Job details

Training Manager

The Enforcement Training Manager is responsible for the design, development, and delivery of training for all of Enforcement’s staff. This is a senior-level technical position, with significant delivery responsibilities, as well as supervising Training Specialists and support staff of varying levels. The incumbent is expected to have advanced technical training facilitation skills and/or curriculum design and development skills. This position will also work with Enforcement’s leadership team and peer managers in ensuring the department is meeting its customer deliverables, on-time, and on-budget.

Essential Job Functions:

Directs aspects of the Training Framework, ensuring delivered solutions meet established guidelines and standards. These solutions will be delivered across multiple customer programs and roadmaps (for example, regulatory and technology systems), and the Training Manager will be responsible for ensuring proper prioritization of staff work.
Provide strategic direction for curriculum design to staff, ensuring learning objectives and delivery methods are appropriate for the topics and audience.
Supervise and mentor a staff of Training Specialists, ensuring staff is completing assigned work in a manner consistent with high standards of excellence.
Design and deliver learning solutions, in accordance with adult-learning principles, as identified through programs, roadmaps, and priorities. Training offerings will be delivered via multiple methodologies (live in-classroom, live virtual presence, on-demand and asynchronous methods), and the Training Manager must be proficient in all those methods. Effective training programs will require the Training Manager and/or her/his staff to have an excellent understanding of the subject program.
Ensure level of quality of delivered solutions by evaluating against industry best-practices, collecting feedback from customers, and implement improvements.

Other Responsibilities:

Lead and/or participate in special projects, as identified and directed. Other level-appropriate duties, as assigned. Lead periodic overview meetings with the department’s Executive Leadership Team

Education/Experience Requirements:

Undergraduate degree, or higher, in a business field such as accounting, finance, training, organizational development, or the equivalent.
Minimum of eight (8) years of directly-related training industry experience in positions of increasing responsibilities, plus two (2) years of supervisory experience preferred. FINRA or financial industry experience strongly preferred.
Knowledge of securities industry rules, regulations, and guidelines and/or directly-related securities industry experience is required.
Competence using eLearning development tools (Articulate Storyline, Adobe Captivate, etc.) preferred.
Knowledge of personal computers and associated office automation tools.
Excellent communication and writing skills. Ability to communicate and interact at both senior and junior levels of the organization.

Working Conditions:

Work is normally performed in an office environment at FINRA.
Intermittent overnight travel is required.
Extended hours are frequently required. Work environment includes high productivity expectations and tight deadlines.

For work that is performed in CA, CO, 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 of $115,200, Maximum of $227,500
Colorado: Minimum of $104,500, Maximum of $189,600
New York, NY: Minimum of $125,400, Maximum of $227,500
Washington St: Minimum of $104,500, Maximum of $218,100

#LI-Hybrid

To be considered for this position, please submit an application.

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.

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.