HR Manager

Develop, recommend, and execute Human Resource business plans for area of responsibility. Responsible for managing complex Human Resource business initiatives and overseeing the recruitment, organizational development/planning for client base. Responsible for exercising independent judgment and decision making which could have substantial impact or consequences on the organization.

  • Regularly engage business units to understand needs and priorities; participate in business meetings as value-added resource.
  • Continually assess overall HR needs in support of business and bring forward solutions that positively impact the business.
  • Partner with Corporate staffing function to develop recruitment strategies that result in internal and external pipeline of potential candidates.
  • Ensure that recruitment efforts are high impact and include appropriate metrics to support performance.
  • In conjunction with corporate staffing, monitor and understand competitive landscape with respect to compensation practices and advise managers accordingly.
  • Work collaboratively with Corporate Compensation in addressing key issues.
  • In conjunction with Corporate staffing, develop metrics on assessing quality of hires.
  • Recruit and hire non-exempt staff accordingly.
  • Work with Regional Management in identifying targeted and customized solutions to Learning and Development needs.
  • Drive decision-making with respect to appropriate solution(s) by utilizing internal and /or external resources.
  • Understand business unit drivers of performance and guide managers in addressing key issues in the performance management process.
  • Work collaboratively with managers in properly documenting performance with respect to development and corrective action.
  • Track and monitor timely submission of reviews.
  • Conduct Employee Relation’s investigations as appropriate, and guide managers in applying appropriate disciplinary/corrective action.
  • Utilize internal legal counsel as a resource - not as a problem solving solution.
  • Balance employee advocacy with business needs in handling sensitive workplace issues.
  • Ensure that communications to employees support management perspectives while also addressing employee concerns.
  • Advocate employee recognition where appropriate.
  • Maintain high level of visibility through regular office visits and scheduled meetings with management and staff with preset agendas.
  • Coach managers and supervisors to achieve understanding and consistent execution of policies.
  • Balance policy issues with required flexibility to meet business needs.
  • Identify system and process support requirements to improve service, and work through appropriate channels to meet business line needs.
  • May supervise the work and adherence to performance expectations of staff including performance appraisals, development plans, merit increases, and incentive compensation.
  • Manage activities of contractors/consultants utilized for HR projects.


Other Responsibilities

Education/Experience

Bachelors degree and a minimum of six years progressive Human Resources experience or equivalent combination of education and experience. Thorough knowledge of relevant federal and state employment laws.

Related Competencies:

Communications
Speaks clearly, cohesively and succinctly with others. Builds rapport with others; articulates verbal/ written thoughts and ideas to individuals that builds understanding.

Responsiveness/Customer Service
Works with individuals and teams in addressing human resources issues. Creates a sense of urgency to ensure responsiveness. Instills confidence in others.

Integrity/Trust
Establishes realistic commitments and consistently honors them. Practices honesty, truth, discretion and ethical conduct in daily roles. Knows the organization’s policies and procedures and code of ethics and ensures personal and employee adherence to them. Uses utmost discretion to ensure that sensitive/confidential information is not shared with others.

Interpersonal Effectiveness
Understands the value of listening and collecting information when responding to employees and internal customers. Promotes the good of the organization by speaking “for” the company. Serves as a coach to managers in critical human resources processes such as performance management and change.

Managing Change/HR Consulting
Acts as a change agent within FINRA. Challenges existing processes/methodologies to create more efficient work processes, improve productivity and create a highly satisfying work environment. Provides alternative insights/approach to business leaders in dealing with human resources issues. Assists employees where appropriate in coping with change. Works collaboratively with management in helping employees overcome resistance to change.

Motivation/Drive
Possesses a high energy level and a “can do” attitude. Sets high goals and expectations for self. Takes ownership of problems and personal accountability. Seeks out opportunities and puts plans in motion to leverage them. Recognizes the point at which advice, counsel and additional expertise is needed to achieve goals. Values continuous learning.

Operational/Technical Performance
Is technically proficient in human resources generalist areas including compensation, learning and development, employee relations, and recruitment. Routinely meets agreed upon deadlines. Continuously seeks internal and external development opportunities. Ensures accuracy in work product.

Teamwork
Values team-based work as an effective way to achieve personal goals. Skilled in negotiation to manage differing agendas towards successful conclusion. Communicates effectively with peers and colleagues with HR department.

Work Conditions

Normal office conditions. Extended hours and travel maybe 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.

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 accommodation help line at 240.386.4865. Please note that this number is exclusively for inquiries regarding application accommodations.

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.

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 restrictionsâ€"including disposing of any security issued by a company on FINRA’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.

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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