Vice President, HR Business Partner - Office of the CFO

JPMorgan Chase & Co.•Jersey City, NJ

7h•$89,300 - $180,000

About The Position

The Office of the CFO is a firmwide function that provides support to manage the business processes, systems, infrastructure and strategy that help sustain and drive the firm’s operations and performance. OCFO consists of Global Finance & Business Management, Treasury/Chief Investment Office, Control Management and Firmwide Resiliency Office. There are about 14,800 colleagues around the globe within OCFO who work together to support the firm’s lines of businesses and functional areas. As a VP, HR Business Advisor (HRBA) within the Office of the CFO you will be a trusted advisor to senior leaders, shaping and driving the talent agenda aligned to business priorities. You will influence decisions across a complex, matrixed organization and ensure leaders are accountable for outcomes across workforce strategy, performance, succession, compensation, and organizational effectiveness. You will use data and business acumen to diagnose issues, recommend actions, and lead execution in partnership with specialist HR teams and business stakeholders.

Requirements

6+ years of progressive HR experience, including direct advisory work with senior leaders.
Demonstrated ability to influence senior leaders and operate effectively in a large, global, matrixed organization.
Strong business acumen; able to connect talent actions to business outcomes and make practical tradeoffs.
Executive presence and gravitas: clear, confident communication with the ability to challenge and influence constructively.
Strong analytical and problem-solving skills; ability to leverage data to develop recommendations and drive action.
Proven judgment and risk awareness when navigating complex employee/manager situations.
Strong program/project leadership—able to drive end-to-end delivery, not just coordinate tasks.

Responsibilities

Own and drive delivery of the people agenda for the aligned business area(s), translating business priorities into clear talent outcomes and execution plans.
Advise and influence senior leaders on org design, workforce planning, and re-organization efforts, including decision support, change planning, and leader accountability for adoption.
Lead end-to-end delivery of compensation and performance cycles for the aligned population, ensuring data integrity, risk/control adherence, and effective leader decision-making.
Shape and drive talent and succession planning, identifying gaps and mobilizing actions (hiring, development, mobility, performance actions) in partnership with COEs.
Coach leaders on complex people matters (performance, conduct, engagement, team effectiveness) with sound judgment and a risk-aware approach.
Use insights and analytics (MIS/reporting, trends, outliers) to create fact-based narratives, root-cause diagnoses, and recommendations that drive measurable outcomes.
Lead cross-LOB initiatives and large-scale change efforts, serving as the HRBA point person accountable for delivery, stakeholder management, and results.