Vice President, HR Business Advisor - Chase Wealth Management

JPMorgan Chase & Co.•New York, NY

45d•$104,500 - $210,000

About The Position

As an HR Business Advisor supporting Chase Wealth Management (CWM), you will collaborate with senior managers to execute strategic priorities that will contribute to the business’ ability to hire and develop high performing teams. You will play an integral role in designing and implementing people strategies and processes, leveraging data to deliver industry-leading services. This role requires a dynamic individual capable of transitioning between strategic planning and tactical execution to support HR initiatives.

Requirements

6+ years of Human Resource experience.
Project management abilities, including execution skills and end-to-end process improvement.
Proven ability to interact with business leaders at all levels as well the ability to influence employee related decision making
Ability to utilize critical thinking, quantitative, and analytical skills to identify issues and trends, develop solutions, and address root causes.
Exceptional communication skills; written and verbal, able to present and articulate ideas to the business and HR colleagues.
Demonstrated ability to thrive in a fast paced, collaborative, team-based culture and leverage matrixed organization to problem solve, design and execute people priorities
Proven track record in coaching employees and management through complex issues and/or change management initiatives.
Exceptional judgment and decision-making abilities.
Comfort partnering with employee relations and HR legal on complex and often time sensitive employee matters
Proficient and comfortable using technology, including the MS Office Suite - Excel and PowerPoint
Intellectually curious, with a demonstrated willingness to explore and leverage AI and emerging technologies to enhance insights, efficiency, and business outcomes.

Nice To Haves

Prior HRBA experience preferred

Responsibilities

Work closely with business leaders to establish people agenda and support the implementation of related initiatives, activities and efforts for your aligned lines of business
Support the performance and talent management cycles by partnering with senior leaders on succession planning needs and requirements, leadership development initiatives, and annual promotion processes
Provide guidance on performance and conduct issues; partnering with Employee Relations and HR Law as appropriate
Support the year-end compensation process by ensuring accurate baselines, providing guidance on incentive compensation and salary planning, and assisting managers with compensation decisions.
Engage in employee listening/feedback initiatives, e.g. partner with the business on analysis and share insights that inform action plans based on Employee Opinion Surveys, Thrive Surveys, etc.
Facilitate or participate in individualized development and coaching to senior managers and emerging leaders, as needed, and in partnership with the talent team
Advise business leadership on organizational effectiveness and functional design as the business continues to evolve
Utilize workforce data and reporting to understand trends and facilitate metrics-driven client decisions.
Lead and/or participate in HR projects aligned with key HR priorities.