This is a high-visibility leadership opportunity to shape how talent is identified, assessed, and hired for a growing business. You will lead end-to-end recruiting strategy and execution while partnering closely with senior leaders in a fast-moving environment. You will combine operational rigor with strategic workforce planning and market intelligence, while personally delivering select senior and executive searches. You will thrive in high-touch, high-expectation client environments where priorities shift and urgency is the norm. You will build a strong team culture focused on responsiveness, accountability, and continuous improvement.
As a Head of U.S. Private Bank Recruitment at JPMorgan, you lead end-to-end talent acquisition for the US Private Bank (USPB), owning strategy and execution across a growing high-touch, high-visibility recruiting agenda. This role manages a team of ~20 recruiters and recruiting professionals, partners directly with senior USPB leaders, CFOs, HR Business Advisors and other stakeholders, and personally delivers select senior/executive searches. Success requires a rare blend of operator rigor (process, controls, reporting, delivery) and strategist capability (workforce planning, market intelligence, org design advisory), with confident presence in highly vocal, demanding client environments. This is a high-visibility role in a growing, fast-moving environment—ideal for a leader who can operate with urgency, handle vocal stakeholders with confidence, and balance day-to-day delivery with longer-term strategy.
Job responsibilities
- Recruiting leadership (strategy + execution)
- Set and deliver the recruiting strategy aligned to business priorities, growth plans, and evolving skill needs.
- Build a scalable operating model: intake, prioritization, capacity planning, sourcing strategy, and service levels.
- Ensure consistent, high-quality assessment and selection practices; raise the bar on candidate and hiring manager experience.
- Personally lead selected senior-level searches from search strategy through offer close, partnering closely with business leadership.
- Maintain strong judgment, confidentiality, and rigor throughout the process.
- Senior stakeholder & “high-touch ” client management
- Serve as the primary recruiting partner to senior leaders; provide clear guidance on talent markets, trade-offs, and hiring approach.
- Lead recurring executive readouts and presentations; proactively manage escalations and shifting priorities.
- Establish strong relationships with demanding stakeholder groups through credibility, transparency, and follow-through.
- People leadership
- Lead, coach, and develop a team of ~20; set clear expectations, performance standards, and development plans.
- Build a culture of accountability, responsiveness, and continuous improvement.
- Strengthen recruiting capability across sourcing, stakeholder management, and search execution.
- Analytics, reporting, and operational rigor
- Own recruiting reporting and frequent ad hoc analyses; translate data into actionable insights for leaders (pipeline health, timing, sources, capacity).
- Drive process discipline, risk awareness, and consistent execution across the recruiting lifecycle.
- Clear prioritization and operating rhythm reduce firefighting and improve predictability.
- Recruiting performance improves across speed, quality, stakeholder satisfaction, and team effectiveness. Senior searches are executed with strong calibration, high-quality slates, and effective closing.
Required qualifications, capabilities and skills
- 10+ Extensive talent acquisition and prior leadership experience, including leading a sizable team.
- Proven success in high-pressure environments with frequent executive presentations, escalations, and competing priorities.
- Demonstrated experience leading senior/executive searches directly.
- Strong analytical and operational discipline, including comfort with metrics, reporting, and capacity planning.
- Exceptional stakeholder management, communication, and executive presence.
- Track record building sourcing strategies in competitive, talent-constrained markets.
- Experience recruiting in financial services or another highly regulated, large-scale environment.
- Strong partnership experience with Finance/CFO stakeholders on workforce planning and prioritization.
- Hands-on leadership: team management plus direct ownership of priority senior searches and executive deliverables.
Preferred qualifications, capabilities and skills
- Operator + strategist: can run a high-throughput recruiting engine while shaping the future-state approach.
- Resilient and decisive: thrives amid ambiguity, urgency, and high expectations.
- Direct, credible client leader: can influence and challenge constructively.
- People-first leader with a high bar: develops talent and drives accountability.
- High visibility and high accountability.
- Fast pace with frequent pivots and urgent stakeholder needs.