The Senior Program Manager, Compensation is responsible for managing the day-to-day operations for Compensation. This would include developing, recommending, and executing on strategic business plans for Compensation, and 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. Leads the design, development and execution of assigned corporate Compensation programs and initiatives, 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. Regularly engage client base to understand needs and priorities; participate and counsel in business meetings as value-added expert resource. Continually assess overall Compensation landscape in supporting the needs of the business and bring forward solutions and recommendations that balance client needs and organizational impact. Develop and maintain effective expert level advice to senior HR and business leaders and make recommendations that reinforce FINRA’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. 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. Conduct complex analysis, organize the necessary resources, develop recommendations and support implementation. Must have a thorough understanding of FINRA’s job evaluation methodology. Partners with teams inside and outside of HR (i.e. Recruiting, Corporate Communications, Office of General Counsel, Technology, etc.), leveraging their expertise to ensure the effective design, development, and execution of programs and initiatives.
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Job Type
Full-time
Career Level
Senior
Education Level
Bachelor's degree
Number of Employees
1,001-5,000 employees