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.

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).

Experience supporting Finance,