JPMorgan Chase & Co. (NYSE: JPM) is a leading global financial services firm with assets of $2.5 trillion and operations worldwide. The firm is a leader in investment banking, financial services for consumers and small business, commercial banking, financial transaction processing, and asset management. A component of the Dow Jones Industrial Average, JPMorgan Chase & Co. serves millions of consumers in the United States and many of the world’s most prominent corporate, institutional and government clients under its J.P. Morgan and Chase brands. Information about JPMorgan Chase & Co. is available at http://www.jpmorganchase.com
The HR Business Partner role sits within the firmwide HR Business Partner organization – a Center of Excellence/Shared Service construct. The HR Business Partner’s responsibility is to work with managers at varying levels of the organization to execute strategic priorities set by senior leaders. They provide support to senior HR Business Advisors and senior managers on core HR activities. They help senior managers engage with others in HR and with specialists to bring resolution to their HR-related matters.
This position will report to the HR Business Partner Lead and be aligned to support senior leaders within a specific Line of Business.
Responsibilities will include:
Support the implementation of people agenda initiatives and efforts for a business area
Provide day-to-day advice on human capital matters
Advise business leadership and cascade the structuring and re-organizational changes deeper into Line of Business areas to institutionalize the new organization into BAU
Support year-end compensation process partnering with compensation, finance and/or business management, providing guidance on IC and salary planning as appropriate and supporting managers through compensation decisions.
Support the performance and talent management cycle by partnering with leaders on an as-needed basis to handle succession planning needs and requirements, answer performance questions, issues and processes, supporting and providing guidance on the promotion process particularly during quarterly and end-of-year timing
Facilitate feedback processes and other employee input initiatives, e.g. action plans based on Employee Opinion Surveys, Pulse Checks, etc.
Support or participate in individualized development and coaching to managers and emerging leaders, as needed, and in partnership with the development team. This may include supporting action items that stem from leadership coaching provided by the aligned HRBP or an external coach
Be available to provide front-line support to managers for HR risk / controls initiatives
Provide project management support for HR-related initiatives being implemented within Lines of Business
Support cross-Line of Business and large scale initiatives
Work with management information systems (MIS) and reporting to understand trends and outliers, and facilitate fact based, metrics driven client decisions.
Be a champion of HR process change. Analyze processes, data and trends to make recommendations to management team for continuous improvement
Partner with HR colleagues of all levels to drive efficiencies and leverage best practices
Ensure appropriate controls are in place and managed effectively for all critical HR processes
Lead and/or actively participate in HR projects, aligned to key identified HR priorities
Skills and Experiences
5 - 9 years of overall Human Resource experience (previous HR Business Partner experience preferred)
Bachelor’s Degree required, advanced degree desired.
Technical Knowledge: Knowledge of full range of people practices in a business setting: goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development. Strong business acumen. Project management abilities including execution skills and end to end process improvement. Technically proficient in MS Office Suite – including Excel and PowerPoint.
Strategy and Analysis Skills: Able to translate business strategies/priorities/goals into people strategies/priorities/goals. Utilizes critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause. Strong analytical, quantitative and technical skills that enable individual to leverage data to make data driven decisions and create HR strategies that support and drive business results
Consultative, Coaching, and Influencing Skills: Ability to navigate a global matrix organization and partner on issues across HR and the business. Must be able to work collaboratively and to develop strong, positive working relationships. Proven track record in objectively coaching employees and management through complex, difficult issues and mitigating risks. Exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment. Ability to manage multiple tasks while remaining proactive and flexible in style. Excellent consulting, influencing and negotiation skills. Skilled at coaching and developing others, particularly managers and leaders. Able to quickly size up a complex people/business situation, sort through the facts, develop alternatives and make sound recommendations. Understands when to escalate. Challenges clients to question assumptions and think through problems.
Teamwork: Promotes partnership by fostering a shared purpose, trust and teamwork across teams, businesses, functions, regions, and levels.
Other Desired Behaviors: Ability to push back and to tackle new challenges for the organization. Resiliency: focus and determination to influence multiple stakeholders. Intellectual Curiosity: to learn something new and ask lots of questions. Innovation: to keep ahead of trends and inspire as a thought leader. Change Management and Project Management skillset.