Associate Director, Performance and Talent Management

FINRA • Rockville, MD

11h • $95,300 - $242,600 • Hybrid

About The Position

The Learning, Talent & Organizational Development (LTOD) group serves the entire population of the company by leading all learning & development, talent management, leadership & team development, change management and performance management initiatives. This role serves as a trusted advisor and expert in Integrated Talent Management. This role will be responsible for partnering with HR business partners, HR key stakeholders, and senior leaders to design, develop, and lead all integrated talent management processes and initiatives - performance management, talent review & succession planning processes, participant tracking, analytics, and reporting.

Requirements

• Bachelor’s Degree or equivalent in Human Resource Management, Talent Management, or related fields
• A minimum of eight (8) years of experience in Talent Management and Performance Management
• HR Certification in SPHR/PHR or related certification(s) is preferred
• Very strong program and project management skills
• Excellent oral and written communication skills.
• Highly proactive and strong work ethic
• Familiarity with HRIT Systems and Talent Management Tools
• Self-motivated, resourceful, above-average ability to multi-task
• Exceptional critical thinking and analytical skills
• Facilitation Skills certification(s) preferred
• Excellent interpersonal and relationship skills to build strong client relationships with FINRA senior leadership, SMEs, and People Solutions team

Nice To Haves

• Excellent interpersonal and relationship skills to build strong client relationships with FINRA senior leadership, SMEs, and People Solutions team

Responsibilities

• Lead the implementation of all performance management processes to include project plans, communications, policies, resources, process enhancements, training, and system administration.
• Lead the design, development, and launch of talent review and succession management processes, the roll-out strategy and key messaging – assessing potential (9box), talent assessment administration, high-potential identification, succession criteria and plans, system administration, resources and training.
• Monitor the effectiveness of integrated talent management initiatives through reporting, data analysis and feedback mechanisms, making necessary adjustments as needed.
• 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.
• Facilitate training on all talent management processes: performance management, talent reviews, and succession planning.
• Design and deliver high-potential (HIPO) development pathways, resources, training and information sessions.
• Stays abreast of industry trends and activities through external networks and education to assess the viability of leveraging alternative ways of improving the function.
• 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.
• Partner with key stakeholders to integrate talent management processes into development and assessment resources - managing process enhancements, ensuring smooth workflows, and stakeholder engagement.
• Guide people leaders towards developmental solutions appropriate for engaging and retaining top talent.
• 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.
• 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.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level