Analytics Advisor Executive Director

JPMorgan Chase & Co..com

Office

NY, United States

Full Time

Organizational Context

We are HR Data & Analytics, a centralized global team responsible for all aspects of workforce data strategy, analytics, and data governance at JPMorgan Chase. Our vision is to help make individuals, teams, and businesses at JPMC among the most engaged and productive in the world. Our mission is to create workforce insights that empower leaders to make evidence-based people decisions, driving measurable business outcomes.

We are launching an Analytics Advisory Pillar within HR Data & Analytics, designed to enhance how our leaders manage talent and workforce strategy. As a Senior HR Analytics Advisor at the Executive Director level, you will be a key leader within this team, supporting the Head of HR for Technology and the Global Technology Operating Committee. You will leverage your quantitative expertise, business acumen, and collaborative approach to translate abstract business needs into actionable analytics agendas, deliver impactful insights, and communicate results to senior stakeholders. You will contribute to the team’s intellectual capital by accumulating institutional knowledge, developing innovative tools and analysis methods, and creating templates that drive synergy and consistency across HR analytics work. You will also play a mentoring role, developing junior team members and fostering a culture of collaboration and continuous learning.

Role Overview

The Senior HR Analytics Advisor at Executive Director level will serve as the principal analytics partner to the Head of HR for Technology and provide strategic analytics advisory support to the Global Technology (GT) Operating Committee. This role is responsible for delivering advanced, actionable insights across the full spectrum of HR analytics, enabling data-driven decision-making for workforce strategy, talent management, and organizational effectiveness in a complex, global technology environment.
Storytelling is a key capability, enabling the translation of complex analytics into compelling narratives that drive executive action.

Key Responsibilities

Strategic Workforce Planning
Develop future-state headcount models, scenario planning, and predictive analytics to inform workforce strategy.
Advise on pyramid shape modeling and location strategy, including analysis of location trends and recommendations for optimal workforce distribution.
Headcount Analytics
Oversee headcount budgeting, tracking actuals, and analyzing variances to support financial and workforce targets.
Build demand forecasting models to anticipate future workforce needs and inform proactive talent planning.
Monitor hiring numbers and trends, providing insights on recruitment activity, process efficiency, and market benchmarks.
Deliver clear, actionable headcount reports and dashboards to senior HR and business leaders.
Talent Analytics & Insights
Conduct deep analytics on talent potential, performance, and promotion rates across all corporate levels.
Analyze career development pathways, internal mobility, and talent flow for technologists.
Segment talent to identify high-potential employees, critical roles, and succession risks.
Assess and benchmark talent programs and metrics against industry standards.
Attrition Analysis
Lead advanced analytics on attrition, including root cause analysis and predictive modeling.
Monitor retention rates and recommend targeted interventions to improve engagement and reduce turnover.
Skills and Rewards Strategy
Advise on skills strategy, pay-for-skills frameworks, and the connection between skills and rewards.
Analyze workforce skills trends and evaluate the impact of skills-based rewards on attraction, retention, and performance.
Workforce Trends & Organizational Insights
Monitor and analyze workforce trends in advanced technology organizations, providing market benchmarks and best practices.
Support the GT Operating Committee with regular and ad-hoc analytics, dashboards, and executive-level presentations.
HR Analytics Leadership
Design and implement advanced analytics frameworks to measure and improve HR effectiveness.
Champion data-driven decision-making and ensure data integrity and compliance in all HR analytics activities.
Accumulate and share institutional knowledge, develop new tools and methods, and create templates to drive synergy across HR analytics work.
Mentor and develop junior team members, fostering a collaborative and growth-oriented team culture.
Stakeholder Engagement
Partner with senior HR and business leaders to translate complex analytics into actionable strategies.
Communicate findings and recommendations clearly to both technical and non-technical audiences.
Develop future-state headcount models, scenario planning, and predictive analytics to inform workforce strategy.
Advise on pyramid shape modeling and location strategy, including analysis of location trends and recommendations for optimal workforce distribution.
Oversee headcount budgeting, tracking actuals, and analyzing variances to support financial and workforce targets.
Build demand forecasting models to anticipate future workforce needs and inform proactive talent planning.
Monitor hiring numbers and trends, providing insights on recruitment activity, process efficiency, and market benchmarks.
Deliver clear, actionable headcount reports and dashboards to senior HR and business leaders.
Conduct deep analytics on talent potential, performance, and promotion rates across all corporate levels.
Analyze career development pathways, internal mobility, and talent flow for technologists.
Segment talent to identify high-potential employees, critical roles, and succession risks.
Assess and benchmark talent programs and metrics against industry standards.
Lead advanced analytics on attrition, including root cause analysis and predictive modeling.
Monitor retention rates and recommend targeted interventions to improve engagement and reduce turnover.
Advise on skills strategy, pay-for-skills frameworks, and the connection between skills and rewards.
Analyze workforce skills trends and evaluate the impact of skills-based rewards on attraction, retention, and performance.
Monitor and analyze workforce trends in advanced technology organizations, providing market benchmarks and best practices.
Support the GT Operating Committee with regular and ad-hoc analytics, dashboards, and executive-level presentations.
Design and implement advanced analytics frameworks to measure and improve HR effectiveness.
Champion data-driven decision-making and ensure data integrity and compliance in all HR analytics activities.
Accumulate and share institutional knowledge, develop new tools and methods, and create templates to drive synergy across HR analytics work.
Mentor and develop junior team members, fostering a collaborative and growth-oriented team culture.
Partner with senior HR and business leaders to translate complex analytics into actionable strategies.
Communicate findings and recommendations clearly to both technical and non-technical audiences.

