HR Senior Specialist, HR Technology

The HR Senior Specialist, HR Technology will be responsible for leading and managing the overall coordination, configuration, and administration of HRIS business processes and/or activities, ensuring data integrity and processing of all personnel actions, under general guidance of the Associate Director, HR Technology. They will also assist the Associate Director on various projects and serve as back up to the HR Technology team members.

Essential Job Functions:

• Manage the HRIS job functions/activities by serving as technical support/expert. ​
• In partnership with the Technology team, execute/implement against established roadmaps and requirements. Conduct end-user testing to ensure strategic business objectives are met.
• Collaborate with Technology team in providing Workday technical support, configuration, and security maintenance for optimal system functionality.
• Play a key role in any future systems changes/releases, including needs analysis, requirements, configuration, testing, impact analysis, training, and ongoing user support.
• Serve as the escalation point for non-standard requests and actions.
• Identify any issues/risks of future releases and work with users to resolve any negative impact.
• Stay abreast of industry trends and functionalities to maintain system expertise.
• Proactively identify opportunities to improve business processes and systems to increase operational efficiencies while mitigating risks.
• Collaborate with People Solutions leadership, centers of excellence, and business partners to understand the technology needs/challenges of the department and develop technical solutions.
• Review and analyze current processes and systems.
• Identify opportunities to improve processes and systems.
• Gather and define requirements to recommend, design, and implement solutions to ensure user ease of adoption.
• Collaborate with all areas of People Solutions, as well as internal departments and external agencies, to assess reporting requests and partner with Technology to fulfill requests.
• Recommend, design, and deliver appropriate solutions leveraging technology to ensure data integrity and privacy compliance.
• Develop ad hoc reports as needed to fulfill requests.
• Assists Associate Director with various projects, which may include attending meetings, providing regular project updates, and adhering to project deadlines.
• Advise and guide team members on system capabilities with respect to data, metrics, and/or system functionalities and processes.

Education/Experience Requirements:

• Bachelor’s Degree required, preferably in human resources management, business administration, information systems or computer science or equivalent training and/or experience.
• Minimum of 5 years of HRIS or related information systems experience required.
• Minimum of 3 years of relevant Workday experience and a solid understanding in one or more of Workday’s domains (core HCM, compensation, benefits, time and absence, performance, recruiting) preferred.
• Have prior experience with data integrity analytics reporting is a plus.
• Ability to handle highly sensitive data with confidentiality and integrity with the ability to exercise appropriate judgement.
• Highly responsive to business needs including the ability to juggle multiple projects/initiatives at one time.
• High level of attention to detail with strong written, verbal, and presentation skills.

Working Conditions:

• Normal office conditions.
• Extended work hours as needed.
• Travel as needed.

For work that is performed in CA, CO, HI, MN, VT, IL, Jersey City, NJ, New York City, NY, MA, WA, MD, Washington, DC, NJ State and NY State, please refer to the chart below for the 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.

CA: Minimum Salary $91,500, Maximum Salary $170,900

CO/HI/MN/VT*: Minimum Salary $79,500, Maximum Salary $142,300

IL*: Minimum Salary $87,500, Maximum Salary $156,600
Jersey City, NJ/NYC, NY: Minimum Salary $95,400, Maximum Salary $170,900

MA/WA: Minimum Salary $79,500, Maximum Salary $163,700

MD/Washington, DC: Minimum Salary $91,500, Maximum Salary $163,700
NJ: Minimum Salary $87,500, Maximum $170,900

NY: Minimum Salary $79,500, Maximum Salary $170,500

*Including positions performed outside the state but reporting to an office or manager in that state.

Candidates can expect salary offers that range from the minimum to the mid-point of the salary range. FINRA provides full pay ranges so that the candidate can consider their growth potential while at FINRA.

#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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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 240.386.4865 or by email at [email protected]. Please note that this process is exclusively for inquiries regarding application accommodations. 

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 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 240.386.4865 or by email at [email protected]. Please note that this process is exclusively for inquiries regarding application accommodations.

All qualified applicants will receive consideration for employment without regard to age, citizenship status, color, disability, marital status, national origin, race, religion, sex, veteran status or any other classification protected by federal, state, or local laws.

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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