Program Manager III - Workforce Architecture
About The Position
As a Vice President on JPMorganChase’s Jobs & Skills team within Workforce Architecture (Workforce Development Function), the Program Manager III will help execute the firm’s integrated approach to job architecture and skills intelligence. The role contributes to roadmap planning and delivery sequencing, activates priority Jobs-to-be-Done use cases, and supports stakeholder alignment, change management, communications, and adoption. Working with Workforce Design, HR Segment Leads and executives, cross-functional HR and business partners, and the Employee Experience Quad (Product, Technology, Data & UX), this role helps keep Jobs & Skills capabilities aligned with enterprise needs and evolving in support of the firm’s future-of-work strategy. It supports consistent and documented job architecture and skills intelligence decisions, job code and job description updates, stronger controls and auditability, and the systems, frameworks, and insights needed to keep job and skills data accurate, trusted, and usable. The role also helps manage downstream impacts to platforms, reporting, and processes so changes are implemented 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 keep work moving in ambiguous and changing environments.
- Mental grit and resilience, including sustained focus, follow-through, and composure when priorities shift or problems become difficult.
- 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 break down ambiguous problems, structure 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
- Continuously 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 skills intelligence capabilities by contributing to data models, taxonomies, and analytics that provide insights on current and future skills supply and demand.
- Apply program and project management practices—including planning, sequencing, dependency management, risk and issue tracking, status reporting, and outcomes measurement—to translate strategy into executable plans and measurable results.
- Explore and apply AI-enabled approaches to accelerate the work.
- Partner across HR and the Employee Experience organization, flexing between strategy and delivery 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 aligning people to work.
- Help design and apply firmwide standards for job classification, skills taxonomy, and data capture, and support risk-aware, compliant practices.
- Support job code management at scale and partner with downstream operational teams, including compensation, payroll, and systems-based access technology.
- Contribute to roadmap planning, delivery sequencing, stakeholder alignment, and management of downstream effects on platforms, reporting, and processes.
Benefits
- Competitive total rewards package, including base salary determined by role, experience, skill set, and location.
- Eligible roles may receive commission-based pay and/or discretionary incentive compensation in cash and/or forfeitable equity.
- Comprehensive health care coverage.
- On-site health and wellness centers.
- Retirement savings plan.
- Backup childcare.
- Tuition reimbursement.
- Mental health support.
- Financial coaching.
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What This Job Offers
Job Type
Full-time
Career Level
Manager
Education Level
No Education Listed
