Senior Director | Chief of Staff to CHRO

Looking for a fast paced, strategic role where you can make a impact? Apply today to join FINRA’s Mission; Protecting Investors and the Integrity of the Markets. FINRA is seeking an agile Human Resource Professional who will report to the Executive Vice President & Chief Human Resources Officer (CHRO). The Chief of Staff serves as primary support to the CHRO providing strategic leadership and operational support. The role is responsible for integrating and strategically aligning work across all functions within HR. (People Solutions). In addition, this role will assess matters and determine the proper course of action and identify high risk and urgent matters that may require the CHRO’s attention which will enable the team to effectively focus on the mission, goals, and priorities of the organization.

• Serve as a key member of the senior management team within People Solutions. Work closely with the CHRO and the senior management team to effectively manage and support the strategic operations of the department.
• Leads and supports the CHRO by anticipating, planning and managing events for the leadership team and overall People Solutions.
• Leads a variety of cross-functional initiatives, in the advancement of the strategic direction of People Solutions in support of FINRA’s organizational goals. This includes building and/or identifying teams to work through the completion of large, high profile projects, in addition to owning the scope, identifying measures of success, and managing the team(s) through successful completion of the initiative(s).
• Routinely bring together multiple senior-level stakeholders with divergent perspectives and drive decisions, resolve conflicts, influence outcomes, and enable leader success.
• Support organizational excellence through independent analysis of operational effectiveness, serving as a sounding board for all levels of the team, synthesizing team and other stakeholder feedback, and directing the work related to a broad set of initiatives including, for example, technology, real estate, budget management, staffing, team career development, and leadership initiatives.
• Evaluate business structures and processes and assess issues that serve as barriers to operational effectiveness and efficiency. Drive decisions and steer implementation involving the creation of new and improvements or streamlining of existing programs.
• Act as a strategic thought partner and trusted advisor and ensure the continuity of operations when the EVP is unavailable.
• Support the CHRO in executing on the People Solutions goals and initiatives by tracking progress, following up on action items and status updates and supporting plans.
• Support the preparation for People Solutions activities involving the CHRO such as strategy meetings, all-hands meetings, and townhalls. Drive agenda and post meeting follow up.
• Partner with Corporate Communications on CHRO communications including announcements and presentation materials.
• Support the CHRO with thought partnership and preparation of materials for Board and Committee meetings, Management Committee meetings, and other large meetings of senior leaders.
• Act as a strong collaborator and team builder, with excellent written and verbal communication, interpersonal, and presentation skills.
• Other duties as assigned, as the scope and focus areas for People Solutions continues to expand.

Education/Experience Requirements:

• Bachelor’s Degree in Human Resources, Project Management, or related field. Master’s degree desired.
• Minimum of 8 years of related experience.
• Demonstrated experience driving large scale implementations requiring process changes, project management and change management.

Skills Requirements:

• Excellent leadership skills, including the ability to interact effectively with people with diverse styles; make informed decisions, find solutions, encourage and support change; and, to constructively deal with conflicts and leverage different perspectives.
• Excellent approach to problem analysis and resolution at both a strategic and functional level.
• Innovative thinker able to make decisions independently and expeditiously; and, to translate strategy into action.
• Excellent written and verbal communication skills, including interpersonal and presentation skills.

Work Conditions

• Normal office conditions, with extended hours and travel [approximately 50%] required as needed. Position requires the incumbent to be capable of addressing situations that may sometimes be highly emotional, and in an environment that requires prompt investigation and conclusion of matters in a confidential manner.

For work that is performed in CA, CO, New York, NY and WA, the chart below outlines the proposed salary range for the corresponding location. In addition to location, actual compensation is based on various factors, including but not limited to, the candidate’s skill set, level of experience, education, and internal peer compensation comparisons.

California: Minimum Salary $158,900, Maximum Salary $339,300

Colorado: Minimum Salary $144,500, Maximum Salary $282,700

New York, NY: Minimum Salary $173,500, Maximum Salary $339,300

Washington: Minimum Salary $144,500, Maximum Salary $325,200

To be considered for this position, please submit an application.

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.org/careers into your browser to reach our site directly.

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 FINRA's Employee Relations team at 240.386.4865 or by email at EmployeeRelations@finra.org. Please note that this process is exclusively for inquiries regarding application accommodations.

Employees may be eligible for a discretionary bonus in addition to base pay. 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 and many other benefits.

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 (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

FINRA’s 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 Code’s investment and securities account restrictions, and new employees must comply with those investment restrictions—including disposing of any security issued by a company on FINRA’s Prohibited Company List or obtaining a written waiver from their Executive Vice President—by 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 FINRA’s Employee Confidentiality and Invention Assignment Agreement without qualification or modification and comply with the company’s 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 and Affirmative Action Employer

All qualified applicants will receive consideration for employment without regard to age, citizenship status, color, disability, marital status, national origin, race, religion, sex, sexual orientation, gender identity, veteran status or any other classification protected by federal state or local laws as appropriate, or upon the protected status of the person’s relatives, friends or associates.

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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