J.P. Morgan Wealth Management - Vice President - Field Performance & Incentive Strategy

JPMorgan Chase & Co.•New York, NY

8d•$116,000 - $185,000

About The Position

At J.P. Morgan Wealth Management, our Financial Advisors serve as trusted partners to clients every single day—guiding families through life’s milestones, safeguarding legacies, and unlocking opportunities for long-term growth. Their deep expertise and unwavering commitment translate complex markets into clear, actionable advice that empowers our clients to pursue their most important financial goals with confidence. The Field Performance & Incentive Strategy team connects advisor excellence to sustainable business results. Our Advisor compensation and incentive programs focus on productivity, transparency, and service to drive the right behaviors and deliver exceptional client outcomes, reinforce advisor best practices, and fuel the growth of our Wealth Management franchise across four major business areas, including Chase Wealth Management, J.P. Morgan Advisors, J.P. Morgan Personal Advisors (remote advice), and Online Investing. As the Vice President on the Field Performance and Incentive Strategy team, you will play a pivotal role in shaping and executing our advisor incentive strategy. This highly visible position offers broad exposure to senior stakeholders and cross-functional partners—including Finance, HR, Legal, Compliance, Technology, and our Advisor field force—while leading strategic initiatives that directly influence the most critical driver of advisor performance. You will design innovative incentive programs, build the tools and analytics that drive decision-making, and champion change across the firm, making a tangible impact on both advisor performance and client satisfaction. This role will report to the Head of JPMWM Incentive Strategy.

Requirements

Bachelor’s Degree
Minimum of 6 years in financial services industry, with a background in Finance, Compensation, Management Consulting, and/or HR
Able to balance multiple priorities; has a strong attention to detail and exercises a control-oriented mindset
Demonstrates intellectual curiosity and honesty – seek out the truth and ground decisions in the facts
Thinks analytically and logically to understand and analyze complex business processes
Strong oral and written communication skills; capable of concision and brevity to all types of audiences
Technically minded with intermediate to advanced Microsoft PowerPoint, Word, and Excel skills required
Strong sense of responsibility and demonstrated history of end-to-end ownership
Strong interpersonal and influencing skills; ability to build strong relationships
Good judgment and discretion working with highly confidential information

Nice To Haves

Strong understanding of Wealth Management products and services, and fundamental business drivers

Responsibilities

Drive the strategic design, implementation and execution of financial advisor compensation plans, scorecards and related policies and procedures in partnership with Business Leaders and key partners from Legal, Compliance, HR.
Own and lead workstreams such as: Developing presentations and executive materials for senior leadership and field executives.
Building and enhancing reporting and coaching models for field leaders to drive advisor performance and productivity.
Measuring and analyzing incentive program efficacy, partnering with Finance, Technology, and Data & Analytics to demonstrate impact of policies and practice management.
Reviewing manual processes within the incentive ecosystem and defining process improvements, operating models, and requirements.
Owning documentation requirements related to incentive transparency, balancing clear client-friendly language with regulatory responsibilities.
Monitoring industry trends and performing competitor/industry research, sharing insightful reports and analyses with the broader team.
Close collaboration with Finance partners on related topics, such as compensation design modeling, budget and forecasting, and analytics.
Measure and analyze our compensation programs efficacy: establish key metrics in partnership with HR Compensation; design, develop, and produce dashboards and presentations to share monthly progress with senior leadership.