Join JPMorganChase as an Executive Director on the Offboarding and Alumni team. This role offers the opportunity to shape and continuously improve the firm’s offboarding and alumni experience—blending enterprise strategy and human-centered design with disciplined governance and delivery in a highly cross-functional environment.

As an Executive Director on the Offboarding and Alumni team, you will drive strategy/design and governance/delivery execution across the team’s priorities, partnering with business stakeholders, cross-functional HR teams, and product/technology counterparts to deliver scalable, consistent, and user-centered experiences. You will also lead key workstreams and strengthen the operating model (standards, routines, decision support, and simplification) that enables the team to deliver at scale.

Job Responsibilities

• Lead design sprints and strategy workstreams across multiple offboarding/alumni processes, adapting to evolving priorities
• Define and maintain enterprise standards, frameworks, and “decision hygiene” to drive consistency and reduce friction
• Translate insights (analytics, feedback, operational learnings) into practical recommendations and roadmap inputs
• Embed inclusion and fairness principles into design choices and recommended solutions
• Help build/run the operating cadence (workstream routines, stakeholder forums, decision points, escalation paths)
• Support capacity planning, dependency management, and prioritization across multiple concurrent initiatives
• Partner with stakeholders to clarify roles and responsibilities and improve cross-functional execution
• Establish and track success measures to support continuous improvement and accountable delivery
• Shape requirements and adoption considerations for digital-first experiences and process improvements; Produce clear decision materials (frameworks, narratives, “insight packs”) for senior stakeholders to enable consistent decision-making
• Build alignment across HR partners and adjacent teams through strong orchestration and structured communication
• Coach and develop junior team members; role-model high standards for structure, synthesis, and delivery; Strengthen team knowledge and repeatable assets (templates, playbooks, toolkits) to improve consistency and speed

Required Qualifications, Capabilities, and Skills

• Significant experience in talent strategy, HR transformation, operating model design, or people process/experience design in a large, complex organization
• Proven ability to lead work through influence in a matrix, including senior stakeholder management and executive-level communication
• Strong partnership experience with product/technology/data teams to deliver scalable, digital-first solutions and measurable improvements
• Demonstrated ability to simplify complex processes while maintaining appropriate governance and controls
• Strong program/workstream leadership skills (structuring ambiguous problems, managing multiple threads, driving outcomes)

Preferred Qualifications, Capabilities, and Skills

• Human-centered/service design expertise applied to employee and manager journeys
• Digital and data fluency (comfort shaping experiences and interpreting performance/feedback signals)
• Experience flexing across domains and pivoting between initiatives based on enterprise priorities