The VMO Specialist is part of the Vendor Management Office, overseeing the acquisition process of contingent labor for all of FINRA on day-to-day basis. This role partners with managers during all stages of the contingent labor on-boarding and off-boarding processes. Interacts with vendors regarding rates, performance, issue resolution and processing questions. Serves as a consultant to all hiring managers to ensure the best contractor is hired. This is a professional level in which the incumbent works under limited supervision. Essential Job Functions: Partners with managers during all stages of the contract labor acquisition process including: needs assessment, requisition creation in a web-base, state of the art workforce management tool, candidate review and short-listing, interview scheduling, rate negotiations, onboarding, off boarding, issues resolution, contract extensions, audit and follow-up. Manage primary customer support activities including quality review of hiring and timekeeping activities via a web-based application Manage and oversee performance of participating staffing vendors; takes corrective action as necessary Manage all reported issues and track resolution through to completion ensuring a high level of customer satisfaction Supports cost-containment conscious efforts such as rate negotiations; assists with research and recommendations for best practice methods and process improvements Ownership of performance tracking, invoicing, PO tracking, and vendor compliance tracking Analyze and maintain data analytics, update monthly performance reports, and provide periodic status reports to leadership Interfaces with immigration vendors and assists with work visas and sponsorships Constant interaction via email and phone with manager, accounts payable, time tracker team, finance, security, staffing vendors, contract personnel and other partners Conducts proactive market research to vet new potential suppliers; ensures continuous pipeline of top talent; and builds ongoing relationships Liaison with managers, vendors and security department to ensure all necessary paperwork is completed and collected prior to starting assignment and at end of assignment Ensure all work orders are closed in the system when notified of an end of assignment Assist when needed with the collection of company assets from vendors (laptop, badges, etc.) Ensure security department is notified of end of assignments Assist in collection of contractor hours and approval of time by hiring managers Ensure new hire paperwork is completed in a timely manner so the contractor can start assignment on time. Handle all manager and vendor inquiries Education/Experience Requirements: Bachelor's Degree or equivalent, plus three (3) years of relevant experience. 1 year of staffing and/MSP experience VMS software experience preferred MS Office/Tools- advanced skills Essential Skills: Excellent verbal and written communications Ability to work in a dynamic environment that changes from day to day Strong organization skills and attention to detail Able to work independently Customer Focused Drive for results Excellent analytical and problem solving skills required Excellent documentation and follow up skills required Strong determination to impact performance Time Management skills Excellent customer service skills Understand staffing operations and primary business drivers Solid project management skills Work Conditions: Work is normally performed in an office environment. This position requires occasional travel. 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 of $81,300, Maximum Salary $151,300 CO/HI/MN/VT: Minimum Salary $70,600, Maximum Salary $126,000 IL: Minimum Salary $77,900, Maximum Salary $138,800 Jersey City, NJ/NYC, NY: Minimum Salary $84,700, Maximum Salary $151,300 MA/WA: Minimum Salary $70,600, Maximum Salary $145,000 MD/Washington, DC: Minimum Salary $81,300, Maximum Salary $145,000 NJ State: Minimum Salary $77,900, Maximum $151,300 NY State: Minimum Salary $70,600, Maximum Salary $151,300 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-DNI 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. 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 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 EmployeeRelations@finra.org. 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. ©2025 FINRA. All rights reserved. FINRA is a registered trademark of the Financial Industry Regulatory Authority, Inc. Our Growth is Creating Great Opportunities! Our team is expanding, and we want to hire the most talented people we can. Continued success depends on it! 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