The Program Manager, Career Development & Learning plays a pivotal role within the Enterprise Learning team, driving career growth initiatives that support employees at all levels. This role is responsible for designing and implementing career development programs, individual development planning tools, and enterprise-wide career workshops.
In partnership with senior leaders, HR Business Partners (HRBPs), and Centers of Excellence (COEs), this role will shape the organization’s career development strategy and foster a culture of continuous growth. As a key internal consultant, the Program Manager, Career Development will develop innovative solutions, drive engagement, and measure the impact of career development efforts.
Additionally, this role will support ongoing enterprise learning programs, including open enrollment learning offerings, ensuring alignment with the organization’s broader learning and development strategy.
Essential Job Functions:
Enterprise Learning Program Support
- Collaborate with the Enterprise Learning team to support enterprise-wide learning initiatives, ensuring career development is integrated into broader talent strategies.
- Assist in the delivery and continuous improvement of open-enrollment learning programs, providing employees with access to skill-building and development opportunities.
- Provide facilitation, logistical support, and coordination for learning programs and workshops as needed, which will require travel to our different offices.
Learning & Development Facilitation
- Design and facilitate career development workshops, training programs, and coaching sessions for employees and leaders.
- Consult with business lines and HR partners to develop customized career development solutions.
- Support enterprise learning initiatives by identifying opportunities to integrate career development into existing talent programs.
Stakeholder Collaboration & Consulting
- Act as a trusted advisor to Provides insights to/collaborates with senior leaders, HRBPs, and People Solutions partners on career development trends and best practices.
- Work closely with Corporate Communications to drive awareness and engagement in career development programs.
- Lead cross-functional project teams to ensure the successful execution of learning and career development initiatives.
Impact Measurement & Continuous Improvement
- Stay informed on industry trends and emerging practices to evolve career development strategies. Develop and track key metrics to assess the effectiveness of career development programs.
- Utilize data and feedback to refine career development offerings and continuously enhance the employee career development experience.
Enterprise Learning Program Support:
- Collaborate with the Enterprise Learning team to support enterprise-wide learning initiatives, ensuring career development is integrated into broader talent strategies.
- Assist in the delivery and continuous improvement of open-enrollment learning programs, providing employees with access to skill-building and development opportunities.
- Participate in the execution and enhancement of the enterprise-wide onboarding experience, ensuring new employees have the resources, training, and career development tools they need for success from day one.
- Provide facilitation, logistical support, and coordination for learning programs and workshops as needed, which will require travel to our different offices.
Learning & Development Facilitation:
- Design and facilitate career development workshops, training programs, and coaching sessions for employees and leaders.
- Consult with business lines and HR partners to develop customized career development solutions.
- Support enterprise learning initiatives by identifying opportunities to integrate career development into existing talent programs.
Stakeholder Collaboration & Consulting:
- Provides insights to/collaborates with senior leaders, HRBPs, and People Solutions partners on career development trends and best practices.
- Work closely with Corporate Communications to drive awareness and engagement in career development programs.
- Lead cross-functional project teams to ensure the successful execution of learning and career development initiatives.
Impact Measurement & Continuous Improvement:
- Stay informed on industry trends and emerging practices to evolve career development strategies. Develop and track key metrics to assess the effectiveness of career development programs.
- Utilize data and feedback to refine career development offerings and continuously enhance the employee career development experience.
Education/Experience Requirements:
- Bachelor’s Degree or equivalent in Organizational Development, Industrial-Organizational (I/O) Psychology, Human Resource Management, Talent Management, or related fields, with minimum seven (7) years of experience in organizational development and talent management; or an equivalent combination of education and experience.
- 5+ years of experience in career development, talent management, learning & development, or a related HR function.
- Strong background in program management, instructional design, and facilitation of career-related learning programs.
- Proven experience in partnering with senior leaders, HR teams, and cross-functional stakeholders.
- Expertise in learning technologies, career pathing tools, and talent development frameworks.
- Assessment and Development Certifications in DiSC, MBTI, EQi, HBDI or related areas preferred
- Excellent communication, influence, and relationship-building skills.
- Ability to manage multiple projects, set priorities, and drive initiatives to completion.
- Data-driven mindset with the ability to measure and articulate program impact.
Working Conditions:
- Ability to work in a hybrid work environment with travel (30-40%)
- Extended hours 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 $109,600, Maximum Salary $206,200
CO/HI/MN/VT*: Minimum Salary $95,300, Maximum Salary $171,800
IL*: Minimum Salary $104,900, Maximum Salary $189,400
Jersey City, NJ/NYC, NY: Minimum Salary $114,300, Maximum Salary $206,200
MA/WA: Minimum Salary $95,300, Maximum Salary $197,600
MD/Washington, DC: Minimum Salary $109,600 Maximum Salary $197,600
NJ State: Minimum Salary $104,900, Maximum $206,200
NY State: Minimum Salary $95,300, Maximum Salary $206,200
*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 atEmployeeRelations@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.
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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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