GPS Senior HR Business Partner, Vice President  

Company Overview

JPMorgan Chase & Co. (NYSE:JPM) is a leading global financial services firm with assets of $2.5 trillion and operations in more than 60 countries. The firm is a leader in investment banking, financial services for consumers, small business and commercial banking, financial transaction processing and asset management.

It began operations in the Philippines in 1961 with a representative office. Since then, the firm has expanded its presence into a fully integrated franchise, comprising Investment Banking, Treasury and Securities Services, Equity Sales and Research as well as foreign exchange and fixed income trading operations. JPMorgan Chase & Co. has a number of legal entities operating in the country, including the Manila Branch of the bank, which has a commercial banking license as well as a derivatives license, and a securities company with a seat on the Philippine Stock Exchange.

JPMorgan Chase & Co. launched its Global Service Center in Manila in 2005 and in Cebu in 2010, to provide a wide variety of strategic support including analytics, finance and accounting voice-based services, transaction processing and other functions to its affiliates around the world.

Information about JPMorgan Chase & Co. is available at www.jpmorganchase.com.

We have an opportunity for a Business Partner in our HR Global People Support group.

The Role:

The HR Business Partner is responsible for driving the people agenda with the line of business leaders and in conjunction with HR specialist functions in the areas of:

• talent management,
• performance management,
• risk mitigation and compliance to regulatory requirements,
• compensation and benefits management, and
• employee engagement.

Incumbents in this role are expected to have a strong understanding of the business and its needs, which enable the development of an effective, efficient, and sustainable line-HR partnership that supports alignment to business strategy and contributes to the strengthening of the organizational culture, values, and long term growth. Incumbents are expected to drive ‘One HR’ principles and leverage all facets of the HR function to bring quality service and value adding inputs to the client group.

Incumbents in this role are expected to have a strong understanding of the business and its needs, which enable the development of an effective, efficient, and sustainable line-HR partnership that supports alignment to business strategy and contributes to the strengthening of the organizational culture, values, and long term growth. Incumbents are expected to drive ‘One HR’ principles and leverage all facets of the HR function to bring quality service and value adding inputs to the client group.

Key responsibilities include:

Talent Management

• Partner with the business and the recruiting function in ensuring talents are acquired and developed
• Drive succession planning discussions in the business, ensuring that senior leaders have identified and actionable plans. Provide objective and fair inputs in the process

Performance Management

• Partner with the business in ensuring timely and data-driven implementation of online performance management system
• Contribute in the review of the performance management system for continued relevance and appropriateness to the needs of the business
• Work jointly with line partners on preventing or addressing performance issues

Risk Mitigation and Compliance to Regulatory Requirements

• Provide guidance to Management on HR policies and practices
• Understand the concept of inherent risk and ensure appropriate controls are in place to mitigate
• Conduct sessions with the line partners on continuing understanding of regulatory laws and Code of Conduct requirements
• Provide advice and guidance to line leaders on ensuring proper and timely implementation of the Corrective Action Policy and take the lead in the implementation of due process for defined levels of employee relations issues
• Generate periodic reports for the business unit, HR needs, and in compliance to regulatory requirements

Compensation and Benefits Management

• Develop a strong understanding of the market and, through partnering with the Comp & Benefits team, provide recommendations on compensation and benefits strategies/framework of the business
• Implement the annual compensation planning and review process in partnership with line managers through communication of the process and timelines
• Generate and analyze needed reports

Employee Engagement

• Work jointly with line partners to understand, communicate, and implement plans, strategies and change initiatives as required by business needs and trends
• Partner with the business in driving and strengthening employee engagement initiatives that promote the strengthening of organizational culture and values
• Contribute to the analyses of results of organizational surveys/ employee satisfaction surveys and in the development of and driving initiatives as a result of the analyses
• Manage the employee exit feedback process, analyze attrition data, and recommend strategies or programs to improve retention
• Communicate and implement HR policies and program in the line of business
• Conduct focus group discussions or skip level meetings across levels as and when needed
• Lead and participate in cross-functional HR projects

JPMorgan Chase is an Equal Opportunity and Affirmative Action Employer, M/F/Disability/Veteran

Education and Experience:

• Upwards of 8 years’ experience in Human Resources in a role that requires client/business interfacing, talent management, employee relations, engagement and retention or 8 years’ experience in a people leader role focused on Talent Management, Performance Management, Risk Mitigation & Compliance to Regulatory Requirements, and Employee Engagement
• With a degree in Business, Human Resources Management or any 4-year course provided with equivalent experience as previously stated
• People management experience required

Professional and Technical Knowledge:

• Strong professional and technical knowledge on contact center operations and HR functions specifically on performance management, organization development, compensation, and employee relations
• Excellent written and verbal communication skills
• Effective presentation skills
• Computer proficiency (Microsoft Office Word, Excel, Powerpoint) and System savvy

​​​​​​​Behavioral Competencies:

• Client relationship skills
• Solution orientated with high levels of initiative
• Professionalism (imbibes the firm's values on integrity, excellence, respect, innovation and have a strong sense of maintaining confidentiality)
• Strong decision making and critical thinking skills
• Ability to positively influence and provide sound advice (consulting skills)
• Excellent attention to detail and organizational skills
• Ability to operate effectively within a highly matrixed organization
• Strong flexibility/adaptability

​​​​​​​Motivational Fit:

• Willing to handle challenging situations and explaining things to people including delivery of sensitive messages
• Ability to work in a fast-paced environment with shifting priorities
• Ability to work flexible hours on a midshift.