Executive Director, Talent Performance & Progression Strategy
J.P. Morgan
Join a team focused on simplifying how we set expectations, assess impact, and identify and grow talent at scale. You’ll help shape the systems, frameworks, and experiences that guide how our people perform, develop, and advance. Work with partners across HR, Product, Data, and the business to build solutions that are clear, cohesive, and human-centered—enabling better decisions and better careers.
As an Executive Director on the Talent Performance & Progression team, you will lead the design and strategy of talent processes across the firm. You will lead the design and strategy of core talent strategies and processes across the firm. You will partner with business, cross functional HR teams, product, and technology teams to create scalable frameworks and digital experiences that strengthen performance, potential, and progression and recognition. You will play a key role in shaping standards, driving simplification, and embedding inclusion principles, all while supporting senior leaders in making high-quality talent decisions.
Job Responsibilities
- Lead design sprints and strategy workstreams across multiple talent processes, adapting to evolving priorities.
- Define and maintain enterprise standards, taxonomies, and frameworks for core talent practices, such as performance and progression.
- Partner end to end with Workforce Agility, Compensation, Recruiting, Learning and Offboarding to design integrated solutions that link talent, skills, pay and readiness – creating a coherent and user-centered experience across the entire talent system
- Build and govern the calendar of talent events, aligning process timing and decision governance.
- Translate analytics, feedback, and behavioral data into practical design improvements.
- Partner with Product, Tech, and Data teams to develop digital-first, AI-enabled talent experiences.
- Embed behavioral and inclusion principles into all design work to ensure fairness and transparency.
- Support OKR outcomes and ensuring alignment across priorities.
- Equip senior leaders with frameworks, insight packs, and tools for consistent, high-quality talent decisions.
- Build alignment with senior HR and business stakeholders, linking design decisions to business priorities.
- Coach and develop a small, high-performing team of specialists and analysts.
Required Qualifications, Capabilities, and Skills
- 10+ years of progressive experience in Talent Strategy, Organizational Design, or People Analytics.
- Proven record in large-scale talent transformation, including design and integration of performance, promotion, progression, recognition or feedback systems.
- Strong partnership experience with technology and data teams to build digital-first talent solutions.
- Executive presence with the ability to influence senior leaders and drive decisions through data and design thinking.
- Demonstrated expertise in strategic talent process design and cross-functional orchestration.
- Skilled in systems simplification and reducing process friction.
- Ability to lead through expertise and credibility, influencing outcomes without direct operational control.
Preferred Qualifications, Capabilities, and Skills
- Experience in enterprise design agility, pivoting between domains based on business priorities.
- Strategic integration skills, connecting talent processes to compensation, learning, and hiring.
- Digital and data fluency, comfortable shaping digital experiences and interpreting analytics.
- Human-centered design experience, balancing business goals with employee and manager experience.
- Experience embedding behavioral and inclusion principles into talent processes.
- Experience coaching and developing high-performing teams.
- Master’s degree in Human Resources, Business, or Organizational Psychology
We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process.
We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation.
JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans
Shape the performance and progression ecosystem- covering expectations, feedback, performance, and career movement to help managers and employees navigate performance and growth with clarity.