HR Business Advisor, Executive Directornew

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 HR colleagues of all levels to leverage best practices and deliver consistent, high-quality outcomes.

Required Qualifications, Skills, and Capabilities 

• Significant, progressive HR experience, including HR Business Partner/Advisor experience supporting senior leaders in a complex, matrixed environment.
• Strong working knowledge of core people practices: performance management, compensation planning, talent review/succession, workforce planning, organizational change, and manager development.
• Demonstrated ability to coach and influence leaders through complex decisions with sound judgment, discretion, and a risk-aware mindset.
• Strong analytical capability and comfort using data to identify trends, diagnose root causes, and shape recommendations.
• Strong project management and execution skills, including end-to-end process improvement.
• Excellent collaboration skills and ability to navigate across teams, functions, regions, and levels.
• Bachelor’s degree required
• Proficiency in Microsoft Office (Excel, PowerPoint).

Preferred Qualifications

• Experience supporting Finance, Business Management, OCFO/COO-aligned organizations, or similarly control-oriented functions.
• Experience supporting organizational transformations and large-scale change initiatives.
• Experience partnering with Employee Relations, Legal, and Risk on sensitive matters.