HR Program Manager Enterprise Learning Career Development

The Program Manager Career Development & Learning plays a pivotal role within the Enterprise Learning team driving career growth initiatives that support employees at all levels. This role is responsible for designing and implementing career development programs individual development planning tools and enterprisewide career workshops.

In partnership with senior leaders HR Business Partners (HRBPs) and Centers of Excellence (COEs) this role will shape the organizations career development strategy and foster a culture of continuous growth. As a key internal consultant the Program Manager Career Development will develop innovative solutions drive engagement and measure the impact of career development efforts.

Additionally this role will support ongoing enterprise learning programs including open enrollment learning offerings ensuring alignment with the organizations broader learning and development strategy.

Essential Job Functions:

Enterprise Learning Program Support

• Collaborate with the Enterprise Learning team to support enterprisewide learning initiatives ensuring career development is integrated into broader talent strategies.
• Assist in the delivery and continuous improvement of openenrollment learning programs providing employees with access to skillbuilding and development opportunities.
• Provide facilitation logistical support and coordination for learning programs and workshops as needed which will require travel to our different offices.

Learning & Development Facilitation

• Design and facilitate career development workshops training programs and coaching sessions for employees and leaders.
• Consult with business lines and HR partners to develop customized career development solutions.
• Support enterprise learning initiatives by identifying opportunities to integrate career development into existing talent programs.

Stakeholder Collaboration & Consulting

• Act as a trusted advisor to Provides insights to/collaborates with senior leaders HRBPs and People Solutions partners on career development trends and best practices.
• Work closely with Corporate Communications to drive awareness and engagement in career development programs.
• Lead crossfunctional project teams to ensure the successful of learning and career development initiatives.

Impact Measurement & Continuous Improvement

• Stay informed on industry trends and emerging practices to evolve career development strategies. Develop and track key metrics to assess the effectiveness of career development programs.
• Utilize data and feedback to refine career development offerings and continuously enhance the employee career development experience.

Enterprise Learning Program Support:

• Collaborate with the Enterprise Learning team to support enterprisewide learning initiatives ensuring career development is integrated into broader talent strategies.
• Assist in the delivery and continuous improvement of openenrollment learning programs providing employees with access to skillbuilding and development opportunities.
• Participate in the and enhancement of the enterprisewide onboarding experience ensuring new employees have the resources training and career development tools they need for success from day one.
• Provide facilitation logistical support and coordination for learning programs and workshops as needed which will require travel to our different offices.

Learning & Development Facilitation:

• Design and facilitate career development workshops training programs and coaching sessions for employees and leaders.
• Consult with business lines and HR partners to develop customized career development solutions.
• Support enterprise learning initiatives by identifying opportunities to integrate career development into existing talent programs.

Stakeholder Collaboration & Consulting:

• Provides insights to/collaborates with senior leaders HRBPs and People Solutions partners on career development trends and best practices.
• Work closely with Corporate Communications to drive awareness and engagement in career development programs.
• Lead crossfunctional project teams to ensure the successful of learning and career development initiatives.

Impact Measurement & Continuous Improvement:

• Stay informed on industry trends and emerging practices to evolve career development strategies. Develop and track key metrics to assess the effectiveness of career development programs.
• Utilize data and feedback to refine career development offerings and continuously enhance the employee career development experience.

Education/Experience Requirements:

• Bachelors Degree or equivalent in Organizational Development IndustrialOrganizational (I/O) Psychology Human Resource Management Talent Management or related fields with minimum seven 7 years of experience in organizational development and talent management; or an equivalent combination of education and experience.
• 5 years of experience in career development talent management learning & development or a related HR function.
• Strong background in program management instructional design and facilitation of careerrelated learning programs.
• Proven experience in partnering with senior leaders HR teams and crossfunctional stakeholders.
• Expertise in learning technologies career pathing tools and talent development frameworks.
• Assessment and Development Certifications in DiSC MBTI EQi HBDI or related areas preferred
• Excellent communication influence and relationshipbuilding skills.
• Ability to manage multiple projects set priorities and drive initiatives to completion.
• Datadriven mindset with the ability to measure and articulate program impact.

Working Conditions:

• Ability to work in a hybrid work environment with travel 3040
• Extended hours as needed.

For work that is performed in CA CO HI MN VT IL Jersey City NJ New York City NY MA WA MD Washington DC NJ State and NY State please refer to the chart below for the salary range for the corresponding location. In addition to location actual compensation is based on various factors including but not limited to the candidates skill set level of experience education and internal peer compensation comparisons.