Qualifications & Experience

Education
Master’s degree or higher in HR Analytics, Data Science, Statistics, Business, or related field.
Experience
10+ years of progressive experience in HR analytics, workforce planning, or related fields, preferably within large, complex technology organizations.
Proven track record of supporting senior executives and operating committees with strategic analytics and insights.
Experience with advanced analytics techniques (predictive modeling, machine learning, scenario analysis) in HR contexts.
Consulting experience is preferred, demonstrating the ability to advise and influence senior stakeholders.
Master’s degree or higher in HR Analytics, Data Science, Statistics, Business, or related field.
10+ years of progressive experience in HR analytics, workforce planning, or related fields, preferably within large, complex technology organizations.
Proven track record of supporting senior executives and operating committees with strategic analytics and insights.
Experience with advanced analytics techniques (predictive modeling, machine learning, scenario analysis) in HR contexts.
Consulting experience is preferred, demonstrating the ability to advise and influence senior stakeholders.

Technical Skills

Expertise in HR analytics platforms (e.g., Oracle, Databricks, Sigma) and data visualization tools (e.g., Tableau, Sigma, Genie).
Advanced proficiency in statistical analysis, predictive modeling, and data mining using tools such as Python, R, or SAS.
Deep understanding of strategic workforce planning, talent analytics, skills frameworks, and compensation analytics.
Ability to build and interpret future-state models, attrition forecasts, and location strategy analytics.

Soft Skills & Leadership Competencies

Exceptional communication and presentation skills; able to distill complex analytics into clear, actionable insights for senior leaders.
Strong business acumen and strategic thinking, with the ability to influence decision-making at the executive level.
Influencing skills and a consultative approach to partnering with stakeholders.
Demonstrated ability in storytelling, translating data and analytics into compelling narratives that drive action.
Collaborative mindset; able to build relationships and partner effectively across HR, business, and technology teams.
High level of integrity, discretion, and professionalism in handling sensitive workforce data.
Proactive, innovative, and results-oriented approach to problem-solving.
Mentoring mindset, supporting the development of junior team members through collaboration and knowledge sharing.

Expectations

Serve as the trusted analytics advisor to the Head of HR for Technology and the GT Operating Committee.
Drive continuous improvement in HR analytics capabilities and workforce strategy.
Deliver high-impact insights that shape the future of the technology workforce.

JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world’s most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.

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