Director, HR Operations

Essential Job Functions:

• Provides expert level advice and counsel to senior business leaders on matters associated with the function and assists business and HR leaders in building and designing strategies around the functional area to support the strategies and goals of the business unit.
• Leads the design and execution of major programs within one or more functional areas ensuring that program elements align to the strategic priorities of the business and the requisite policies and procedures of the organization as well as any applicable legislation and areas of compliance.
• Manages multiple corporate initiatives programs and projects and ensures alignment with the overall corporate and HR strategy by establishing metrics to assess the success of these initiatives programs and projects. Works cross-functionally across all areas of the business.
• Leverages quantitative and qualitative analysis as a basis for decision making and recommendations. Assesses the use of metrics within the business and function(s) to determine what is required for driving toward the appropriate outcome and making informed decisions.
• Manages the operational budget for area of responsibility ensuring that company resources are being used in the most efficient manner. Where appropriate manages the relationship with external consultants and vendors.
• Leverages systems and technology (and makes recommendations for) to increase efficiency and productivity of the function as well as simplifying processes and programs for employees.
• Develops and maintains effective working relationships with all levels of management to gain in-depth knowledge of the business which will provide insight into the design and implementation of programs.
• Coaches develops and manages direct team members to build organizational capability and provide opportunities for job enhancement and enrichment. Ensures service excellence is a key priority among all team members.
• Viewed as an expert in their area of responsibility and provides insight and guidance across the HR function. Serves as a role model for team members by embodying the characteristics of a leader.
• The Director HR Operations plays a critical role in streamlining HR operations and ensuring exceptional service delivery across the organization while maintaining compliance with regulatory requirements and organizational policies.

Core Responsibilities:

• Manages HR Shared Services operations
• Develops and implements operational policies and procedures including work intake governance and service levels. Ensures applicable audits and control processes are developed and followed in compliance with regulations and internal policies and procedures.
• Oversees the HR Program Management Office
• Oversees People Solutions vendor contracts licenses and purchase orders
• Supervises coordination and support of non-delivery aspects of in-person training/events
• Develops and maintains business continuity plans for HR operations ensuring critical HR services and support functions can continue during disruptions emergencies or crisis situations
• Stays abreast of industry trends and activities through external networks and education
• Builds and strengthen relationships at all levels of the business
• Assesses the viability of leveraging alternative approaches to improve the HR function

Other Responsibilities:

• Leads cross-functional teams and/or cross-organizational teams or projects leading to the improvement of policies practices and programs.

• Provide significant contributions through insight and use of data analysis to the VP and SVP of HR to assist in making critical decisions that have organizational-wide impact. At times will present to senior business leaders.

• When required serve as the alternate or backup to VP of functional area.

• Stays abreast of trends within the industry to recommend or provide advice on specific implications or courses of action that should be taken as a result of those trends.

Education/Experience Requirements:

• Bachelors degree with a minimum of ten (10) years relevant experience.

• Experience managing people and cross-functional teams programs and initiatives.

• In-depth project management skills.

• Strong quantitative and qualitative analytical skills.

• Proven ability to collaborate and influence to achieve outcomes.

• Experience working with the level of Vice President and above.

• Strong written and oral communication skills.

• Effective presentation capabilities.

• Advanced degree or relevant certification desirable.

Work Conditions:

• Hybrid work environment with defined in-person presence requirements.

• Extended hours and travel may be required.

For work that is performed in CO FL TX IL PA MA MD VA Washington DC NY and NJ please refer to the chart below for the salary range for the corresponding location. FINRA complies with all state and local pay transparency laws and regulations requiring the disclosure of salary ranges for the addition to location actual compensation is based on various factors including but not limited to the candidates skill set level of experience education and market considerations.

CO/FL/TX: Minimum Salary $131100 Maximum Salary $254000

IL/PA: Minimum Salary $144000 Maximum Salary $279500

MA/MD/VA/Washington DC: Minimum Salary $150600 Maximum Salary $292300

NY/NJ: Minimum Salary $150600 Maximum Salary $305000

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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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 is an Equal Opportunity Employer

All qualified applicants receive consideration for employment without regard to any legally protected category including race color age national origin ethnicity religion disability genetic information military or veteran status sex or any other status or classification protected by state or local law.

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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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