Job Abstract

Essential Job Functions:

• Support members of the leadership team in partnering with client stakeholders to develop improvement strategies linked to key business objectives.
• Works independently, when possible, on assigned initiatives originating within the MS line of business.
• Participates in meetings with Senior and Executive leadership through brainstorming sessions, presentations, and ad hoc requests.
• Work on multiple cross program initiatives of low risk and complexity simultaneously with direct supervision.
• Identifies inter-dependencies; and works with team to ensure that roles, responsibilities, and expectations are clearly defined and understood to ensure project deliverables are met.
• Evaluate and analyze current process metrics and performance to identify areas requiring improvements.
• Communicate project status and establishes clear lines of communication with MS and other Department stakeholders to coordinate activities and facilitate the sharing of important information.
• Develop, document, implement an issue escalation process in collaboration with functional owners and stakeholders.
• Develop educational content for process owners to ensure the effective adoption of continuous improvement practices.
• Works to develop proficiency in continuous improvement best practices.
• Confers with Business Enablement team and other subject matter experts for guidance on complex tasks as appropriate.

Education & Experience Requirements:

• Bachelor's Degree or an equivalent combination of education and experience required. Major in Business Administration, Communication, Journalism, Communications or Public Relations or related fields preferred. 
• Experience related to Business/Operational enablement.
• Experience working in a matrix/cross-functional team.

Knowledge & Skill Requirements:  

• Working knowledge of collaboration tools (e.g., SharePoint Modern)  
• Ability to effectively articulate matters with low degree of complexity through, verbal and written communications
• Prepare written communications that are clear, concise, and free of grammatical errors.
• Ability to interact with all levels of personnel within the organization. 
• Basic knowledge of the relationship and impact between different regulatory areas 
• Competence using a desktop computer with the full suite of office software applications. Basic knowledge of office automation tools and the capability to quickly adapt to new software a plus.
• Ability to manage time effectively and complete assignments within budgeted time frames 
• Show an ability to draw conclusions and recommend possible solutions.
• Ability to manage multiple projects in a demanding environment.
• Resourceful and effective problem solver. 

For work that is performed in CA, Washington, DC, CO, HI, New York, NY 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.

California: Minimum Salary $68,400, Maximum Salary $126,600

Washington, DC: Minimum Salary $68,400, Maximum Salary $121,200

Colorado/Hawaii: Minimum Salary $59,500, Maximum Salary $105,500
New York, NY: Minimum Salary $71,400, Maximum Salary $126,600
Washington State: Minimum Salary $59,500, Maximum Salary $121,200

#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.

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Employees may be eligible for a discretionary bonus in addition to base pay. 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 and many other benefits. 

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 (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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