At a Glance
- Tasks: Lead cross-border tax and global mobility initiatives across EMEA for a major financial institution.
- Company: Join J.P. Morgan, a global leader in financial services with a commitment to diversity.
- Benefits: Competitive salary, inclusive culture, and opportunities for professional growth.
- Other info: Be part of a high-performing team that values innovation and collaboration.
- Why this job: Make a significant impact on employee mobility and tax compliance in a dynamic environment.
- Qualifications: Extensive experience in cross-border tax and global mobility required.
The predicted salary is between 113400 - 138600 £ per year.
Job Description
As the Executive Director, EMEA HR Cross Border Tax & Global Mobility Lead within the EMEA HR organization, you lead HR's employee cross-border tax agenda across EMEA and serve as the senior regional point person for Global Mobility.
The role is accountable for providing deep technical expertise across cross-border tax and mobility matters, while partnering closely with the business and HR leadership through excellent stakeholder management - bringing clear judgment, pragmatic solutions, and strong governance to complex, multi-jurisdictional situations.
JPMorgan Chase's EMEA workforce comprises 31,000 employees in 30 countries.
The position operates within a global and regional matrix, with a global reporting line to the Head of Workforce Movement (U.
S.), a regional reporting line to the EMEA Head of HR Operations & Servicing, and key accountability to the Global Head for HR Cross-Border Taxes (U.
S.) and the EMEA HR Region Head.
As the most senior Workforce Movement leader in EMEA and a member of the Global Workforce Movement management team, the Executive Director also supports broader regional priorities as needed, including acquisitions/integration activity, immigration-related escalations, and crisis management support impacting EMEA, within the context of the firm's global footprint (310k employees in 66 countries).
- Job Responsibilities
- Lead EMEA HR cross-border employee tax agenda: Oversee HR's cross-border employee tax activity across EMEA, ensuring appropriate governance, compliance, and risk management.
- Provide technical subject-matter leadership: Advise on complex cross-border employee tax matters including Posted Workers Directive requirements, special work arrangements, business travelers, cross-border directives, German tax settlements, social security, and other country-specific employee tax obligations.
- Manage tax implications of evolving work models: Assess and manage tax impacts arising from cross-border working arrangements, including remote working where applicable.
- Oversee UK – US Business travel lanes: Oversee cross-border business travel tax lanes, partnering closely with Global Cross-Border Tax team
- Drive cross-functional delivery and compliance: Partner with Tax, Payroll, Legal, Immigration, HR, and external tax providers to identify and manage employee/employer tax, reporting, and compliance requirements.
- Serve as senior EMEA Global Mobility lead: Act as the senior Global Mobility point person for EMEA, providing regional oversight, coordination, and escalation support across mobility activity.
- Advise regional HR leadership on mobility risks: Partner with the EMEA HR Region Head and EMEA Head of HR Operations & Servicing on significant mobility matters and emerging cross-border workforce risks.
- Support strategic activity (M&A and organic expansions): Provide local leadership support for acquisitions, integrations, divestitures, and other strategic initiatives across EMEA, identifying and managing associated implications, as required by Global HR M&A team
- Represent EMEA in global agenda-setting: Represent EMEA within the global Cross-Border Tax and Global Mobility agenda, ensuring regional requirements are reflected in global policies, controls, operating models and transformation priorities.
- Monitor regulatory change and strengthen controls: Identify emerging regulatory developments and drive timely updates to policies, processes, controls, and governance frameworks.
- Lead and develop EMEA team: Provide leadership, coaching, and strategic direction to the EMEA Cross-Border Tax and Global Mobility teams, fostering a high-performing, inclusive, and risk-focused culture.
- Required Qualifications, Capabilities And Skills
- Depth of technical expertise: Significant experience in cross-border employee tax, expatriate tax, Global Mobility, or related disciplines.
- Strong EMEA regulatory knowledge: Demonstrated knowledge of European cross-border tax, posted-worker requirements, business traveler compliance, and related regulatory obligations.
- Matrix leadership capability and excellent partnership skills: Proven ability to operate effectively in a complex global matrix, balancing global functional alignment with regional leadership priorities.
- Risk, controls, and judgment: Strong risk and control orientation with sound judgment; ability to translate complex technical issues into practical, business-focused solutions.
- Executive stakeholder management: Demonstrated ability to influence, advise, and build credibility with senior HR, business, and functional stakeholders across multiple jurisdictions.
- Leadership and vendor management: Strong leadership skills with the ability to manage external providers effectively and drive outcomes through partnership rather than direct authority.
- Preferred Qualifications, Capabilities And Skills
- Experience within a large multinational and/or financial services environment
About Us
Morgan is a global leader in financial services, providing strategic advice and products to the world's most prominent corporations, governments, wealthy individuals and institutional investors.
Our first-class business in a first-class way approach to serving clients drives everything we do.
We strive to build trusted, long-term partnerships to help our clients achieve their business objectives.
We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success.
We are an equal opportunity employer and place a high value on diversity and inclusion at our company.
We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law.
We also make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as mental health or physical disability needs.
Visit our FAQs for more information about requesting an accommodation.
About The Team
Our professionals in our Corporate Functions cover a diverse range of areas from finance and risk to human resources and marketing.
Our corporate teams are an essential part of our company, ensuring that we're setting our businesses, clients, customers and employees up for success.
Human Resources plays a critical role in driving the employee experience, shaping the firm's culture and building a diverse and inclusive workforce.
We are a strategic partner to the business — working with leaders across the firm to hire, develop and retain the best people and help meet business goals.
Together, we foster a work environment in which our people are supported, feel like they belong and are able to make an impact through their work.
We develop and deliver a suite of products and services that help make JPMorgan Chase an employer of choice and drive our business forward.
#J-18808-Ljbffr
Executive Director, EMEA HR Cross Border Tax & Global Mobility Lead employer: JPMorganChase
J.P. Morgan Europe Limited is an exceptional employer, offering a dynamic work culture that fosters collaboration and innovation in the heart of the financial sector. Employees benefit from comprehensive growth opportunities, competitive compensation, and a commitment to professional development, all while contributing to impactful consumer banking initiatives. Working here means being part of a prestigious institution that values insights and empowers its team members to drive meaningful change.
StudySmarter Expert Advice🤫
We think this is how you could land Executive Director, EMEA HR Cross Border Tax & Global Mobility Lead
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at JPMorganChase!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at JPMorganChase.
We think you need these skills to ace Executive Director, EMEA HR Cross Border Tax & Global Mobility Lead
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at JPMorganChase. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to JPMorganChase and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at JPMorganChase. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to JPMorganChase's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at JPMorganChase
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with JPMorganChase.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at JPMorganChase will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact JPMorganChase and how you would contribute to adapting HR strategies.
