Head Of Talent Jobs
Head Of Talent jobs are open across technology, healthcare, financial services, and consumer brands, from senior manager to chief people officer level, with specializations in talent acquisition leadership, employer branding, and people strategy. Find a role that fits from the openings below and apply directly.
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As the Vice President, within the Office of the Chief of Staff / PMO for the Head of Talent & Employee Experience, you will be the always-on operating engine — the person who wakes up every day tracking every deliverable, action, and open decision, and who does not rest until each is closed, escalated, or reassigned with an owner and a date. You will help accelerate the Head of Talent & Employee Experience agenda by turning strategic priorities into clear operating plans, decision-ready forums, and measurable execution across a large, matrixed, enterprise-wide organization.
You will operate with an agentic-first mindset: proactive, not reactive; anticipating what the Chief of Staff and the Head of Talent & Employee Experience will need next; scanning for risks, dependencies, and slippage before they surface; and taking initiative to move work forward without waiting to be asked. Where a process does not exist, you will build one. Where a decision is stuck, you will frame it. Where a commitment has been made, you will track it to close.
You will create impact by strengthening leadership alignment, improving decision speed, driving disciplined follow-through on the highest-priority initiatives, and ensuring progress is visible through OKRs, scorecards, and business reviews. At the center of a complex, matrixed environment spanning HR, business, control, and functional partners, you will connect teams, surface risks and trade-offs, translate feedback into action, and build the routines, materials, and engagement mechanisms that help the organization move with focus, accountability, and momentum.
This role is a direct report to the Chief of Staff and works in close partnership with the Head of Talent & Employee Experience and their leadership team.
Job Responsibilities
- Serve as the always-on tracker and closer— own the master list of commitments, decisions, and actions from every leadership forum, and drive each item to a documented close with an owner, a due date, and a status visible at any moment.
- Anticipate needs of the team, pre-position materials, decisions, and stakeholders, and take initiative to unblock, escalate, or reassign work without prompting.
- Serve as a trusted confidant and thought partner to the Chief of Staff and, by extension, to the Head of Talent & Employee Experience and their leadership team, using sound judgment to frame priorities, decisions, risks, and trade-offs.
- Drive the operating cadence for the Chief of Staff and Head of Talent & Employee Experience leadership team, including staff meetings, leadership routines, monthly business reviews, strategic deep dives, town halls, and decision-ready materials.
- Facilitate core forums end-to-end with aligned agendas, materials, owners, timelines, decision logs, and risk escalation paths — and hold owners accountable to timely decisions and disciplined follow-through. Manage the planning and delivery of offsites and travel/site visits.
- Partner with Talent & Employee Experience leadership team members to translate strategy into prioritized plans with clear outcomes, owners, dependencies, milestones, and decision points; maintain a single, authoritative view of the plan.
- Run the PMO function for the office: manage OKRs, scorecards, KPIs, portfolio dashboards, RAID logs, and priority trackers to drive progress, trade-offs, resource implications, and leadership decisions; publish executive-ready status on a predictable rhythm.
- Draft executive-ready updates, talking points, briefing memos, and leadership materials that frame business progress, risks, opportunities, and decisions for the Head of Talent & Employee Experience and senior stakeholders.
- Champion AI-enabled ways of working within the office — identify opportunities to automate tracking, reporting, drafting, and synthesis, and operationalize adoption so the office runs faster, tighter, and more agentic over time.
Required Qualifications, Capabilities, and Skills
- Typically 5+ years of relevant experience in Chief of Staff, PMO, strategy, or operating-role capacities supporting a senior executive or senior leadership team.
- Demonstrated agentic-first operating style — a proven track record of proactively tracking, chasing, and closing deliverables across many owners without being asked, and of being the single person a leader relies on to know the status of everything.
- Exceptional program and portfolio management discipline: OKRs, KPIs, RAID logs, milestone tracking, dependency mapping, and executive status reporting.
- Strong business acumen and analytical problem solving; ability to translate strategy into operating plans and routines.
- Ability to prioritize in ambiguity and drive outcomes with urgency and discipline, across many parallel workstreams.
- Exceptional written and verbal communication; executive synthesis and decision framing for senior audiences.
- High discretion and sound judgment with confidential and sensitive matters, including talent, people, and organizational decisions.
- Strong project management, attention to detail, and follow-through — nothing falls through the cracks.
- Proven ability to influence without authority across a large, matrixed organization and to hold senior owners accountable to their commitments.
Preferred Qualifications, Capabilities, and Skills
- Experience supporting an HR, Talent, Employee Experience, or People function within a large, regulated enterprise.