CA: Minimum Salary $109600 Maximum Salary $206200

CO/HI/MN/VT*: Minimum Salary $95300 Maximum Salary $171800

IL*: Minimum Salary $104900 Maximum Salary $189400

Jersey City NJ/NYC NY: Minimum Salary $114300 Maximum Salary $206200

MA/WA: Minimum Salary $95300 Maximum Salary $197600

MD/Washington DC: Minimum Salary $109600 Maximum Salary $197600

NJ State: Minimum Salary $104900 Maximum $206200

NY State: Minimum Salary $95300 Maximum Salary $206200

*Including positions performed outside the state but reporting to an office or manager in that state.

Candidates can expect salary offers that range from the minimum to the midpoint of the salary range. FINRA provides full pay ranges so that the candidate can consider their growth potential while at FINRA.

#LIHybrid

To be considered for this position please submit an application. Applications are accepted on an ongoing basis.

The information provided above has been designed to indicate the general nature and level of work of the position. It is not a comprehensive inventory of all duties responsibilities and qualifications required.

Please note: If the Apply Now button on a job board posting does not take you directly to the FINRA Careers site enter www.finra/careers into your browser to reach our site directly.

FINRA strives to make our career site accessible to all users. If you need a disabilityrelated accommodation for completing the application process please contact FINRAs Employee Relations team at 240.386.4865 or by email atPlease note that this process is exclusively for inquiries regarding application accommodations.

Employees may be eligible for a discretionary bonus in addition to base pay. Nonexempt employees are also eligible for overtime pay in accordance with federal state or local law. As part of its dedication to employee wellness FINRA provides comprehensive health dental and vision insurance. Additional insurance includes basic life accidental death and dismemberment supplemental life spouse/domestic partner and dependent life and spouse/domestic partner and dependent accidental death and dismemberment short and longterm disability longterm care business travel accident disability and legal. FINRA offers immediate participation and vesting in a 401(k) plan with company match and eligibility for participation in an additional FINRAfunded retirement contribution tuition reimbursement commuter benefits and other benefits that support employee wellness such as adoption assistance backup family care surrogacy benefits employee assistance and wellness programs.

Time Off and Paid Leave*

FINRA encourages its employees to focus on their health and wellness in many ways including through a generous timeoff program of 15 days of paid time off 5 personal days and 9 sick days unless otherwise required by law (all prorated in the first year). Additionally we are proud to support our communities by providing two volunteer service days (based on fulltime schedule). Other paid leave includes military leave jury duty leave bereavement leave voting and election official leave for federal state or local primary and general elections care of a family member leave (available after 90 days of employment); and childbirth and parental leave (available after 90 days of employment). Fulltime employees receive nine paid holidays.

*Based on fulltime schedule

Important Information

FINRAs Code of Conduct imposes restrictions on employees investments and requires financial disclosures that are uniquely related to our role as a securities regulator. FINRA employees are required to disclose to FINRA all brokerage accounts that they maintain and those in which they control trading or have a financial interest (including any trust account of which they are a trustee or beneficiary and all accounts of a spouse domestic partner or minor child who lives with the employee) and to authorize their brokerdealers to provide FINRA with duplicate statements for all of those accounts. All of those accounts are subject to the Codes investment and securities account restrictions and new employees must comply with those investment restrictionsincluding disposing of any security issued by a company on FINRAs Prohibited Company List or obtaining a written waiver from their Executive Vice Presidentby the date they begin employment with FINRA. Employees may only maintain securities accounts that must be disclosed to FINRA at one or more securities firms that provide an electronic feed (efeed) of data to FINRA and must move securities accounts from other securities firms to a firm that provides an efeed within three months of beginning employment.

You can read more about these restrictions here.

As standard practice employees must also execute FINRAs Employee Confidentiality and Invention Assignment Agreement without qualification or modification and comply with the companys policy on nepotism.

Search Firm Representatives

Please be advised that FINRA is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity. Regardless of past practice a valid written agreement and task order must be in place before any resumes are submitted to FINRA. All resumes submitted by search firms to any employee at FINRA without a valid written agreement and task order in place will be deemed the sole property of FINRA and no fee will be paid in the event that person is hired by FINRA.

FINRA strives to make our career site accessible to all users. If you need a disabilityrelated accommodation for completing the application process please contact FINRAs Employee Relations team at 240.386.4865 or by email atPlease note that this process is exclusively for inquiries regarding application accommodations.

All qualified applicants will receive consideration for employment without regard to age citizenship status color disability marital status national origin race religion sex veteran status or any other classification protected by federal state or local laws.

FINRA abides by the requirements of 41 CFR 60741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of disability and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.

FINRA abides by the requirements of 41 CFR 60300.5(a). This regulation prohibits discrimination against qualified protected veterans and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans.

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