This is a high-visibility leadership opportunity to shape how talent is identified, assessed, and hired for a growing business. You will lead end-to-end recruiting strategy and execution while partnering closely with senior leaders in a fast-moving environment. You will combine operational rigor with strategic workforce planning and market intelligence, while personally delivering select senior and executive searches. You will thrive in high-touch, high-expectation client environments where priorities shift and urgency is the norm. You will build a strong team culture focused on responsiveness, accountability, and continuous improvement.

As aHead of U.S. Private Bank Recruitmentat JPMorgan, you lead end-to-end talent acquisition for the US Private Bank (USPB), owning strategy and execution across a growing high-touch, high-visibility recruiting agenda. This role manages a team of ~20 recruiters and recruiting professionals, partners directly with senior USPB leaders, CFOs, HR Business Advisors and other stakeholders, and personally delivers select senior/executive searches. Success requires a rare blend of operator rigor (process, controls, reporting, delivery) and strategist capability (workforce planning, market intelligence, org design advisory), with confident presence in highly vocal, demanding client environments. This is a high-visibility role in a growing, fast-moving environmentideal for a leader who can operate with urgency, handle vocal stakeholders with confidence, and balance day-to-day delivery with longer-term strategy.

Job responsibilities

• Recruiting leadership (strategy + execution)
  • Set and deliver the recruiting strategy aligned to business priorities, growth plans, and evolving skill needs.
  • Build a scalable operating model: intake, prioritization, capacity planning, sourcing strategy, and service levels.
  • Ensure consistent, high-quality assessment and selection practices; raise the bar on candidate and hiring manager experience.
  • Personally lead selected senior-level searches from search strategy through offer close, partnering closely with business leadership.
  • Maintain strong judgment, confidentiality, and rigor throughout the process.
• Senior stakeholder & 2high-touch 2 client management
  • Serve as the primary recruiting partner to senior leaders; provide clear guidance on talent markets, trade-offs, and hiring approach.
  • Lead recurring executive readouts and presentations; proactively manage escalations and shifting priorities.
  • Establish strong relationships with demanding stakeholder groups through credibility, transparency, and follow-through.
• People leadership
  • Lead, coach, and develop a team of ~20; set clear expectations, performance standards, and development plans.
  • Build a culture of accountability, responsiveness, and continuous improvement.
  • Strengthen recruiting capability across sourcing, stakeholder management, and search execution.
• Analytics, reporting, and operational rigor
  • Own recruiting reporting and frequent ad hoc analyses; translate data into actionable insights for leaders (pipeline health, timing, sources, capacity).
  • Drive process discipline, risk awareness, and consistent execution across the recruiting lifecycle.
  • Clear prioritization and operating rhythm reduce firefighting and improve predictability.
  • Recruiting performance improves across speed, quality, stakeholder satisfaction, and team effectiveness. Senior searches are executed with strong calibration, high-quality slates, and effective closing.

Required qualifications, capabilities and skills

• 10+ Extensive talent acquisition and prior leadership experience, including leading a sizable team.
• Proven success in high-pressure environments with frequent executive presentations, escalations, and competing priorities.
• Demonstrated experience leading senior/executive searches directly.
• Strong analytical and operational discipline, including comfort with metrics, reporting, and capacity planning.
• Exceptional stakeholder management, communication, and executive presence.
• Track record building sourcing strategies in competitive, talent-constrained markets.
• Experience recruiting in financial services or another highly regulated, large-scale environment.
• Strong partnership experience with Finance/CFO stakeholders on workforce planning and prioritization.
• Hands-on leadership: team management plus direct ownership of priority senior searches and executive deliverables.

Preferred qualifications, capabilities and skills

• Operator + strategist: can run a high-throughput recruiting engine while shaping the future-state approach.
• Resilient and decisive: thrives amid ambiguity, urgency, and high expectations.
• Direct, credible client leader: can influence and challenge constructively.
• People-first leader with a high bar: develops talent and drives accountability.
• High visibility and high accountability.
• Fast pace with frequent pivots and urgent stakeholder needs.