- Experience operating in a regulated environment (risk, compliance, controls, issue management, audit readiness, third-party risk).
- Background in management consulting, corporate strategy, transformation office, or PMO leadership with measurable outcomes.
- Familiarity with AI enablement/adoption programs and operationalizing change management, including use of AI tooling to automate tracking, drafting, and synthesis within an executive office.
- Experience designing and running executive operating cadences, offsites, and large-scale leadership forums.
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.
As the Vice President, within the Office of the Chief of Staff / PMO for the Head of Talent & Employee Experience, you will be the always-on operating engine — the person who wakes up every day tracking every deliverable, action, and open decision, and who does not rest until each is closed, escalated, or reassigned with an owner and a date. You will help accelerate the Head of Talent & Employee Experience agenda by turning strategic priorities into clear operating plans, decision-ready forums, and measurable execution across a large, matrixed, enterprise-wide organization.
You will operate with an agentic-first mindset: proactive, not reactive; anticipating what the Chief of Staff and the Head of Talent & Employee Experience will need next; scanning for risks, dependencies, and slippage before they surface; and taking initiative to move work forward without waiting to be asked. Where a process does not exist, you will build one. Where a decision is stuck, you will frame it. Where a commitment has been made, you will track it to close.
You will create impact by strengthening leadership alignment, improving decision speed, driving disciplined follow-through on the highest-priority initiatives, and ensuring progress is visible through OKRs, scorecards, and business reviews. At the center of a complex, matrixed environment spanning HR, business, control, and functional partners, you will connect teams, surface risks and trade-offs, translate feedback into action, and build the routines, materials, and engagement mechanisms that help the organization move with focus, accountability, and momentum.
This role is a direct report to the Chief of Staff and works in close partnership with the Head of Talent & Employee Experience and their leadership team.
Job Responsibilities
- Serve as the always-on tracker and closer— own the master list of commitments, decisions, and actions from every leadership forum, and drive each item to a documented close with an owner, a due date, and a status visible at any moment.
- Anticipate needs of the team, pre-position materials, decisions, and stakeholders, and take initiative to unblock, escalate, or reassign work without prompting.
- Serve as a trusted confidant and thought partner to the Chief of Staff and, by extension, to the Head of Talent & Employee Experience and their leadership team, using sound judgment to frame priorities, decisions, risks, and trade-offs.
- Drive the operating cadence for the Chief of Staff and Head of Talent & Employee Experience leadership team, including staff meetings, leadership routines, monthly business reviews, strategic deep dives, town halls, and decision-ready materials.
- Facilitate core forums end-to-end with aligned agendas, materials, owners, timelines, decision logs, and risk escalation paths — and hold owners accountable to timely decisions and disciplined follow-through. Manage the planning and delivery of offsites and travel/site visits.
- Partner with Talent & Employee Experience leadership team members to translate strategy into prioritized plans with clear outcomes, owners, dependencies, milestones, and decision points; maintain a single, authoritative view of the plan.
- Run the PMO function for the office: manage OKRs, scorecards, KPIs, portfolio dashboards, RAID logs, and priority trackers to drive progress, trade-offs, resource implications, and leadership decisions; publish executive-ready status on a predictable rhythm.
- Draft executive-ready updates, talking points, briefing memos, and leadership materials that frame business progress, risks, opportunities, and decisions for the Head of Talent & Employee Experience and senior stakeholders.
- Champion AI-enabled ways of working within the office — identify opportunities to automate tracking, reporting, drafting, and synthesis, and operationalize adoption so the office runs faster, tighter, and more agentic over time.
Required Qualifications, Capabilities, and Skills
- Typically 5+ years of relevant experience in Chief of Staff, PMO, strategy, or operating-role capacities supporting a senior executive or senior leadership team.
- Demonstrated agentic-first operating style — a proven track record of proactively tracking, chasing, and closing deliverables across many owners without being asked, and of being the single person a leader relies on to know the status of everything.
- Exceptional program and portfolio management discipline: OKRs, KPIs, RAID logs, milestone tracking, dependency mapping, and executive status reporting.
- Strong business acumen and analytical problem solving; ability to translate strategy into operating plans and routines.
- Ability to prioritize in ambiguity and drive outcomes with urgency and discipline, across many parallel workstreams.
- Exceptional written and verbal communication; executive synthesis and decision framing for senior audiences.
- High discretion and sound judgment with confidential and sensitive matters, including talent, people, and organizational decisions.
