Compensation Program Manager
This position is responsible for planning, developing, implementing and managing Compensation initiatives for client base. This role must exercise independent judgment and decision making which could have substantial impact or consequences on the affected client group. This position also supports Compensation projects and programs with organization wide impact.
- Regularly engage client base to understand needs and priorities; participate in business meetings as value-added resource.
- Continually assess overall Compensation needs in support of business and bring forward solutions and recommendations that balance client needs and organizational impact.
- Monitor and understand the competitive landscape with respect to compensation practices and advise managers accordingly.
- Work collaboratively with HR Relationship Management and Talent Acquisition in addressing key issues.
- Oversee the application of FINRAâ€™s Compensation program for client base.
- Provide advice and recommendations that reinforce FINRAâ€™s 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.
- Work collaboratively with the technology team on initiatives including identifying, defining and prioritizing technology requirements and testing and implementing solutions.
- Support corporate Compensation initiatives with significant organizational impact.
- Conduct analysis, organize the necessary resources, develop recommendations and support implementation.
- Conduct complex analysis of compensation data.
- Summarize and draw conclusions. Make recommendations and deliver audience-focused presentations.
- Serve as a member of the Job Evaluation Committee (non-officer) or JEC.
- Must have a thorough understanding of FINRAâ€™s job evaluation methodology.
- Ensure the accuracy of the outcomes and consistency across the organization.
- Educate managers about the process and results (especially when the result is different than what the manager wanted).
- Resolve outcomes to completion, escalating when necessary.
- Mentor and advise more junior level members of the Compensation team.
- Participate/lead special HR projects.
- Bachelorâ€™s degree, or equivalent education and/or experience required. Seven or more years of experience in human resources, including at least four years of experience in compensation.
- Professional certification and experience in the Hay job evaluation methodology desired.
- Must have excellent computer skills and be proficient with Excel.
- Experience with compensation-related systems (e.g. , Workday, MarketPay) desired.
- Must have excellent oral and written communication, collaboration and customer service skills.
- Normal office conditions.
- Extended hours and travel may be required.
To be considered for this position, please submit a cover letter and resume. A writing sample may be required as part of the submission.
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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In addition to a competitive salary, comprehensive health and welfare benefits, and incentive compensation, FINRA offers immediate participation and vesting in a 401(k) plan with company match. You will also be eligible for participation in an additional FINRA-funded retirement contribution, our tuition reimbursement program and many other benefits. If you would like to contribute to our important mission and work collegially in a professional organization that values intelligence, integrity and initiative, consider a career with FINRA.
FINRAâ€™s Code of Conduct imposes restrictions on employeesâ€™ 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 Codeâ€™s investment and securities account restrictions, and new employees must comply with those investment restrictionsâ€"including disposing of any security issued by a company on FINRAâ€™s Prohibited Company List or obtaining a written waiver from their Executive Vice Presidentâ€"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 FINRAâ€™s Employee Confidentiality and Invention Assignment Agreement without qualification or modification and comply with the companyâ€™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 personâ€™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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