Executive Director, Talent & Performance Management

JPMorganChase is a leading global financial services firm with operations worldwide. Our Human Resources organization is committed to attracting, developing, and retaining the best talent so our businesses can continue to lead. The Talent Advisory team sits embedded within each segment, partnering closely with HR Business Advisors (HRBAs), Leadership Edge, Executive Talent Management (ETM), and the Performance, Progression and Rewards team to deliver a cohesive talent and leadership agenda. As the Talent & Performance Management Executive Director within the TDP (Technology, Data & Platforms) Segment, you will be a strategic Talent Advisory position accountable for driving the segment's talent, succession, promotion, and performance agenda. With Talent Advisory now embedded within segments, this role owns execution of segment-specific talent processes while partnering with firmwide Centers of Excellence (Leadership Edge, ETM, Firmwide Workforce Development, Performance, Progression and Rewards). The successful candidate will act as 1st Chair on segment-owned work and as advisory partner on firmwide programs, ensuring the TDP leadership pipeline, performance culture, and workforce design strategy are aligned to business priorities, including AI-led organizational transformation. Key Responsibilities Talent Reviews & Succession Planning Lead OC and OC-1 Talent Reviews and succession planning for the TDP Segment, operating as 1st Chair in partnership with HRBAs and the Performance, Progression and Rewards team. Align to the firmwide talent review playbook on definitions and standards while tailoring content to TDP business demands. Deliver succession plans for Board and Senior Management Function (SMF) roles within TDP, in partnership with the HR Executive and HRBAs. Executive Talent Management (ETM) Execution Partner with HRBAs and ETM to prepare and run offsites and processes for Top Guns, OC Potential, Firmwide Key Function Roles (KFRs), and succession for OC and Firmwide KFRs. Drive Development Plans for KFR incumbents and successors and the 7-Step Engagement Plan for OC Potential talent. Serve as 1st Chair for TDP execution of ETM processes, ensuring quality, consistency, and timely delivery. Promotion Processes (MD and ED & Below) Own management and continued refinement of the MD Promotion Process for the TDP Segment, partnering with HRBAs and the Performance, Progression and Rewards team. During the current transition year, lean in to support the ED and below Promotion Process using firmwide tools and resources provided by the Performance, Progression and Rewards team. Identify opportunities to standardize and scale promotion practices across the segment. Leadership Development & Programming Partner with Leadership Edge on the Program Nominations Process, providing advisory support (1st Chair) alongside HRBAs; identify opportunities to automate the process. Deliver 360-degree feedback debriefs for Leadership Edge (Executive Edge) participants within TDP. Collaborate on 360 feedback debriefs for the Accelerate program as the model evolves (potentially a simplified, manager-led model leveraging AI Coach). Manage one-time team interventions for new or existing leaders (e.g., Integrated Leadership Sessions, Jumpstart) in partnership with HRBAs, within agreed guidelines. Workforce Design & AI Transformation Partner with Firmwide Workforce Development as they lead the frameworks and consulting on AI-driven organizational transformation; serve as the segment and HRBA partner for TDP. Translate firmwide frameworks into practical, segment-specific workforce design actions that reflect TDP business priorities. Executive Coaching & Senior Team Effectiveness Coordinate executive coaching needs for TDP's most senior executives (Top Guns, OC Potential, KFR incumbents and successors, with expansion to the next level down), partnering with ETM and external coaches as appropriate. Support senior team effectiveness activities at OC-1, OC-2, and select OC-3 levels — including leader and team assimilation, assessments, and offsite/workshop design consultation — as scope is finalized with firmwide stakeholders. People Councils, Networks & Segment Initiatives Provide advisory support to the HR Executive and HRBAs (who sit 1st Chair) on oversight of TDP People Councils and Employee Networks. Lead and partner on LOB-specific talent initiatives — engagement strategies, research and analysis, regulatory projects, LOB-specific programs, DOI Council activities, and People Agenda deliverables. Support firmwide changes on performance, reward, and recognition by driving standardization within the segment to scale. Required Qualifications, Capabilities & Skills 8+ years of progressive HR experience with a strong track record in talent management, succession planning, performance management, and leadership development in a large, matrixed organization. Demonstrated experience leading executive-level talent reviews and succession for senior populations (OC/OC-1 or equivalent). Deep knowledge of promotion processes (MD and ED-level) and performance, progression, and rewards frameworks. Strong consulting and advisory skills with the ability to operate as 1st Chair with senior business leaders and HR Executives. Experience partnering with firmwide Centers of Excellence (Leadership Edge, ETM, Workforce Development) while delivering segment-aligned outcomes. Excellent judgment, discretion, and ability to manage highly confidential talent information. Strong facilitation, coaching, and executive communication skills. Bachelor's degree required. Preferred Qualifications, Capabilities & Skills Experience supporting a Technology, Data, or Platforms organization or similar highly technical business. Exposure to AI-led organizational transformation and modern workforce design frameworks. Familiarity with 360-degree feedback instruments and executive coaching ecosystems; comfort with AI-enabled coaching tools. Experience designing or scaling automation and standardization in HR processes (e.g., nominations, promotions). Master's degree in HR, Organizational Development, Industrial/Organizational Psychology, or related field.