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 senior leaders and HR business partners to lead organizational design efforts corporate-wide and across business lines to support the success of talent strategies within the organization. This role serves as a trusted advisor to clients through the organization design 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. This role also collaborates with People Solutions stakeholders, COEs, and Corporate Communications community to support a wide range of corporate-wide talent and culture initiatives.
Essential Job Functions:
- Partners closely with HRBPs and Chief of Staffs to design, develop, document, and implement a framework and system of processes, policies, and procedures for job design, policies, and organizational structures to drive organizational effectiveness.
- Leads organization design projects at all levels of the organization from scoping to delivery; specifically scoping of organizational needs, organizational assessment, development of design options, recommendations, and implementation support.
- Develops and implements talent initiatives that support vision and mission of internal clients to improve efficiencies and effectiveness of service delivery across business lines.
- Manages the process for preparing customized organization design options unique to the business, testing against design criteria, and aligning senior leaders and key stakeholders around design selection and implementation.
- Plays a key role in strategic workforce planning, organizational change strategies, and decision-making governances at all levels.
- Supports organizational change by preparing workforce transition plans and programs, including strategies to transition talent at all levels.
- Apply analytic and visualization tools to assess the impact of varying organization design and decision solutions.
- Continually collaborate with HRBPs, senior leaders, and LTOD colleagues to service strategic business needs and special projects as needed.
- Facilitates targeted skills development activities, sessions, workshops, and interventions to drive leader and team effectiveness at all levels.
- Identifies, maps, and customizes leadership development solutions for targeted needs in alignment to core leadership competencies.
- 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 needed.
- Master’s Degree or equivalent in Organizational Design, Industrial-Organizational (I/O) Psychology, Human Resource Management, Change Management, Talent Management, or related fields, and minimum of ten (10) years of experience in organizational design and change management; or 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.
- Experience using multiple tools and applications for organizational design and change.
- Certified in Organizational Systems Design (OSD), project management, change management is preferred.
- HR Certification in SPHR/PHR or related certification(s) preferred.
- Coaching or facilitation skills certification preferred. (ICF)
- Assessment and Development Certifications in DiSC, MBTI, EQi, HBDI or related preferred.
- Experience using multiple tools and applications for organizational design and change management, such as Workday, MIRO, Orgvue, VISIO, Lucidchart, ADKAR, etc., is a plus.
- Ability to work in a hybrid work environment with travel (30%)
- 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.
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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