INTRODUCTION

The primary purpose of the analyst is to research, analyze, interpret, and present data in pursuit of the mission of REMA as a technical expert by delivering solutions to regulators.

ESSENTIAL JOB FUNCTIONS:

• Under general direction of the Chief Economist and the Deputy Chief Economist, the Principal Research Analyst is responsible for and owner of one or more primary databases within FINRA’s purview for purposes of REMA's work product. The Principal Research Analyst is the subject matter expert in REMA in his/her area(s) of expertise.
• Serve as an REMA expert for one or more primary databases, encompassing several functions including independently-executed analyses of the relevant data, primary support for rulemaking related to the relevant data, and research using the relevant data.
• Provide expertise in data availability, extraction and manipulation to facilitate economic analysis in support of rulemaking and policy.
• Collect, encode, test, clean, and combine data from multiple systems and documenting complex procedures.
• Independently devise/modify/develop new procedures to solve complex problems considering computer equipment capacity and limitations, operating time and form of desired results.
• Provide expert technical support and analyses of the financial markets, and specifically the intersection of regulation and policy with financial and securities markets.
• Develop a high quality work product that is timely, complete, accurate and of professional appearance.
• Solve novel data and analytical problems.
• Provide to FINRA staff data, information and reporting on a wide range of issues related to the financial products and services marketplace, including regulatory research, regulatory and policy developments.
• Summarize for FINRA staff findings and research in written products of various types, including tables, charts, short summaries, as well as longer analytical policy memos and reports.
• Create and prepare economic analyses, written materials, including briefing or issue papers, and memoranda for senior management and members of the financial industry.
• Provide written and oral status reports on projects.
• Mentor junior analysts develop expertise in data analyses and in the execution of essential job duties.
• Demonstration of FINRA’s values.
• Collaboration, both in-person and virtually, in furtherance of FINRA’s mission of investor protection and market integrity.

EDUCATION/EXPERIENCE REQUIREMENTS:

• Bachelor’s degree in finance, statistics, economics or equivalent with 6 years of related experience or a Master’s degree with 4 years of related experience; advanced degree preferred.
• Proficient in extracting financial and securities-related data from sources including databases (using tools such as SQL) and big data environments.
• Expert quantitative skills, including data analysis using spreadsheets and statistical packages (such as Python, R, SQL, and other programming skills or similar open source tools) to apply academic research to real-world issues and present concise explanations of complex analyses.
• Experience combining data from multiple sources and in assessing data quality, consistency, and completeness.
• Strong empirical background.
• Ability to understand and apply advanced economic and statistical concepts.
• Require advanced knowledge of and training in econometrics, mathematical statistics, or both, as well as good computer skills.
• Excellent communication (interpersonal and writing) skills.
• Ability to analyze complex data and communicate findings and recommendations in clear, concise manner.
• Critical thinking, problem-solving skills.
• Detail-oriented.

WORKING CONDITIONS:

• Hybrid work environment, with defined in-person presence requirements.
• Extended hours may be required.

COMPENSATION

For work that is performed in CO, CT, IL, PA, MA, MD, VA, WA, DC, NY, NJ, WA 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. 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 market considerations.

• Boston, MA: $112,300 - $202,500
• Chicago, IL: $107,500 - $194,100
• Denver, CO: $97,700 - $176,100
• Jericho, NY: $112,300 - $202,500
• Jersey City, NJ: $117,200 - $211,400
• Philadelphia, PA: $107,500 - $194,100
• New York, NY: $117,200 - $211,400
• Rockville, MD: $112,300 - $202,500
• Tysons, VA: $112,300 - $202,500
• Washington, DC: $112,300 - $202,500
• Woodbridge, NJ: $112,300 - $202,500
• Connecticut State: $97,700 - $211,400
• Washington State: $97,700 - $211,400

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.

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 starting at 15 days of paid time off (increasing with years of service, up to 25 days), 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.

WASHINGTON STATE APPLICANTS: click here for required notice(s).

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 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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