HR Generalist

This position encompasses life-cycle recruiting for experienced professional and middle-management positions and project management related to the recruiting function. Stays current with recruiting best practices and evaluates relevancy to the vision/mission of the Company’s recruitment strategy. Essential Job Functions Position provides a company-wide perspective to the recruitment process while balancing long term goals with short and/or intermediate term needs. Responsibilities include: Manages projects under the supervision of the Associate Director, Talent Acquisition & Staffing or other members of the HR Management team including Career Fairs [Professional, MBA or Undergraduate], Sourcing Channels [Alumni, Employee Referrals, Military, Outplacement] and other Recruiting-related tasks [Employer Branding, Applicant Tracking System, etc.]. Directly involved with TA projects whether they lead or participate as a member. Actively leads hiring managers through needs definition to hire. Sources a slate of candidates partnering with HR Services Managers and line management to plan/implement cost-effective sourcing strategies that identify and deliver top talent to the organization. Builds a vibrant network to ensure a continuous pipeline of top talent through proactive market research and ongoing relationship management. Proactively source, screen, interview and place qualified candidates through traditional, social media, and other creative methods. Conducts in-depth interviews of potential candidates, demonstrating ability to anticipate hiring manager preferences which is measured through high offer-to-interview ratios. Utilizes behavioral interviewing techniques to accurately screen and assess candidates. Assists hiring managers with developing, delivering and assessing interview questions. Ensures appropriate interview documentation is completed. Enters all required candidate, recruiting activity and reporting information into ATS while adhering to OFCCP guidelines and regulations. Collaborates with other recruiters in the organization, sharing knowledge and resources. Aggressively addresses job openings that have been posted longer than 45 days. Action plans with HRSM and Hiring Manager to fill open positions. Participates and/or leads HR related projects. Demonstration of FINRA’s values. Collaboration, both in-person and virtually, in furtherance of FINRA’s mission of investor protection and market integrity. Education/Experience Requirements Bachelor’s degree from an accredited college or university and a minimum of 5 years progressive Human Resources experience (with at least three years as a Recruiter) in a corporate environment, or equivalent combination of education and experience. Education towards an advanced degree and/or HR Certifications, such as PHR/CP/SPHR/SCP, is a plus. Highly experienced working with Applicant Tracking Systems and major Job Boards is required, as is experience conducting internet searches and networking/cold calling for passive candidates. Previous experience in the Financial Services industry (or other highly-regulated/highly-specialized industry), or with a Regulatory organization is strongly preferred. Proven experience managing recruiting projects (Campus Recruiting, Employee Referral programs, etc.) and events (Open Houses, Job Fairs, Conferences, etc.) strongly preferred. Must be extremely organized, detail and results-oriented, client-focused, and able to multi-task, meet deadlines, and adjust to changing client demands. Excellent communication (verbal, written & listening) skills and the ability to interact successfully with all levels of the organization. Demonstrated ability to execute recruiting strategy, including: employer promotion in the marketplace, job postings/advertisements, client & candidate management, and interview process management. Outstanding phone interviewing skills with the ability to discern core competencies as they relate to the position requirements in order to evaluate and refer the best candidates to hiring managers. Ability to work well both independently and as part of a team, with high energy level, professional integrity and demonstrated leadership. Strong technological skills, including use of online recruiting sources/searches and professional social media sites in recruiting. Ability to grasp industry and company challenges and translate into why they are important to our business. Working knowledge of key company and industry metrics. And strong knowledge of current industry trends. Work Conditions Hybrid work environment, with defined in-person presence requirements. 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 $83,900, Maximum Salary $150,300 IL/PA: Minimum Salary $92,400, Maximum Salary $165,300 MA/MD/VA/Washington, DC: Minimum Salary $96,600, Maximum Salary $172,800 NY/NJ: Minimum Salary $96,600, Maximum Salary $180,400 To be considered for this position, please submit an application. Applications are accepted on an ongoing basis. 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. ©2026 FINRA. All rights reserved. FINRA is a registered trademark of the Financial Industry Regulatory Authority, Inc. #J-18808-Ljbffr