HR Business Advisor, Executive Director

The Executive Director HR Business Advisor (HRBA) is a senior, strategic people partner supporting leaders within the Office of the Chief Financial Officer - Corporate and Investment Bank Finance & Business Management.

Embedded within the firmwide HR Business Advisor organization (Center of Excellence / Shared Services construct), this role advises senior leaders and managers on the full spectrum of people priorities-organization effectiveness, workforce planning, performance and talent, compensation governance, employee experience, and HR risk/controls.

The HRBA translates business strategy into actionable people plans, drives disciplined execution of annual cycles, and brings data-driven insights to enable measurable outcomes.

Job Responsibilities


* Serve as a trusted advisor to senior leaders and managers on talent strategy, organization effectiveness, leadership capability, culture, and employee experience.


* Translate business priorities into actionable people plans (skills, capacity, succession, mobility, workforce actions) aligned to firmwide HR strategy and governance.


* Provide timely, high-judgment counsel on complex and sensitive human capital matters; appropriately escalate and partner with HR specialist teams (e.g., Employee Relations, Compensation, Talent, Legal/Risk as applicable).


* Advise and support leaders through organizational structuring, reorganization activity, and operating model changes-ensuring changes are implemented effectively and institutionalized into BAU.


* Drive change management support (readiness, communications, manager enablement) for people agenda initiatives and large-scale programs within the line of business.


* Support year-end compensation processes by ensuring accurate baselines (joiners, leavers, transfers) and synchronization with Finance/Business Management; provide guidance to managers on incentive compensation and salary planning.


* Support performance and talent management cycles, including performance guidance, promotion process support (quarterly and year-end), talent review actions, and succession planning for critical roles.


* Facilitate employee listening routines (e.g., Employee Opinion Survey action planning, pulse checks), translating themes into measurable action plans with leader accountability.


* Provide targeted coaching and enablement to managers and emerging leaders, in partnership with HR Development and/or external coaching resources as appropriate.


* Provide front-line support to managers on HR risk/controls initiatives and ensure appropriate controls are maintained for critical HR processes.


* Partner with MIS/reporting teams to identify trends and outliers; translate insights into fact-based recommendations that drive business decisions and outcomes.


* Lead and/or contribute to HR projects and process improvements; champion simplification, standardization, and efficiencies across HRBA services.


* Partner across...