Job DescriptionBe the steward of a future-ready role taxonomy-driving consistent, auditable job code decisions that scale across the enterprise. You'll lead end-to-end governance for job code changes, strengthen data quality and auditability, modernize intake and approvals to reduce cycle times and enable automation, and partner across HR and the business to manage downstream impacts in systems, reporting, and processes.
As a Job Architecture Senior Associate within the Workforce Architecture team, you will own and evolve enterprise job code governance as part of the broader Job Architecture (Jobs & Skills) agenda. You will partner across HR and the business to ensure job code decisions are consistent, auditable, and aligned to job architecture standards while modernizing the end-to-end intake and governance model to improve scalability, integration, and automation across downstream processes. This role offers exposure to broader workforce architecture work (e.g., standards, mapping, enablement) as the capability continues to mature.
Job responsibilities - Serve as primary execution lead for enterprise job code governance, including standards, decisioning, and controls that keep role taxonomy consistent and future-ready.
- Provide advisory support to HRBAs and business leaders on job code selection, role structuring, and alignment to job architecture principles.
- Lead end-to-end intake and governance for job code changes (create/update/inactivate), ensuring clear business justification, appropriate approvals, and decision-ready recommendations.
- Drive data quality and auditability through effective dating, documentation, and enforcement of naming conventions and validation rules.
- Partner across the enterprise to assess impacts and ensure changes are integrated into downstream processes, reporting, and systems.
- Transform and modernize the job code governance process-simplifying intake/triage, reducing cycle times, and enabling automation where possible.
- Contribute to broader Job Architecture enablement over time (e.g., supporting job architecture reviews, mapping practices, and standards adoption).
Required qualifications, capabilities, and skills- Consultative partnering and stakeholder management skills, with the ability to partner with HRBAs, Compensation, and senior leaders and influence without authority.
- Strong understanding of job architecture and role taxonomy concepts (e.g., role frameworks, leveling, job families, titles) and how changes affect downstream HR processes and reporting.
- Proven governance and controls mindset, including comfort with standards, approvals, documentation, effective dating, and auditability.
- Demonstrated process design and continuous improvement capability to streamline intake/triage, reduce cycle times, and improve end-to-end execution across multiple teams.
- Strong analytical skills to assess downstream impacts (e.g., incumbents, open requisitions, position codes, reporting dependencies) and provide clear, decision-ready recommendations.
- Excellent written and verbal communication skills, able to translate complex rules into practical guidance and concise executive-ready summaries.
- Data stewardship capabilities with a focus on master data quality, consistency, and integrity across systems of record and connected processes.
Preferred qualifications, capabilities, and skills- Experience in HR Operations, Workforce Management, Compensation, Talent, or HR Data/Reporting in a large, matrixed organization.
- Familiarity with HR systems of record and downstream integrations/workflows (e.g., job/position data flows, security/workflow impacts).
- Experience leading cross-functional change management (communications, cutovers, adoption, training/enablement).
To be eligible for this role, you must be authorized to work in the United States. We do not offer any type of employment-based immigration sponsorship for this role. Likewise, JPMorgan Chase & Co. will not provide any assistance or sign any documentation in support of any other form of immigration sponsorship or benefit, including optional practical training (OPT) or curricular practical training (CPT).
About the TeamOur professionals in our Corporate Functions cover a diverse range of areas from finance and risk to human resources and marketing. Our corporate teams are an essential part of our company, ensuring that we're setting our businesses, clients, customers and employees up for success.
