Essential Job Functions:
Reporting & Analytics
Develop, maintain, and assist with recurring and ad hoc reports including headcount, attrition, movement, organizational changes, and key workforce metrics to support business and HR decision-making.
Deliver reporting and analytics support using Workday reporting tools and third-party analytics platforms to provide insights that inform strategic workforce planning and HR initiatives.
Track reporting trends, recurring data requests, and system issues; identify and communicate opportunities for operational improvements and automation to enhance reporting capabilities.
Maintain reporting infrastructure by updating documentation, contributing to a centralized report library, and supporting development of reusable dashboards and templates for standardization and efficiency.
Stakeholder Support & Service Delivery
Provide support to HR and business stakeholders on workforce data questions, report requests, and data interpretation, delivering timely and accurate responses.
Support report request management by following established intake processes, tracking requests, and assisting with standardization of recurring reporting to improve efficiency.
Collaborate with HR COEs, business leaders, and analytics team members to support reporting optimization efforts and help translate business needs into reporting requirements and analytics solutions.
Data Quality & Governance
Ensure data accuracy and governance by performing regular quality checks, conducting data audits, maintaining consistent workforce metric definitions, and aligning reporting practices with organizational data governance standards.
Assist in troubleshooting data discrepancies and reporting issues by investigating potential causes, documenting data problems, and collaborating with HRIS and engineering teams to support resolution.
Additional Responsibilities:
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 or equivalent combination of education and work experience
Minimum 3 years of HRIS or workforce reporting experience with a strong focus on Workday operational reporting.
Hands-on experience with Workday reporting tools including Advanced Reports, Report Writer, Calculated Fields, Matrix Reports, and Composite Reports; report development, data validation, and troubleshooting data discrepancies.
Strong analytical and problem-solving skills with high attention to detail and ability to identify root causes of reporting and data issues.
Experience responding to stakeholder reporting requests and delivering timely, accurate workforce reports.
Working knowledge of HR data structures, workforce metrics (headcount, attrition, movement, organizational changes), and data quality principles.
Excellent communication and interpersonal skills with the ability to work with business stakeholders and support translation of reporting needs into deliverables.
Strong writing ability, including technical documentation for reporting standards, data definitions, and user guides.
Preferred Qualifications
Workday certifications or training in Workday Reporting or HCM Reporting. Exposure to Workday dashboards and self-service reporting tools. Familiarity with Workday Prism Analytics or other Workday reporting enhancements. Experience participating in report standardization initiatives. Familiarity with data governance principles and reporting standards. Exposure to Agile project methodologies and working in cross-functional teams.
Work Conditions:
Hybrid work environment, with defined in-person presence requirements.
Extended hours outside normal business hours may be required.
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 $72,400, Maximum Salary $129,200
IL/PA: Minimum Salary $79,800, Maximum Salary $142,300
MA/MD/VA/Washington, DC: Minimum Salary $83,300, Maximum Salary $148,600
NY/NJ: Minimum Salary $83,300, Maximum Salary $155,100
#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 www.finra.org/careers 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.
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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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