HR Director Jobs at JPMorganChase with Visa Sponsorship
HR Director roles at JPMorganChase sit at the intersection of enterprise-scale workforce strategy and complex regulatory compliance. The company has a consistent record of sponsoring international talent across HR functions, making it a realistic target for visa-dependent candidates with senior HR leadership experience.
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Get Access To All JobsINTRODUCTION
Human Resources plays a critical role in driving the employee experience, shaping the firm’s culture, and building a diverse and inclusive workforce. We are a strategic partner to the business — working with leaders across the firm to hire, develop and retain the best people, and help meet business goals. Together, we foster a work environment in which our people are supported, feel like they belong, and can make an impact through their work. We develop and deliver a suite of products and services that help make JPMorgan Chase an employer of choice and drive our business forward.
Enterprise Technology supports JPMorganChase's businesses in more than 60 countries. Technology is at the heart of everything we do to enable our customers, clients, communities and employees. We aim to deliver market-leading technology capabilities in a secure, stable, and scalable way. The functions are aligned to Firmwide Platforms and Products, Firmwide Technology Functions and specific lines of business and regions.
The Senior Human Resources Business Advisor within the Enterprise Technology Organization at J.P. Morgan Chase & Co. (JPMC) is a critical role that partners with senior leadership to deliver human capital strategies across the organization. This role is responsible for providing strategic and day-to-day HR leadership to the Chief Information Officers across Firmwide Technology Functions, Platforms and Products. This role will actively consult and provide workforce, talent and organizational solutions to business leaders and help co-create and drive progressive solutions based on the workforce of the future.
ROLE OBJECTIVES & RESPONSIBILITIES
- Strategic leader – work with senior leadership teams to create the workforce of the future by understanding the business deeply and leveraging our HR products to drive business outcomes; support the design and implementation of HR Products and deliver the end-to-end talent strategy for the function; including AI and digitally enabled HR.
- Trusted advisor – demonstrate consulting agility and act trusted advisor to senior stakeholders and employees on issues of all kinds, including how to drive transformation, redesigning work, automation, and digital strategies; coach senior leaders and get involved in complex people matters.
- Innovation & Emerging Technologies – stay abreast of emerging AI technologies, and best practices to drive HR innovation within the organization. Evaluate and implement people-solutions to optimize business processes and drive competitive advantage.
- People Plan - Collaborate with business leaders to identify people strategies and leverage workforce planning, up skilling and new skilling, talent and diversity strategies, leadership development, performance management, change management and compensation.
- Exceptional stakeholder manager – strong executive composure, relationship management and communication skills with the ability to work with all leaders across the organization.
- Employee Experience orchestration – partner with talent leaders to provide strategic direction and support delivering Employee Experience products and service.
- Data fluency – Interpret metrics to drive outcomes and ensure leadership performance. Translate data and insights into action and lead implementation of organizational solutions.
- Communication and Engagement – Act as a listening post to advise business leaders and provide feedback into HR Products.
BASIC QUALIFICATIONS
- 8+ years of Human Resource or transformational people leadership experience in a technology organization of scale. Experience supporting Cybersecurity leadership is highly preferred.
- Knowledge of full range of people practices and how to apply them to an organization that is shifting to a customer focused operating model: goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development.
- Ability to utilize critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause.
- Exceptional analytical, quantitative, and technical skills that enable individual to leverage data to create Human Resource strategies that support and launch business results.
- Ability to operate at scale, navigate a globally matrixed organization, and partner on issues across HR and the business.
About us
JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world’s most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.
We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process.
We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation.
JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans.
ABOUT THE TEAM
Our 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.
Human Resources plays a critical role in driving the employee experience, shaping the firm’s culture and building a diverse and inclusive workforce. We are a strategic partner to the business — working with leaders across the firm to hire, develop and retain the best people and help meet business goals. Together, we foster a work environment in which our people are supported, feel like they belong and are able to make an impact through their work. We develop and deliver a suite of products and services that help make JPMorgan Chase an employer of choice and drive our business forward.
INTRODUCTION
Human Resources plays a critical role in driving the employee experience, shaping the firm’s culture, and building a diverse and inclusive workforce. We are a strategic partner to the business — working with leaders across the firm to hire, develop and retain the best people, and help meet business goals. Together, we foster a work environment in which our people are supported, feel like they belong, and can make an impact through their work. We develop and deliver a suite of products and services that help make JPMorgan Chase an employer of choice and drive our business forward.
Enterprise Technology supports JPMorganChase's businesses in more than 60 countries. Technology is at the heart of everything we do to enable our customers, clients, communities and employees. We aim to deliver market-leading technology capabilities in a secure, stable, and scalable way. The functions are aligned to Firmwide Platforms and Products, Firmwide Technology Functions and specific lines of business and regions.
The Senior Human Resources Business Advisor within the Enterprise Technology Organization at J.P. Morgan Chase & Co. (JPMC) is a critical role that partners with senior leadership to deliver human capital strategies across the organization. This role is responsible for providing strategic and day-to-day HR leadership to the Chief Information Officers across Firmwide Technology Functions, Platforms and Products. This role will actively consult and provide workforce, talent and organizational solutions to business leaders and help co-create and drive progressive solutions based on the workforce of the future.
ROLE OBJECTIVES & RESPONSIBILITIES
- Strategic leader – work with senior leadership teams to create the workforce of the future by understanding the business deeply and leveraging our HR products to drive business outcomes; support the design and implementation of HR Products and deliver the end-to-end talent strategy for the function; including AI and digitally enabled HR.
