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CCB Workforce Planning

Req #: 180027021
Location: New York, NY, US
Job Category: Human Resources
Job Description:
The mission of the CCB Talent organization is to drive CCB’s Talent Mission to provide the competitive advantage of a talented and diverse workforce by continuously attracting the best people, investing in their development, and helping people perform at their best.
 
The Workforce Planning team within the Talent organization is focused on developing strategies for proactively managing large-scale changes to CCB’s workforce, including location strategy; HR Capacity Planning to support high-volume hiring; significant workforce growth; headcount reductions; and mergers & acquisitions. The team partners with the lines of business, functional groups, and HR colleagues to design and execute on these strategies.
 
Robust, coordinated workforce planning disciplines that are proactive rather than reactive and transactional in nature are key to the success of CCB’s overall Talent Mission.
 
The Workforce Planning VP/ED will have responsibility for aspects of the team’s full book of work by helping build its longer-term vision and strategy while also managing day-to-day progress on key priorities.
 
Core areas of focus:
 
  • Drive day-to-day work around CCB’s shift to a talent-driven location strategy. Key aspects:
    • Continue evolving our use of internal and market data to derive insights and enable fact-driven decision-making
    • Work with a wide array of stakeholders to ensure the right level of connectivity and collaboration to drive day-to-day and longer-term outcomes. Stakeholders include the CCB Site Strategy/Finance team; Global Real Estate; Corporate Location Strategy; the HR Business Partner community; CCB Recruiting; and other subject matter experts as needed
    • Ensure we are providing the right level of management reporting to MLT-level and HR audiences on overall progress and risks to the initiative
    • Maintain strong ongoing communication with those who are executing on day-to-day real estate/location strategy work, while also building the right relationships with the senior leaders managing these respective functions
    • Given that this work evolves rapidly, the ability to quickly respond to changing deliverables, develop the right plan of action and communicating it appropriately, and understand when to escalate/ask the right questions is key to the success of this work
       
  • Continue managing CCB’s HR Capacity Planning discipline. Key aspects:
    • Ensure an ongoing focus on underlying business dynamics that have the potential to impact hiring demand one way or another across CCB
    • Drive the right level of dialogue between LOB Finance/Capacity teams and the respective HR partners – Recruiting, Training, and Onboarding
    • Connect the dots between ongoing Capacity work and broader location strategy dynamics
    • Given that the Cap Planning work has now “matured” after +1 year, ensure we are evolving ways of working smartly in order to maximize efficiencies
 
  • Contribute to additional core Workforce Planning activities, including but not limited to:
    • Developing strategies for evolving CCB’s workforce based on forward-looking business strategies
    • Conducting analysis in order to formulate a broad range of talent-related recommendations aligned to CCB’s core strategy (e.g., organizational structure; expense initiatives; job family taxonomy; talent decisions; etc.)
    • Planning for large-scale reductions in force across CCB
    • Project managing the HR aspects of JPMC mergers & acquisitions impacting CCB, including the development of strategies around integrating people policies with a view toward maximizing the employee experience and maximizing business results
Key skills & qualifications:
  • Ability to communicate complex sets of information in a clear, concise manner in order to provide insights and drive key decisions
  • Strong judgment and ability to assess information quickly and thoughtfully to reach decisions
  • Management of an array of stakeholders at all levels; strong partnership
  • Business fluency and client/outcome focus
  • Outside-the-box thinking to help transform/evolve the function and business
  • Orientation toward continuous improvement; flexibility in approach
  • Ability to manage and/or mentor junior members of the team, including the ability to clearly delegate tasks and provide the right level of guidance, feedback, and oversight to drive the completion of deliverables
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