Program Manager III - Workforce Architecture

JPMorganChase•Plano, TX

13d

About The Position

As a Vice President on the Jobs & Skills team within the Workforce Architecture function, you will help execute JPMorganChase’s integrated approach to job architecture and skills intelligence. You will contribute to roadmap planning and delivery sequencing, activate priority Jobs-to-be-Done use cases, and support stakeholder alignment, change management, communications, and adoption. You will work with Workforce Design, HR Segment Leads and executives, cross-functional HR and business partners, and the Employee Experience Quad (Product, Technology, Data & UX) to keep Jobs & Skills capabilities aligned with enterprise needs and evolving to support the firm’s future-of-work strategy. This utility-player role supports consistent, well-documented job architecture and skills intelligence decisions that scale across the enterprise. You will help update job codes and descriptions, strengthen controls and auditability, and contribute to systems, frameworks, and insights that keep job and skills data accurate, trusted, and usable. You will also help manage downstream impacts to platforms, reporting, and processes so changes are implemented cleanly, consistently, and sustainably.

Requirements

Demonstrated ability to translate broad strategic priorities into practical use cases, execution plans, milestones, business requirements, and measurable outcomes.
Strong execution discipline, including experience managing workplans, dependencies, governance routines, risks, issues, and cross-functional deliverables.
Ability to adapt to uncertainty, re-plan quickly, and maintain progress in ambiguous, changing environments.
Resilience, sustained focus, follow-through, and composure when priorities shift or challenges arise.
Demonstrated interest in using AI to advance work, including curiosity about new tools, willingness to experiment, and judgment about where AI adds leverage.
Strong problem-solving and complex-thinking skills, including the ability to structure ambiguous problems and options and drive tangible, measurable results.
Proven experience leading transformation, strategy, workforce architecture, talent strategy, organizational design, HR product, change management, or related enterprise initiatives, with demonstrated problem solving on complex, ambiguous work and tangible, measurable results.

Nice To Haves

Experience with job architecture, skills taxonomies, job-task-skill mapping, career frameworks, talent marketplaces, workforce planning, or HR transformation.
Familiarity with HR technology platforms, product management practices, data products, analytics, automation, or AI-enabled workforce capabilities.
Experience leading enterprise adoption, change management, communications, training, or stakeholder readiness in a large, matrixed organization.
Experience working across global teams and senior stakeholders to translate strategy into scalable operating models, governance routines, and business outcomes.

Responsibilities

Evolve job architecture to reflect changing business needs, emerging roles, and future-of-work requirements, using emerging and current technologies to help frameworks respond to market shifts.
Help build and scale the firm’s skills intelligence capability, contributing to data models, taxonomies, and analytics that provide actionable insights into current and future skills supply and demand.
Apply program and project management discipline—including planning, sequencing, dependencies, risks and issues, status, and outcomes—to translate strategy into executable plans, milestones, and measurable results.
Explore and apply AI-enabled approaches to accelerate work.
Partner across HR and the Employee Experience organization, flexing between strategic and delivery work from ideation through execution, and supporting change management, communications, and enterprise adoption.
Help create tools, processes, and insights that support skills-based use cases, talent redeployment, internal mobility, and continuous employee evolution.
Help measure and optimize time-to-match and confidence in people-to-work alignment.
Help design and apply firmwide standards for job classification, skills taxonomy, and data capture, ensuring risk-aware and compliant practices.
Manage job codes at scale and partner with downstream operational teams, including compensation, payroll, and systems-based access technology.
Drive job code and job description updates, strengthen controls and auditability, and help manage downstream impacts to platforms, reporting, and processes.