single, authoritative view of the plan.
Run the PMO function for the office: manage OKRs, scorecards, KPIs, portfolio dashboards, RAID logs, and priority trackers to drive progress, trade-offs, resource implications, and leadership decisions; publish executive-ready status on a predictable rhythm.
Draft executive-ready updates, talking points, briefing memos, and leadership materials that frame business progress, risks, opportunities, and decisions for the Head of Talent & Employee Experience and senior stakeholders.
Champion AI-enabled ways of working within the office — identify opportunities to automate tracking, reporting, drafting, and synthesis, and operationalize adoption so the office runs faster, tighter, and more agentic over time.