Analytics Advisor Executive Director

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 framew