Communications Project Manager

The Manager in Credentialing, Registration, Education, and Disclosure (CRED) Communications is responsible for planning and implementing communications strategies and tactics that advance CRED’s mission and goals. The position cultivates relationships with CRED, Technology and Corporate Communications stakeholders to collaboratively build and execute communications that inform firms, industry professionals, other securities industry regulators and CRED team members about rule changes, technology releases, and program launches. The manager provides communications thought-leadership to CRED team members and is responsible for maintaining a suite of CRED Communications work processes.

Essential Job Functions:

• Serves as a trusted communications advisor to CRED team members and build support for communications initiatives.
• Establishes and maintains strong relationships with CRED, Technology and Corporate Communications stakeholders to build and execute communications plans for CRED programs, initiatives and events—including defining scope of communications service, roles and responsibilities, and timelines. 
• Manage a broad range of communications products—including web updates, dedicated emails, newsletter inclusions, in-system notifications, social media posts, print collateral, Regulatory and Information Notices and more—based on business goals and communications best practices.
• Write, edit, proofread, and design content for external and internal audiences and channels. Ensure consistency in style, grammar, clarity and accuracy of all content. Continuously assess and optimize messaging to increase communications effectiveness.
• Collaborate in the maintenance of the main CRED Communications report, develop and maintain program-specific reports for an assigned work portfolio, maintain the quarterly communications reports for the SEC.
• Oversee and manage the maintenance of a suite of external communications work processes—including web updates (FINRA.org, IARD.com), emails sent via Magnet Mail, FINRA Weekly email newsletter inclusions, CRD and IARD Broadcast messages, FINRA Gateway announcements, social media posts, print and direct mail, Annual Renewal communications, CRED training promotions, quarterly communications reports for the SEC.

Education/Experience Requirements:

• Bachelor’s in Communications, Journalism, English or related field, and a minimum of seven (7) years of communications experience required; or an equivalent combination of education and experience.
• Experience in the financial industry or regulatory industry strongly preferred.
• Strong relationship-management skills and the ability to influence stakeholders required.
• Strong communications project-management skills.
• Excellent writing, editing, proofreading and presentation skills and working knowledge of AP style.
• Proficiency in MS Office Suite applications, especially Word, PowerPoint and SharePoint.
• Proficiency in Adobe Creative Suite preferred.

Working Conditions:

• Hybrid work environment.
• Work environment includes high productivity expectations and tight deadlines.
• Extended hours may be required at times.

For work that is performed in CA, Washington, DC, 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 $106,400, Maximum Salary $200,200

Washington, DC: Minimum Salary $106,400 Maximum Salary $191,800

Colorado/Hawaii: Minimum Salary $92,500, Maximum Salary $166,800

New York, NY: Minimum Salary $111,000, Maximum Salary $200,200

Washington State: Minimum Salary $92,500, Maximum Salary $191,800

#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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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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