Associate Director, People Insights And Analytics

As a FINRA employee, you join a diverse and talented team of industry leaders who make sure investors are protected and the market is trusted.
Discover your opportunity to oversee more than 634,000 brokers across the country, analyze billions of daily market events, use innovative AI and machine learning technologies, and drive our award-winning diversity initiatives forward, and beyond, built around a flexible working environment called Presence with a Purpose.

Our People Analytics and Operations team is responsible for providing broad support across our People Solutions function in the areas HR Technology, People Analytics and Employee Relations.
We provide HR shared services and operational support for the enterprise.
Our People Analytics team strive to deliver workforce insights to leaders to help drive programs that lead to improved business outcomes.

The Associate Director of People Insights and Analytics plays a critical role within the People Analytics and Operations team, developing, recommending, and executing on strategic business plans for the People Analytics function, and managing team resources.
Essential Job Functions: Providing analytics consultation to business leaders and partners within People Solutions.
Developing and managing reports and dashboards using Power BI, Workday and other HR systems.
Collaborating with fellow FINRA associates to understand their data needs and developing analytics solutions that address their challenges and drive value.
Creating compelling visualizations and dashboards to communicate insights effectively.
Conducting business specific analyses and presenting insights to in a compelling format.
Promoting self-service, functional upskilling, and data-driven decision-making using data tools.
Tracking, analyzing and reporting KPI and related data to evaluate progress towards the goals and effectiveness of People Solution initiatives.
Staying abreast of industry trends, best practices, and emerging technologies.
Propose enhancements to existing processes and tools.
Education/Experience Requirements: Bachelors degree with a minimum of seven years relevant experience Excellent communication skills to convey findings to both technical and non-technical audiences Strong quantitative and qualitative analytical skills Proven ability to collaborate and influence to achieve outcomes Strong written and verbal communication skills Experience managing people or cross-functional teams In-depth project management skills Experience working with the level of Vice President and above Effective presentation skills Preferred Skills:
Domain knowledge in Human Resources analytics, recruitment, compensation, labor market research, finance, or in the financial services industry 7+ years of relevant professional experience in business analytics, to include experience using reporting/query, data management, and statistical tools (i.e., R, Python, SAS, SQL) preferred Strong analytical mindset and ability to translate complex data into actionable insights.
Proficiency with data visualization tools (e.g., Power BI, Tableau) and the capability to translate insights into a meaningful narrative for stakeholders preferred Proficiency in Workday dashboard/reporting configuration Experience in strategy consulting, specifically in data- and analytics-related fields Investigative in nature and interested in asking and answering the question of "why" and "so what" Advanced degree or relevant certification desirable Work Conditions: Hybrid work environment.
Extended hours and travel may be required For work that is performed in CA, CO, HI, MN, VT, IL, Jersey City, NJ, NY, NY, MD, Washington DC, and WA the chart below outlines the proposed salary range for the corresponding location.
In addition to location, actual compensation is based on various factors, including but not limited to, the candidate's skill set, level of experience, education, and internal peer compensation comparisons. CA: Minimum Salary $124,300, Maximum Salary $235,500
CO/HI/MN/VT*: Minimum Salary $108,200, Maximum Salary $196,200
IL*: Minimum Salary $119,200, Maximum Salary $215,900
Jersey City, NJ/NY, NY: Minimum Salary $129,800, Maximum Salary $235,500
MD/Washington, DC: Minimum Salary $124,300, Maximum Salary $225,700
WA: Minimum Salary $108,200, Maximum Salary $225,700
*Including positions performed outside the state but reporting to an office or manager in that state.

Candidates can expect salary offers that range from the minimum to the mid-point of the salary range.
FINRA provides full pay ranges so that the candidate can consider their growth potential while at FINRA.

#LI-Hybrid
To be considered for this position, please submit an application.
Applications are accepted on an ongoing basis. 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. Please note: If the "Apply Now" button on a job board posting does not take you directly to the FINRA Careers site, enter www.finra.org/careers into your browser to reach our site directly. FINRA strives to make our career site accessible to all users.
If you need a disability-related accommodation for completing the application process, please contact FINRA's Employee Relations team at 240.386.4865 or by email at ******.
Please note that this process is exclusively for inquiries regarding application accommodations.

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.

*Based on full-time schedule
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.

Search Firm Representatives Please be advised that FINRA is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity.
Regardless of past practice, a valid written agreement and task order must be in place before any resumes are submitted to FINRA.
All resumes submitted by search firms to any employee at FINRA without a valid written agreement and task order in place will be deemed the sole property of FINRA and no fee will be paid in the event that person is hired by FINRA.

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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