- Strong project management, attention to detail, and follow-through — nothing falls through the cracks.
- Proven ability to influence without authority across a large, matrixed organization and to hold senior owners accountable to their commitments.
Preferred Qualifications, Capabilities, and Skills
- Experience supporting an HR, Talent, Employee Experience, or People function within a large, regulated enterprise.
- Experience operating in a regulated environment (risk, compliance, controls, issue management, audit readiness, third-party risk).
- Background in management consulting, corporate strategy, transformation office, or PMO leadership with measurable outcomes.
- Familiarity with AI enablement/adoption programs and operationalizing change management, including use of AI tooling to automate tracking, drafting, and synthesis within an executive office.
- Experience designing and running executive operating cadences, offsites, and large-scale leadership forums.
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.
Head Of Talent Jobs by Experience Level
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Find Head Of Talent JobsHead Of Talent Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Consulting & Professional Services
What Employers Look For
The qualifications that appear most often in head of talent jobs.
- 7 or more years of progressive talent acquisition or HR leadership experience
- Demonstrated experience building and managing in-house recruiting teams
- Proficiency with applicant tracking systems and workforce planning tools
- Experience partnering with senior leadership on headcount strategy and budgeting
- Strong employer branding and candidate experience program ownership
- Bachelor's degree in human resources, business, or a related field
Tips for Your Head Of Talent Job Search
Quantify your hiring pipeline impact
Head of talent candidates stand out when they show concrete hiring outcomes: time-to-fill improvements, offer acceptance rates, or reductions in agency spend. Pull these numbers from your ATS reporting before you update your resume.
Tailor your resume to company growth stage
A Series B startup wants a builder who can create hiring infrastructure from scratch. A Fortune 500 wants a leader who manages vendor relationships and headcount planning at scale. Match the language on your resume to whichever stage you're targeting.
Apply early to roles that fit
Migrate Mate lists head of talent openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Flag your experience with workforce planning
Many head of talent postings now require headcount modeling and collaboration with finance on hiring budgets. If you've done this work, call it out explicitly in your resume and cover letter using the same language hiring managers use in their job descriptions.
Prepare a talent strategy case study
Interviewers at the head of talent level often ask you to walk through a problem you diagnosed and solved across a full hiring cycle. Prepare one detailed example that covers sourcing strategy, team structure decisions, and the measurable outcome.
Negotiate scope before you negotiate compensation
Before discussing offer details, clarify the reporting structure, headcount on the talent team, and whether you own employer branding and HR operations or just recruiting. Ambiguity in scope is the most common source of dissatisfaction in head of talent roles.
Head Of Talent Jobs: Frequently Asked Questions
Which companies are hiring the most head of talents?
The companies hiring the most head of talents right now include Ramp, Commure, and IFF, with the largest share of openings in California, New York, and Florida, based on current listings on Migrate Mate as of September 2026. Technology and healthcare organizations consistently drive the highest volume of openings at this level.
How many head of talent jobs are remote?
About 68% of head of talent openings are fully remote or hybrid as of September 2026, making it one of the more flexible senior people roles available. Employer branding, talent operations, and sourcing strategy work tends to be most amenable to remote arrangements, while roles tied closely to on-site culture or executive presence often require in-office availability.
How do you become a head of talent?
Most head of talent roles are reached by progressing through recruiting or HR generalist positions, then moving into a team lead or talent manager role where you own hiring strategy across a business unit. From there, demonstrating that you can build programs, manage vendor relationships, and influence senior leadership decisions positions you for the head-level title. Exposure to workforce planning and employer branding work accelerates that path.
Can you get a head of talent job with limited experience?
Breaking into a head of talent role without extensive leadership experience is difficult at larger organizations, but early-stage startups regularly hire strong senior recruiters into the title when there is no existing people function. If you're making that leap, focus your application on companies building their talent infrastructure for the first time, and emphasize any work you've done owning a full hiring cycle end-to-end rather than executing within someone else's process.
What does the head of talent interview process look like?
The process typically begins with a recruiter screen, followed by a conversation with the CHRO or a C-suite hiring sponsor. From there, most processes include a talent strategy presentation where you diagnose a hypothetical or real hiring challenge and propose a solution. Final rounds often involve cross-functional interviews with engineering, product, or finance leaders whose teams you would support, since stakeholder alignment is central to the role.
Where can I find and apply to head of talent jobs?
You can find and apply to head of talent jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your experience and apply directly to each one that fits.
See All 34 Head Of Talent Jobs
Find roles that match your experience and apply in just a few clicks.
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