Compensation Vice President, Digital & Platform Services

JPMorgan Chase & Co.•Jersey City, NJ

1d•$101,650 - $185,000

About The Position

As a Compensation Vice President within JPMorganChase, you will be a strategic solutions provider and expert advisor to a core group of senior business leaders and their HR business advisors. You will draw on your in-depth knowledge of compensation principles and practices and your understanding of the business needs and market landscape to drive desired compensation and talent outcomes for the organization. You bring a blend of expert analytical horsepower and seasoned judgment to drive analyses and recommendations for your internal clients.

Requirements

6+ years relative HR/Compensation or Finance experience, with strong analytical and data/information management skills
Self-starter who is comfortable with a fast-paced and dynamic environment and providing direction to others
Advanced proficiency with Microsoft applications; advanced MS Excel capabilities are critical
Proven consulting skills; ability to drive business goals through HR / Compensation strategies and can be innovative and creative
Ability to present and defend analyses to senior leaders and use influencing skills, judgment, and discretion to drive outcomes
Strong interpersonal and communication skills
Ability to work collaboratively and cultivate strong partnerships with HR partners, business clients, and colleagues
Well-developed analytical skills; strong planning and project management skills
Strong technical orientation, including ability to create presentations and analyses to convey complex concepts to senior leaders
Ability to execute and sustain operational excellence and controls

Nice To Haves

Proactively integrates innovative technologies into day-to-day work, including the use of AI tools like large language models and actively shares with fellow colleagues
Experience with reporting tools such as Tableau, Alteryx, Business Objects, etc.

Responsibilities

Support and advise on compensation related activities, including new hire offers, promotions, transfers, budget allocation/forecasting and top talent retention
Develop a comprehensive understanding of business challenges and priorities; effectively analyze issues, determine root causes, propose and communicate solutions
Performing complex analyses and presenting findings to senior management
Provide clear advice and recommendations to help partners make informed and sound comp-related decisions; influence toward compensation best practices
Align with HR business advisors to identify opportunities, improve existing compensation programs, policies and processes
Continually assessing market conditions and pay practices to ensure competitiveness of compensation plans and programs
Translating regulatory and policy governance/requirements into clear guidance for clients
Actively participate in firmwide projects involving compensation, including but not limited to policy reviews, changes in compensation practices, and systems development