3 Finra Full Time Jobs Hiring Near You

The Senior Case Coordinator in Dispute Resolution Mediation is responsible for supporting and executing job functions in all phases of the mediation process. This entails the solicitation efforts for parties to mediate, mediator selection, mediation scheduling/securing location, mediation administration, and mediation case disposition. This is complex administrative work in which incumbents independently prioritize their work, handle routine matters independently, and resolve complex matters under moderate supervision.

Essential Job Functions

• Monitors, organizes, and keeps all docketed mediation cases current.
• Maintains files in accordance with established procedures, including inputting clearly written case notes and session dates into case processing system.
• Generates case documents such as mediator lists and Mediation Submission Agreements.
• Coordinates case scheduling, including site reservations, conference lines and Zoom invitations, with mediators, parties, and staff.
• Provides excellent customer service.
• Independently answers and processes case correspondence and general questions from parties and mediators.
• Answers more complex questions professionally and independently.
• Processes mediation financial forms and submissions from parties and mediators; completes 2nd layer financial review as needed.
• Provides administrative support for special projects and initiatives.
• Demonstration of FINRA’s values. Collaboration, both in-person and virtually, in furtherance of FINRA’s mission of investor protection and market integrity.

Other Responsibilities

• Works closely with Mediation Case Administrators to assist with delegating duties and assignments to staff. Trains and provides guidance to staff and mediators as needed on mediation issues of all levels of complexity.

Education and Experience Requirements

High School diploma and five (5) years of related experience; or an equivalent combination of education and experience. Bachelor's degree preferred. Expertise using a desktop computer with the full suite of electronic office applications and other office equipment. Excellent organizational ability, interpersonal skills, and written and verbal communications skills. Preferably have experience and is skilled in providing quality customer service.

Working Conditions

• Hybrid work environment, with defined in-person presence requirements.
• Work is normally performed during a 40-hour workweek.
• Minimal travel may be required.
• Some overtime may be required.
• Must be comfortable in both virtual and traditional work environments.

Salary

For work that is performed in Los Angeles, CA, 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.

Los Angeles, CA: Minimum Hourly Rate $29.57, Maximum Hourly Rate $52.88

CO/FL/TX: Minimum Hourly Rate $26.37, Maximum Hourly Rate $46.23

IL/PA: Minimum Hourly Rate $28.94, Maximum Hourly Rate $50.91

MA/MD/VA/Washington, DC: Minimum Hourly Rate $30.22, Maximum Hourly Rate $53.07

NY/NJ: Minimum Hourly Rate $30.22, Maximum Hourly Rate $55.49

Benefits

• 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.

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.

Equal Opportunity Employer

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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