Director, HR Operations

About the Role

As Director of Human Resources (Head of HR Operations), you'll be at the forefront of transforming how we deliver HR services across FINRA. This high-visibility role puts you in direct partnership with Vice President-level and higher leaders, positioning you as both a trusted advisor and a strategic innovator. You'll lead a talented team of HR professionals while overseeing critical operations spanning HR Shared Services, the HR Program Management Office, vendor relationships, and business continuity planning. This role focuses on reimagining how HR drives business value through strategic program design, data-driven insights, and operational excellence.

Responsibilities

• Serve as a premiere subject matter expert, providing expert-level counsel to senior business leaders on HR strategies that align with organizational goals.
• Design and execute major programs across HR Centers of Excellence, ensuring alignment with business priorities and regulatory compliance.
• Present insights and recommendations to senior leadership that shape organization-wide decisions.
• Streamline HR operations and ensure exceptional service delivery while maintaining compliance with regulatory requirements.
• Develop and implement operational policies, procedures, and governance frameworks including work intake and service level standards.
• Oversee HR Shared Services operations and the HR Program Management Office.
• Manage vendor contracts, licenses, and purchase orders for People Solutions.
• Develop and maintain comprehensive business continuity plans to ensure HR services remain operational during disruptions.
• Leverage systems, technology, and data analytics to drive efficiency, productivity, and simplified employee experiences.
• Stay ahead of industry trends and assess alternative approaches to elevate the HR function.
• Lead cross-functional teams and initiatives that transform policies, practices, and programs.
• Coach, develop, and inspire your team to build organizational capability and ensure service excellence.
• Manage operational budgets efficiently, optimizing company resources.
• Build and strengthen relationships at all levels across the organization.

Requirements

• Bachelor's degree.
• Minimum of 10 years of relevant HR experience.
• Demonstrated experience managing people and leading cross-functional teams, programs, and initiatives.
• In-depth project management expertise.
• Strong quantitative and qualitative analytical skills with proven ability to leverage data for decision-making.
• Track record of successfully collaborating with and influencing Vice President-level executives and above.
• Excellent written and oral communication skills.
• Effective presentation capabilities.

Preferred Qualifications

• Advanced degree (e.g., MBA, Master's in HR) or relevant professional certification (e.g., SHRM-SCP, SPHR).
• Experience in the financial services or regulated industry.
• Background in HR transformation or shared services implementation.

Work Environment

Hybrid work arrangement with defined in-person presence requirements, offering flexibility while maintaining collaborative connections. Extended hours and occasional travel may be required.

Pay

For work performed in CO, FL, TX, IL, PA, MA, MD, VA, Washington, DC, NY, and NJ, the salary ranges are as follows:

• CO/FL/TX: $131,100 - $254,000
• IL/PA: $144,000 - $279,500
• MA/MD/VA/Washington, DC: $150,600 - $292,300
• NY/NJ: $150,600 - $305,000

Actual compensation is based on various factors, including but not limited to, the candidate’s skill set, level of experience, education, and market considerations.

Benefits

• Discretionary bonus in addition to base pay for eligible employees.
• Overtime pay for non-exempt employees in accordance with federal, state, or local law.
• Comprehensive health, dental, and vision insurance.
• Basic life, accidental death and dismemberment insurance.
• Supplemental life, spouse/domestic partner, and dependent life insurance.
• Spouse/domestic partner and dependent accidental death and dismemberment insurance.
• Short- and long-term disability insurance.
• Long-term care insurance.
• Business travel accident insurance.
• Legal insurance.
• Immediate participation and vesting in a 401(k) plan with company match.
• Eligibility for participation in an additional FINRA-funded retirement contribution.
• Tuition reimbursement.
• Commuter benefits.
• Adoption assistance.
• Backup family care.
• Surrogacy benefits.
• Employee assistance and wellness programs.

Time Off and Paid Leave

• 15 days of paid time off, 5 personal days, and 9 sick days (pro-rated in the first year).
• 2 volunteer service days (based on full-time schedule).
• Military leave, jury duty leave, bereavement leave, voting and election official leave.
• Care of a family member leave (available after 90 days of employment).
• Childbirth and parental leave (available after 90 days of employment).
• 9 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 all brokerage accounts they maintain, including those in which they control trading or have a financial interest (such as trust accounts, accounts of a spouse, domestic partner, or minor child who lives with the employee). Employees must authorize their broker-dealers to provide FINRA with duplicate statements for these accounts. All accounts are subject to the Code’s investment and securities account restrictions. New employees must comply with these restrictions by the date they begin employment, 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. Employees may only maintain securities accounts at firms that provide an electronic feed (e-feed) of data to FINRA and must move accounts from other firms to an e-feed provider within three months of beginning employment.

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.