Job Responsibilities
Job Architecture and Skills Evolution: Continuously evolve job architecture to reflect changing business needs, emerging roles, and future of work requirements; leverage emerging and here & now technologies to help job frameworks evolve at speed and remain responsive to market shifts. Help build and scale JPMC’s skills intelligence capability, contributing to data models, taxonomies, and analytics that provide actionable insights on current and future skills supply/demand.
Delivery Discipline: Apply program and project management discipline (planning, sequencing, dependencies, risks/issues, status, outcomes) to translate strategy into executable plans, milestones, and measurable results; explore and apply AI-enabled approaches to accelerate the work.
Strategic Partnership: Partner across the HR/EX as a utility-player — flexing between transformative and delivery work, from ideation and strategy through execution, and supporting change management, communications, and enterprise adoption. This includes partnering to create tools, processes, and insights that accelerate JPMC’s ability to activate skills-based use cases, redeploy talent, identify internal mobility opportunities, and support continuous employee evolution; help measure and optimize time-to-match and confidence in people-to-work alignment.
Standards & Governance: Help design and apply firmwide standards for job classification, skills taxonomy, and data capture; ensure risk-aware, compliant practices across job architecture and skills intelligence activities. This includes job code management at scale and partnership with downstream operational teams, ranging from compensation to payroll and systems-based access technology.
Required Qualifications, Capabilities and Skills
Demonstrated ability to translate broad strategic priorities into practical use cases, execution plans, milestones, business requirements, and measurable outcomes. Strong execution discipline, including experience managing workplans, dependencies, governance routines, risks, issues, and cross-functional deliverables.
Adaptability — ability to flex with uncertainty, re-plan quickly, and keep the work moving in ambiguous, changing environments.
Mental grit and resilience — sustained focus, follow-through, and composure when priorities shift or problems get hard.
Demonstrated interest in using AI to advance the work — curiosity about new tools, willingness to experiment, and judgement about where AI adds leverage.
Strong problem solving and complex thinking — breaking down ambiguous problems, structuring options, and driving to tangible, measurable results.
Proven experience leading transformation, strategy, workforce architecture, talent strategy, organizational design, HR product, change management, or related enterprise initiatives, with demonstrated problem solving on complex, ambiguous work and tangible, measurable results.
Preferred Qualifications
Experience with job architecture, skills taxonomies, job-task-skill mapping, career frameworks, talent marketplaces, workforce planning, or HR transformation.
Familiarity with HR technology platforms, product management practices, data products, analytics, automation, or AI-enabled workforce capabilities.
Experience leading enterprise adoption, change management, communications, training, or stakeholder readiness in a large, matrixed organization.
Experience working across global teams and senior stakeholders to translate strategy into scalable operating models, governance routines, and business outcomes.
