Executive Director, HR Business Advisor - Global Investment Banking (Client Aligned)

JPMorgan Chase & Co.•New York, NY

2d•$194,750 - $285,000

About The Position

As an HR Business Advisor supporting Global Investment Banking (GIB), you will be responsible for shaping and delivering the people agenda for GIB. As a trusted advisor, you will partner across the organization to drive outcomes across talent, performance, compensation, and employee engagement—leveraging data, insights, and AI-enabled solutions to enable business growth and performance. You will support key GIB industry and product groups, play a leadership role across North America Region (the business’s largest regional footprint), and report to the Head of GIB HR. This role requires an experienced advisor who can operate effectively in a complex, global, matrixed environment and partner across HR and the business to deliver scalable, high-quality results. This role is central to advancing the HR operating model in a fast-paced, revenue-generating business—strengthening digital and self-service capabilities while ensuring high-touch advisory support where it matters most. You will connect business needs to HR Centers of Excellence (e.g., Talent, Learning, Compensation, Recruiting, Employee Relations, HR Legal) to support the right outcomes for leaders, managers, and employees. GIB, part of the broader Global Banking organization, provides strategic advice, capital raising, and risk management to corporations, governments, and institutions worldwide across M&A and advisory, equity and debt capital markets, leveraged finance, and structured products. GIB is focused on strengthening JPM’s position as the “Distant Best” investment bank and growing market share by expanding priority subsectors which is enabled by investment in acquiring and developing talent.

Requirements

10+ years of progressive HR advisory experience in a large-scale, complex, matrixed organization within a fast-paced environment.
Demonstrated ability to influence and partner with senior executives (MD-level) to deliver sustained talent outcomes.
Proven expertise in workforce strategy, organizational effectiveness, talent/performance management, and change execution.
Strong analytical capability, with experience translating workforce data into insights, executive storytelling, and actions; comfort leveraging AI-enabled tools and digital HR solutions.
Excellent judgment, communication, and stakeholder management skills; able to navigate sensitive matters with pace, discretion, and integrity.
Demonstrated people leadership experience, including coaching, mentoring, and developing talent.

Nice To Haves

Direct HR Business Advisor/HRBP experience supporting Investment Banking, Markets, or another global, client-facing/revenue business strongly preferred.

Responsibilities

Drive day-to-day talent priorities, including strategic hiring plans, succession planning, leadership development, and senior hire acclimation.
Lead a strategic, holistic approach to performance management, including banker scorecards, performance evaluations, and compensation, with a focus on differentiation and retention in a competitive market.
Champion an inclusive, high-performance culture; embed firm values and strengthen the employee experience.
Partner with senior GIB leaders to define and execute the talent and headcount strategy aligned to business priorities, growth, and operating model needs.
Advise leaders on organizational design and support restructuring, and change management and optimal ways to grow talent, drive productivity and improve decision making.
Provide executive-level coaching to senior leaders and managers; strengthen leadership and pipeline decisions using data and AI insights.
Synthesize workforce analytics into clear executive narratives and recommendations that influence decisions and improve outcomes.
Manage complex, highly sensitive people matters in partnership with Employee Relations and HR Legal, applying sound judgment and appropriate governance.
Partner with F&BM to lead workforce planning, talent forecasting, and scenario analysis; translate business strategy into future headcount plans.
Support the full employee population across levels, with a particular focus on junior talent development, balancing workforce intensity, and wellness to sustain our future banker talent pipeline.
Drive HR transformation by partnering with HR COEs and the Learn team to advance digital, AI-enabled products, self-service, technology-enabled processes, and skills development or client expertise and AI upskilling.