Head of U.S. Private Bank Recruitment

JPMorgan Chase & Co.•New York, NY

3d•$152,000 - $245,000

About The Position

This is a high-visibility leadership opportunity to shape how talent is identified, assessed, and hired for a growing business. You will lead end-to-end recruiting strategy and execution while partnering closely with senior leaders in a fast-moving environment. You will combine operational rigor with strategic workforce planning and market intelligence, while personally delivering select senior and executive searches. You will thrive in high-touch, high-expectation client environments where priorities shift and urgency is the norm. You will build a strong team culture focused on responsiveness, accountability, and continuous improvement. As a Head of U.S. Private Bank Recruitment at JPMorgan, you lead end-to-end talent acquisition for the US Private Bank (USPB), owning strategy and execution across a growing high-touch, high-visibility recruiting agenda. This role manages a team of ~20 recruiters and recruiting professionals, partners directly with senior USPB leaders, CFOs, HR Business Advisors and other stakeholders, and personally delivers select senior/executive searches. Success requires a rare blend of operator rigor (process, controls, reporting, delivery) and strategist capability (workforce planning, market intelligence, org design advisory), with confident presence in highly vocal, demanding client environments. This is a high-visibility role in a growing, fast-moving environment—ideal for a leader who can operate with urgency, handle vocal stakeholders with confidence, and balance day-to-day delivery with longer-term strategy.

Requirements

10+ Extensive talent acquisition and prior leadership experience, including leading a sizable team.
Proven success in high-pressure environments with frequent executive presentations, escalations, and competing priorities.
Demonstrated experience leading senior/executive searches directly.
Strong analytical and operational discipline, including comfort with metrics, reporting, and capacity planning.
Exceptional stakeholder management, communication, and executive presence.
Track record building sourcing strategies in competitive, talent-constrained markets.
Experience recruiting in financial services or another highly regulated, large-scale environment.
Strong partnership experience with Finance/CFO stakeholders on workforce planning and prioritization.
Hands-on leadership: team management plus direct ownership of priority senior searches and executive deliverables.

Nice To Haves

Operator + strategist: can run a high-throughput recruiting engine while shaping the future-state approach.
Resilient and decisive: thrives amid ambiguity, urgency, and high expectations.
Direct, credible client leader: can influence and challenge constructively.
People-first leader with a high bar: develops talent and drives accountability.
High visibility and high accountability.
Fast pace with frequent pivots and urgent stakeholder needs.

Responsibilities

Set and deliver the recruiting strategy aligned to business priorities, growth plans, and evolving skill needs.
Build a scalable operating model: intake, prioritization, capacity planning, sourcing strategy, and service levels.
Ensure consistent, high-quality assessment and selection practices; raise the bar on candidate and hiring manager experience.
Personally lead selected senior-level searches from search strategy through offer close, partnering closely with business leadership.
Maintain strong judgment, confidentiality, and rigor throughout the process.
Serve as the primary recruiting partner to senior leaders; provide clear guidance on talent markets, trade-offs, and hiring approach.
Lead recurring executive readouts and presentations; proactively manage escalations and shifting priorities.
Establish strong relationships with demanding stakeholder groups through credibility, transparency, and follow-through.
Lead, coach, and develop a team of ~20; set clear expectations, performance standards, and development plans.
Build a culture of accountability, responsiveness, and continuous improvement.
Strengthen recruiting capability across sourcing, stakeholder management, and search execution.
Own recruiting reporting and frequent ad hoc analyses; translate data into actionable insights for leaders (pipeline health, timing, sources, capacity).
Drive process discipline, risk awareness, and consistent execution across the recruiting lifecycle.
Clear prioritization and operating rhythm reduce firefighting and improve predictability.
Recruiting performance improves across speed, quality, stakeholder satisfaction, and team effectiveness. Senior searches are executed with strong calibration, high-quality slates, and effective closing.