The Associate Director, Enterprise Learning will oversee the design, development, and implementation of the learning strategy for multiple programs and initiatives aimed at fostering high-impact capabilities across the organization under general guidance of the senior director. This role involves collaborating with key stakeholders and continuously improving programs based on performance data, learning data, and best practices.

Essential Job Functions

• Program Development & Execution: Lead end-to-end development and execution of programs and initiatives across different organizational levels, ensuring alignment with strategic goals, business needs, and leadership competencies (e.g., mentoring programs).
• Program Delivery: Oversee program delivery, including facilitation of workshops, seminars, and online learning modules.
• Learning Pathway Design: Curate learning pathways for specific learning needs and styles.
• Stakeholder Collaboration: Partner with internal teams, HRBPs, and external consultants to assess current learning needs, identify gaps, and design targeted development interventions.
• Program Evaluation: Monitor and evaluate the effectiveness of development programs using data analytics and participant feedback to measure ROI and ensure continuous improvement.
• Budget Management: Develop and manage the development budget for specific programs, ensuring optimal allocation of resources to achieve strategic objectives.
• Innovation & Trends: Stay informed on the latest trends in learning & development, particularly use of AI in learning, and incorporate innovative practices and tools that enhance program effectiveness and learner experience.
• Strategic Upskilling: Implement strategic upskilling initiatives to build a future-ready workforce, by designing data-informed learning pathways, leveraging innovative technologies including AI, and partnering with senior leaders to deliver targeted development programs that close skill gaps and foster critical capabilities across the organization.
• Integration: Coordinate with the broader HR team to ensure seamless integration of development with other learning and development programs.

Other Responsibilities:

• Demonstration of FINRA’s values.
• Collaboration, both in-person and virtually, in furtherance of FINRA’s mission of investor protection and market integrity.
• Additional responsibilities as assigned.

 Education/Experience Requirements:

• Bachelor’s degree in Human Resources, Organizational Development, Business, or related field.
• Minimum of 10 years of progressive experience in learning and development and talent management fields; Master’s degree in adult learning preferred.
• Proven experience in designing and delivering large-scale programs for employees at all levels and learning styles.
• Deep knowledge of development frameworks, adult learning principles, and program design
• Strong experience leveraging full range of LMS capabilities.
• Strong track record of partnering with senior leaders and key stakeholders to influence and drive strategy and initiatives.
• Experience working in a collaborative, virtual, matrixed environment.
• Excellent problem-solving and project management skills.
• Exceptional interpersonal and communication skills, with the ability to influence and collaborate effectively with senior stakeholders.
• Ability to manage multiple projects simultaneously in a fast-paced environment.
• Strong analytical skills and proficiency in leveraging data to measure program effectiveness and drive continuous improvement.
• Experience contributing to and implementing a company-wide skills framework, defining critical skills and competencies for various roles.
• Strong facilitation skills with demonstrated success delivering impactful learning experiences.
• Certifications (e.g., coaching, Clifton Strengths, assessments like MBTI, DiSC).

Work Conditions:

• Hybrid work environment, with defined in-person presence requirements.
• Approximately 20% travel for program facilitation and team meetings.

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 $114,200, Maximum Salary $207,200

IL/PA: Minimum Salary $125,900, Maximum Salary $228,000

MA/MD/VA/Washington, DC: Minimum Salary $131,200, Maximum Salary $238,300

NY/NJ: Minimum Salary $131,200, Maximum Salary $248,700

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.

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 EmployeeRelations@FINRA.org. 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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