Senior HR Program Manager, Compensation

• Leads the design development and execution of assigned corporate Compensation programs and initiatives ensuring that program elements align to the strategic priorities of the business and are aligned with the requisite policies and procedures of the organization as well as any applicable legislation and areas of compliance.
• Regularly engage client base to understand needs and priorities; participate and counsel in business meetings as value-added expert resource.
• Continually assess overall Compensation landscape in supporting the needs of the business and bring forward solutions and recommendations that balance client needs and organizational impact.
• Develop and maintain effective expert level advice to senior HR and business leaders and make recommendations that reinforce FINRAs compensation philosophy raise questions/issues with managers as appropriate offer business-focused alternatives and ensure the fair and consistent application of organizational policies and practices.
• Leverages systems and technology (and makes recommendations for) as a means to increase efficiency and productivity of the function as well as simplifying processes and programs for the employee population.
• Stays abreast of industry trends and activities through external networks and education to assess the viability of leveraging alternative ways of improving the function.
• Conduct complex analysis organize the necessary resources develop recommendations and support implementation.
• Must have a thorough understanding of FINRAs job evaluation methodology.
• Partners with teams inside and outside of HR (i.e. Recruiting Corporate Communications Office of General Counsel Technology etc.) leveraging their expertise to ensure the effective design development and execution of programs and initiatives.
• Demonstration of FINRAs values.
• Collaboration both in-person and virtually in furtherance of FINRAs mission of investor protection and market integrity.

Education/Experience Requirements:

• A minimum of ten (10) years of experience in HR discipline and/or Compensation

• HR Certification in SHRM-CP/SP or SPHR/PHR or related certification(s) preferred

• Very strong skills in program management

• Exceptional critical thinking and analytical skills

• Excellent interpersonal and relationship skills to build strong client relationships with FINRA senior leadership SMEs and People Solutions team

Work Conditions

Hybrid work environment with defined in-person presence requirements.

Other Desirable Skills:

• Experience using multiple tools and applications for Compensation management processes and programs such as Workday

For work that is performed in CA CO IL Jersey City NJ New York City NY MA MD Washington DC NJ State and NY State please refer to the chart below for the salary range for the corresponding 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 $128000 Maximum Salary $242600

CO: Minimum Salary $111400 Maximum Salary $202100

Philadelphia PA/IL*: Minimum Salary $122800 Maximum Salary $222400
Jersey City NJ/NYC NY: Minimum Salary $133700 Maximum Salary $242600

MA: Minimum Salary $111400 Maximum Salary $232500

MD/Washington DC: Minimum Salary $128000 Maximum Salary $232500

NJ State: Minimum Salary $122800 Maximum $242600

NY State: Minimum Salary $111400 Maximum Salary $242600

*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 mid-point of the salary range. FINRA provides full pay ranges so that the candidate can consider their growth potential while at FINRA.

#LI-Hybrid

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.

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FINRA strives to make our career site accessible to all users. If you need a disability-related 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. Non-exempt 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 long-term disability long-term 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 FINRA-funded 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 time-off program of 15 days of paid time off 5 personal days and 9 sick days unless otherwise required by law (all pro-rated in the first year). Additionally we are proud to support our communities by providing two volunteer service days (based on full-time 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). Full-time employees receive nine paid holidays.

*Based on full-time 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 broker-dealers 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 (e-feed) of data to FINRA and must move securities accounts from other securities firms to a firm that provides an e-feed 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 disability-related 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 60-741.5(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 60-300.5(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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