Human Resources Business Advisor – Vice President

Key Responsibilities

• Serve as a strategic partner to senior leaders, aligning the Payments HR strategy with overarching business objectives to drive organizational success.
• Provide expert insights and strategic recommendations on organizational design and workforce planning to enhance performance and achieve business goals.
• Lead the compensation strategy by overseeing year-end activities, ensuring alignment with LOB objectives, budgets, and audits. Offer strategic guidance on incentive compensation and salary planning, empowering managers to make informed decisions and ensuring comprehensive understanding of the process.
• Drive the performance and talent management cycle by collaborating with leaders to address succession planning needs. Develop the annual timeline, resolve performance-related queries, and provide strategic support during promotion processes, particularly during quarterly and year-end reviews.
• Facilitate employee feedback initiatives, such as action plans based on Employee Opinion Surveys and Pulse Checks, to enhance engagement and organizational culture.
• Develop and support individualized development and coaching for leaders and emerging leaders, in collaboration with the development team. This includes implementing action items from leadership coaching provided by HRBAs or external coaches.
• Provide project management expertise for HR initiatives within LOBs, supporting cross-LOB and large-scale projects to drive organizational change.
• Utilize management information systems (MIS) and reporting to identify trends and outliers, facilitating metrics-driven decision-making for clients.
• Champion HR process change by analyzing processes, data, and trends to recommend continuous improvement strategies to the management team.
• Partner with HR colleagues at all levels to drive efficiencies and leverage best practices across the organization.
• Ensure robust controls are in place and effectively managed for all critical HR processes, maintaining compliance and operational excellence.

Qualification & Requirements

• 6+ years of Human Resource experience, with a focus on senior advisory roles such as HR Business Advisor or similar positions.
• In-depth understanding of a wide range of people practices within a business context, including goal setting, performance assessment and improvement, compensation practices, talent review and management, workforce planning, reductions in force, and manager development.
• Ability to regularly apply critical thinking and analytical skills to identify issues and trends, and develop solutions or recommendations to address root causes.
• Ability to navigate a global matrix organization and collaborate on issues across HR and business functions.
• Strong project management skills, including the ability to execute projects effectively and drive end-to-end process improvements.
• Advanced skills in the MS Office Suite, particularly Excel and PowerPoint, to support data analysis and presentation needs.
• Strong analytical, quantitative, and technical skills to leverage data in creating HR strategies that align with and drive business results.
• Proven ability to work collaboratively and develop strong, positive working relationships across teams and organizational levels.
• Demonstrated track record in objectively coaching employees and management through complex and challenging issues, while effectively mitigating risks.
• Exceptional judgment and the ability to make sound decisions, with creativity in developing alternative solutions in a fast-paced environment.
• Ability to promote partnership by fostering a shared purpose, trust, and teamwork across teams, businesses, functions, regions, and levels.

Benefits

We offer extensive benefits and wellness packages to our employees and their families, including health care coverage, retirement benefits, life and disability insurance, on-site health and wellness centers, employee assistance programs, competitive vacation and leave policies, backup childcare arrangements, tuition reimbursement programs, mental health counseling and support, financial coaching, and more. For example:

• Family Support – We provide resources to help employees navigate decisions about elder care and education choices.
• Parental Leave – We offer paid parental and adoption leave. In the U.S., we offer 16 weeks of fully paid parental leave for employees who are primary parental caregivers, and six fully paid weeks for non-primary parental caregivers following a child’s birth, adoption placement or foster placement with intent to adopt.
• Family-building Assistance – We provide family-building assistance to help employees with the high costs of adoption, surrogacy and fertility expenses, including up to $10,000 per child in eligible adoption expenses and up to a $30,000 lifetime maximum for surrogacy and fertility expenses.
• Backup Childcare – We provide backup childcare in many markets and other assistance to working parents.
• Paid Volunteer Time – We offer eight hours of paid time annually to our employees so that they can volunteer in their communities.
• Upskilling, Reskilling and Education Benefits – We invest in our employees’ development through a robust suite of training, leadership development, upskilling and reskilling programs, mentorship initiatives and performance evaluation.
  • In 2021, we expanded these offerings in North America to include over 400 bachelors, masters, and certification programs; and partnered with our education providers to deliver programs that are designed to prepare employees for new jobs in growing roles at JPMorgan Chase.