The Accommodations Manager is responsible for planning, developing, implementing, and managing a variety of disability accommodation requests in alignment with the Americans with Disabilities Act (ADA).

　　Essential Job Functions:Serve as the primary subject matter expert at FINRA and act as the central point of contact for all ADA related escalations, review and implementation.Manages strategic employee accommodations plans.Advise managers and employees on the interaction of the ADA and various related leave entitlements.Serves as the lead for designing and implementing new processes and changes to existing and future programs. Partners across People Solutions to drive the most effective development and execution of the Accommodation program and processes.In partnership with legal counsel, Corporate Communications, and HR team members, manages the communication processes associated with meeting federal, state, and local compliance requirements.Evaluates quality of service, compliance with regulatory rules and procedures, identification of risk areas, and the most effective use of FINRA resources.Analyzes data and presents metrics and reporting that identifies and explains trends, to inform the decision-making process related to program design.Serves as primary contact for employee inquiries associated with ADA and facilitates resolution of employee matters in partnership with ER team.Education/Experience

　　Bachelor's degree in Human Resources, Management, or other relevant field of study.7 years of experience in Human Resources with a minimum of five (5) years direct experience in the area of HR, Benefits, and/or Accommodation administration .Well-versed in the areas of legal compliance, including but not limited to ADA, HIPAA, FMLA, and other government compliance regulations.Strong project management skills with an ability to lead the evaluation, implementation, and renewal of programsProficient in the use of the MS Office suite and HRIS technology.Strong quantitative and qualitative analytical skills.Strong written and verbal presentation skills.Work ConditionsWork is normally performed in an office environmentExtended hours when necessary. For work that is performed in CA, CO, HI, New York, NY and WA, the chart below outlines the proposed 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.

　　California: Minimum Salary $98,400, Maximum Salary $193,400Colorado/Hawaii: Minimum Salary $89,400, Maximum Salary $161,200New York, NY: Minimum Salary $107,200, Maximum Salary $193,400Washington: Minimum Salary $89,400, Maximum Salary $185,300

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　　To be considered for this position, please submit an application.

　　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. 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 and many other benefits.

　　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 (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 and Affirmative Action Employer

　　All qualified applicants will receive consideration for employment without regard to age, citizenship status, color, disability, marital status, national origin, race, religion, sex, sexual orientation, gender identity, veteran status or any other classification protected by federal state or local laws as appropriate, or upon the protected status of the person's relatives, friends or associates.

　　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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