Director, Digital Strategy & Governance

The Director of Digital Strategy & Governance in Corporate Communications is responsible for developing and executing digital strategy for FINRA's internal and external platforms. The Director leads digital governance, content and platform optimization, analytics-driven decision making, and cross-functional initiatives that enhance the effectiveness of FINRA's digital ecosystem.

Partnering across Corporate Communications, Technology, and business stakeholders, this role establishes standards, drives content and platform improvements, and advances digital experiences that support FINRA's regulatory mission and strategic objectives.

This position manages a team of other managers and/or experienced individual contributors and is accountable for meaningful career development conversations and regular coaching and feedback.

Essential Job Functions: Leads FINRA's digital strategy across internal and external platforms, establishing the vision, governance frameworks, and standards that drive a cohesive, user-centered, and business-aligned digital experience. Serves as a strategic advisor to Corporate Communications leadership and business partners on digital strategy, audience engagement, platform effectiveness, and communication approaches that advance enterprise objectives. Partners with leaders across the Digital and Creative Strategy team to establish and maintain governance guardrails, publishing standards, accessibility requirements, and best practices for FINRA's core digital platforms. Oversees FINRA's digital editorial ecosystem, ensuring content, campaigns, and communications initiatives are aligned with audience needs, organizational priorities, and platform capabilities. Leverages analytics, audience research, and performance insights to identify trends, measure effectiveness, and develop data-driven recommendations that inform digital strategy, content optimization, and platform enhancements. Leads the development and execution of integrated digital initiatives supporting enterprise priorities, awareness campaigns, thought leadership, employee communications, and other strategic business objectives. Directs cross-functional digital projects, including platform enhancements, redesigns, migrations, and governance initiatives, ensuring alignment among communications, technology, creative, and business stakeholders. Champions innovation and continuous improvement by evaluating emerging technologies, establishing meaningful KPIs and reporting frameworks, and driving the evolution of FINRA's digital platforms and digital communications strategy. Manages a team of other managers and/or experienced individual contributors and is accountable for meaningful career development conversations and regular coaching and feedback. Demonstrates FINRA's values. Collaborates, both in-person and virtually, in furtherance of FINRA's mission of investor protection and market integrity. Education/Experience Requirements: Bachelor’s degree in journalism, communications or related field or equivalent experience. Minimum 10 years of communications experience, including financial services and/or securities industry experience with a strong knowledge of financial services regulation and capital markets. Demonstrated ability to manage high-profile and complex projects. Experience working closely with reporters. Demonstrated superior writing and editing skills. Ability to convey complex information in clear, engaging ways. Energetic self-starter and constant learner who is proactive, resourceful, collaborative and works well under pressure. Ability to produce copy quickly and meet tight deadlines. Strong relationship management skills, including ability to influence and negotiate with subject matter experts and/or executive-level staff.

Work Conditions: Hybrid work environment, with defined in-person presence requirements.

For work that is performed in CO, CT, IL, PA, MA, MD, VA, WA, DC, NY, NJ, WA 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.

Boston, MA: $131,200 - $238,300 Chicago, IL: $125,900 - $228,000 Denver, CO: $114,200 - $207,200 Jericho, NY: $131,200 - $238,300 Jersey City, NJ: $137,000- $248,700 Philadelphia, PA: $125,900 - $228,000 New York, NY: $137,000 - $248,700 Rockville, MD: $131,200 - $238,300 Tysons, VA: $131,200 - $238,300 Washington, DC: $131,200 - $238,300 Woodbridge, NJ: $131,200 - $238,300 Connecticut State: $114,200 - $248,700 Washington State: $114,200 - $248,700 #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 starting at 15 days of paid time off (increasing with years of service, up to 25 days), 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.

Washington state applicants:

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for required notice(s). 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.

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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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