Career Development & Culture, HR Program Manager – FIRNA

The Learning, Talent & Organizational Development (LTOD) group serves the entire population of the organization by leading all learning & development, talent management, leadership & team development, change management and performance management initiatives. This position will be responsible for partnering with COEs, senior leaders and HR business partners (HRBPs)to manage the Career Progression Program (CPP) and to support all enterprise culture efforts, from design through implementation and in alignment to the Job Architecture initiative and FINRA’s Listening Strategy. This role also collaborates with People Solutions stakeholders, COEs, and Corporate Communications community to support a wide range of corporate-wide talent and organizational development initiatives. This role serves as a trusted advisor to clients through the CPP and Culture Survey process. This position will play a role in the continued development of a system of metrics to substantiate the impact of the solutions delivered by LTOD.

Essential Job Functions:

  • Manages the Career Progression Program; design, develop, document, and implement processes, visual aids, procedures and learning for employees at all levels in the organization
  • Leads the design and implementation of a career development strategy corporate-wide
  • Manages skills inventory processes at all levels of the organization to support business unit talent strategies, competencies, and job design efforts
  • Create, maintain, and manage an internal employee career site to support knowledge sharing on job skills necessary for advancement in job families and for the exploration of career paths in other job families
  • Consult with senior leaders, HRBPs, and key stakeholders to advance a career development strategy across business lines
  • Manages communications and updates to career paths and development resources
  • Identifies, maps, and customizes career development solutions for targeted needs within business lines in alignment to core competency model
  • Designs, develops, and facilitates career development workshop for a wide range of audiences

Culture Responsibilities:

  • Support the advancement of FINRA’s listening strategy by managing the Culture Survey project and processes biennially, to include pre-survey, post-survey, and action-planning processes corporate-wide and within business lines
  • Collaborates with key stakeholders for the analysis of culture survey results and reporting
  • Leads internal culture workstreams and committees for corporate-wide activities to support cultural transformation efforts
  • Partners with LTOD leaders and key stakeholders to support FINRA’s value’s, leadership competency model, cultural activities and programs to reinforce organizational culture

Other Responsibilities:

  • Continually collaborate with HRBPs, senior leaders, and LTOD colleagues to service strategic business needs and special projects as needed
  • Partner with LTOD team to support talent review and assessment processes
  • Facilitates targeted skills development activities, sessions, workshops, and interventions to drive leader and team effectiveness at all levels
  • Facilitates solutions to address needs; Clifton Strengths, EQi2.0, 360o Feedback Assessments, Leader Assimilations, Start/Stop/Continue sessions, Teambuilding activities (e.g., MBTI, HBDI), Professional and Executive Coaching, other enterprise assessments, and special projects as assigned

Education/Experience Requirements:

  • Bachelor’s Degree or equivalent in Organizational Development, Industrial-Organizational (I/O) Psychology, Human Resource Management, Talent Management, or related fields, with minimum seven (7) years of experience in organizational development and talent management; or an equivalent combination of education and experience.
  • Very strong skills in program and/or project management
  • Exceptional critical thinking and analytical skills
  • Excellent interpersonal and relationship skills to build strong client relationships with FINRA senior leadership, SMEs, and People Solutions team
  • Certified in I/O Psychology or related field is preferred
  • SPHR/PHR certification or related human resources certification(s) preferred
  • Coaching or facilitation skills certification preferred
  • Assessment and Development Certifications in DiSC, MBTI, EQi, HBDI or related preferred
  • Experience using multiple tools and applications for organizational development and talent management processes and programs, such as Workday, TalentQuest, SumTotal, MHS, CCL, Gartner, Gallup, etc., is a plus

Working Conditions:

  • Ability to work in a hybrid work environment with travel (15-20%)
  • Extended hours as needed.


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.

Employees may be eligible for a discretionary bonus in addition to base pay. FINRA also provides a variety of benefits including comprehensive health and welfare benefits, life and disability insurance, paid holidays, vacation, personal, and sick leave. 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 restrictions—including disposing of any security issued by a company on FINRA’s Prohibited Company List or obtaining a written waiver from their Executive Vice President—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 FINRA’s Employee Confidentiality and Invention Assignment Agreement without qualification or modification and comply with the company’s policy on nepotism.

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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Donna Davis

Donna Davis Associates Inc.

201 592-6000

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