Director, HR Operations

About FINRA
FINRA (Financial Industry Regulatory Authority) is a not-for-profit organization dedicated to investor protection and market integrity. We oversee more than 3,400 brokerage firms and approximately 617,000 registered securities representatives. As the largest independent securities regulator in the United States, FINRA plays a critical role in ensuring fair and honest financial markets. Join us in our mission to make a meaningful impact on the financial industry and protect investors nationwide.

The Opportunity
Are you a strategic HR leader ready to make a significant impact? 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 isn't just about managing day-to-day operations-it's about reimagining how HR drives business value through strategic program design, data-driven insights, and operational excellence.

What You'll Do

Strategic Leadership & Partnership

• 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

Operational Excellence

• 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

Innovation & Continuous Improvement

• 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

Team Development & Budget Management

• 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

Required Qualifications

• 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

Ready to lead HR operations at one of the financial industry's most important organizations? Join FINRA and help us build an HR function that's as innovative and impactful as the work we do to protect investors and ensure market integrity.

For work that is performed in CO, FL, TX, IL, PA, MA, MD, VA, Washington, DC, NY and NJ, please refer to the chart below for the salary range for the corresponding location. FINRA complies with all state and local pay transparency laws and regulations requiring the disclosure of salary ranges for the position. 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 market considerations.


CO/FL/TX: Minimum Salary $131,100, Maximum Salary $254,000

IL/PA: Minimum Salary $144,000, Maximum Salary $279,500

MA/MD/VA/Washington, DC: Minimum Salary $150,600, Maximum Salary $292,300

NY/NJ: Minimum Salary $150,600, Maximum Salary $305,000

#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 into your browser to reach our site directly.

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 Employer

All qualified applicants receive consideration for employment without regard to any legally protected category, including race, color, age, national origin, ethnicity, religion, disability, genetic information, military or veteran status, sex, or any other status or classification protected by state or local law.


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 View phone number on click.appcast.io or by email at View email address on click.appcast.io. Please note that this process is exclusively for inquiries regarding accommodations in the application process.

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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