Associate Director, HR Technology (Workday)

FINRA

4d•$111,400 - $242,600•Hybrid

About The Position

The Associate Director, Human Resources (HR) is responsible for managing the day-to-day operations for an HR function (Compensation, Benefits, Staffing, Training, Organizational Development, etc.). This would include developing, recommending, and executing on strategic business plans for the function, and managing or assisting with managing team resources (people and financial). They are required to exercise a high degree of independent judgment and decision making, which could have significant organizational impact. Of utmost importance is their ability to build and strengthen relationships at all levels of the business, and work collaboratively in determining solutions to complex business issues. Essential Job Functions: Functional Management Leads the design and execution of major programs within a function, 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. Manages individuals or serves as the project team lead on various high impact programs and initiatives. Teams are often cross-functional, and the programs and initiatives serve and/or impact a significant subset of, if not the entire employee population. Establishes performance standards and metrics by which initiatives and programs should be measured to determine quality, employee impact, ROI, and overall team performance as it relates to client satisfaction. Serves as an active member for setting short and long term strategic direction for area of responsibility working as a member of, or in partnership with the senior HR leadership team. 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. Relationship Management Develops and maintains effective working relationships with all levels of management so as to gain in-depth knowledge of the business, which will provide insight into the design and implementation of programs. Aligns HR and functional strategy to the goals and objectives of the business, and assesses the alignment through working with key stakeholders within the business. Collaborates with multiple functional areas within HR to align priorities and resources to ensure that goals and objectives across the team are met. Partners with teams outside of HR (i.e. Corporate Communications, Office of General Counsel, Technology, etc.), leveraging their expertise to ensure the effective design, development, and execution of programs and initiatives. Manages or coordinates external vendors to ensure the optimal use of company resources through the proposal and selection process, in addition to the ongoing assessment that performance and quality standards are being met. Demonstration of FINRA’s values. Collaboration, both in-person and virtually, in furtherance of FINRA’s mission of investor protection and market integrity.

Requirements

Bachelors degree with a minimum of seven years relevant experience
Experience managing people or cross-functional teams
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 skills

Nice To Haves

Advanced degree or relevant certification desirable

Responsibilities

Functional Management Leads the design and execution of major programs within a function, 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.
Manages individuals or serves as the project team lead on various high impact programs and initiatives.
Teams are often cross-functional, and the programs and initiatives serve and/or impact a significant subset of, if not the entire employee population.
Establishes performance standards and metrics by which initiatives and programs should be measured to determine quality, employee impact, ROI, and overall team performance as it relates to client satisfaction.
Serves as an active member for setting short and long term strategic direction for area of responsibility working as a member of, or in partnership with the senior HR leadership team.
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.
Relationship Management Develops and maintains effective working relationships with all levels of management so as to gain in-depth knowledge of the business, which will provide insight into the design and implementation of programs.
Aligns HR and functional strategy to the goals and objectives of the business, and assesses the alignment through working with key stakeholders within the business.
Collaborates with multiple functional areas within HR to align priorities and resources to ensure that goals and objectives across the team are met.
Partners with teams outside of HR (i.e. Corporate Communications, Office of General Counsel, Technology, etc.), leveraging their expertise to ensure the effective design, development, and execution of programs and initiatives.
Manages or coordinates external vendors to ensure the optimal use of company resources through the proposal and selection process, in addition to the ongoing assessment that performance and quality standards are being met.
Demonstration of FINRA’s values. Collaboration, both in-person and virtually, in furtherance of FINRA’s mission of investor protection and market integrity.

Benefits

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.

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