- Trusted advisor – demonstrate consulting agility and act trusted advisor to senior stakeholders and employees on issues of all kinds, including how to drive transformation, redesigning work, automation, and digital strategies; coach senior leaders and get involved in complex people matters.
- Innovation & Emerging Technologies – stay abreast of emerging AI technologies, and best practices to drive HR innovation within the organization. Evaluate and implement people-solutions to optimize business processes and drive competitive advantage.
- People Plan - Collaborate with business leaders to identify people strategies and leverage workforce planning, up skilling and new skilling, talent and diversity strategies, leadership development, performance management, change management and compensation.
- Exceptional stakeholder manager – strong executive composure, relationship management and communication skills with the ability to work with all leaders across the organization.
- Employee Experience orchestration – partner with talent leaders to provide strategic direction and support delivering Employee Experience products and service.
- Data fluency – Interpret metrics to drive outcomes and ensure leadership performance. Translate data and insights into action and lead implementation of organizational solutions.
- Communication and Engagement – Act as a listening post to advise business leaders and provide feedback into HR Products.
BASIC QUALIFICATIONS
- 8+ years of Human Resource or transformational people leadership experience in a technology organization of scale. Experience supporting Cybersecurity leadership is highly preferred.
- Knowledge of full range of people practices and how to apply them to an organization that is shifting to a customer focused operating model: goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development.
- Ability to utilize critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause.
- Exceptional analytical, quantitative, and technical skills that enable individual to leverage data to create Human Resource strategies that support and launch business results.
- Ability to operate at scale, navigate a globally matrixed organization, and partner on issues across HR and the business.
About us
JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world’s most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.
We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process.
We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation.
JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans.
ABOUT THE TEAM
Our 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.
Human Resources plays a critical role in driving the employee experience, shaping the firm’s culture and building a diverse and inclusive workforce. We are a strategic partner to the business — working with leaders across the firm to hire, develop and retain the best people and help meet business goals. Together, we foster a work environment in which our people are supported, feel like they belong and are able to make an impact through their work. We develop and deliver a suite of products and services that help make JPMorgan Chase an employer of choice and drive our business forward.
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Get Access To All JobsTips for Finding HR Director Jobs at JPMorganChase Jobs
Frame Your HR Credentials Around Regulatory Complexity
JPMorganChase operates across banking, asset management, and corporate functions, each with distinct labor compliance demands. Emphasize experience with multi-jurisdiction employment law, EEOC compliance, or NLRA-governed environments to signal readiness for their scale.
Target Postings That Specify Enterprise HR Scope
HR Director roles at a conglomerate like JPMorganChase often sit above business-unit HR leads. Filter for postings that reference workforce planning, HR business partnering across divisions, or executive talent strategy rather than functional specialty roles.
Use Migrate Mate to Find Open HR Director Roles
Search Migrate Mate to browse verified HR Director openings at JPMorganChase filtered by visa sponsorship type. It removes the guesswork of identifying which postings are genuinely open to sponsored candidates.
Prepare for PERM Labor Certification If Targeting a Green Card
EB-2 and EB-3 pathways require DOL-supervised recruitment through PERM before USCIS filing. For HR Directors, document that the role requires a graduate degree or specialized experience, since a broadly defined HR generalist scope can complicate the prevailing wage and recruitment audit stages.
HR Director at JPMorganChase jobs are hiring across the US. Find yours.
Find HR Director at JPMorganChase JobsFrequently Asked Questions
Does JPMorganChase sponsor H-1B visas for HR Directors?
Yes, JPMorganChase sponsors H-1B visas for HR Director roles where the position qualifies as a specialty occupation requiring at least a bachelor's degree in a related field. HR Directors typically qualify given the degree requirements tied to workforce strategy, employment law, and organizational design. Confirm sponsorship availability for a specific posting with the recruiter early in the process, since eligibility can vary by business unit.
Which visa types does JPMorganChase commonly use for HR Director roles?
JPMorganChase sponsors H-1B, H-1B1, and E-3 visas for qualifying HR Director positions, along with immigrant visa pathways including EB-2 and EB-3 for candidates pursuing permanent residence. Australian citizens should note the E-3 as a strong option given its cap-exempt structure and straightforward renewal process. H-1B1 is available to Chilean and Singaporean nationals as an alternative to the H-1B lottery.
How do I apply for HR Director jobs at JPMorganChase?
Applications go through JPMorganChase's careers portal at jpmorganchase.com/careers. Search for HR Director or People function leadership roles and filter by location. You can also browse open positions verified for visa sponsorship on Migrate Mate, which surfaces JPMorganChase HR Director postings alongside sponsorship details so you're not guessing which roles are accessible to international candidates.
What qualifications does JPMorganChase expect for HR Director candidates?
JPMorganChase typically expects a bachelor's degree at minimum, with many postings preferring an MBA or master's in HR, organizational psychology, or labor relations. Relevant experience includes leading HR business partner functions, managing complex employee relations matters in regulated industries, and demonstrated capability in talent strategy across large, matrixed organizations. SHRM-CP, SHRM-SCP, or PHR certifications strengthen applications but are rarely listed as hard requirements.
How long does the sponsorship and onboarding process take for HR Directors at JPMorganChase?
Timeline depends on visa type. E-3 and H-1B1 sponsorships can move quickly, often within four to eight weeks of an offer, since they're not subject to the annual cap. New H-1B sponsorships are tied to the October 1 fiscal year start, requiring USCIS lottery registration in March. PERM-based Green Card pathways add considerably more time, often 18 months or more before an I-140 is filed.
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