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The Internal Audit Manager serves as a key member of the Company's corporate accounting department. 3+ year's public accounting experience and CPA or advanced certification in internal audit.
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Considerable knowledge of providing advice to clients on global VAT strategies, cross border operations structuring and restructuring, outbound investments, M&A, due diligence, logistics and supply chain transformation, recovery of VAT taxes, audit defense, tax automation and Enterprise Resource Planning (ERP) systems.
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15% Responsible for ensuring all work efforts have appropriate documentation for audit purposes utilizing project methodology standards in accordance with the ISSM. Immediate need for a talented IT Senior Project Manager.
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Cloud, cybersecurity, and data analysis skills are highly valued in this IT Audit Manager position. Title: IT Audit Manager. Leads IT Audits and SOX compliance reviews and performs business monitoring per the audit cycle demands.
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This role will be responsible for the day-to-day data integrity and accuracy, workflow, functional management, improvement, and support of all company applications including the company ERP SAP. They will also work closely with the IT Security & Audit group to ensure alignment in all aspects of controls.
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Experience leading IT internal audit, external audits, and or service organization control reporting and activities. Manage audit findings; identify and track remediation activities to meet target dates for closure, and track/report progress.
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Our client, located south of Tampa, Florida, is looking for an Accountant Manager to add to their team. Collaborate with internal audit to identify and rectify control deficiencies. Our client, located south of Tampa, Florida, is looking for an Accountant Manager to add to their team.
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We are seeking a highly motivated and experienced multi-unit manager who is a team player, enthusiastic, professional and possesses excellent analytical and problem-solving skills to elevate each location to their fullest potential.
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Robert Half is actively looking for a Associate Director of IT Audit for a full time role in the Philadelphia area. 10+ years working in internal audit, consulting, assurance services, or related field, either in professional services or industry.
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Audit Standard Operating Procedures (SOPs) and Work Instructions (WIs) critical to Quality Metrics to ensure they are in place, followed, and effective. As a Quality Manager, you will provide support to the Distribution Center for all quality related tasks.
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Report driver accidents/incidents to the DOT Safety Manager and Human Resources. Report injuries to the DOT Safety Manager and Human Resources. Handle callouts from drivers and/or driver helpers, provide alternate solutions for deliveries, and communicate absences and vacation requests with the Transportation Manager, Human Resources, and Payroll in a timely fashion.
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Perform audits against numerous internal and external standards such as SQF, HACCP, MiOSHA, Health programs while delivering on time arrival of audit reports. You would also be responsible to perform audits against numerous internal and external standards such as SQF, HACCP, MiOSHA, Health programs while delivering on time arrival of audit reports.
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I am working with a top-rated ENR general contractor who are looking to add a Supply Chain Manager - Electrical to their team. Maintain comprehensive audit trails for material orders and goods received acknowledgments.
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Processing of payments as assigned by Claims Manager, and Analysts as needed, data entry and verification of payments, and audit of records. This position will also provide administrative support with answering phone inquiries, receipt and processing of claims documents and records within an electronic environment, safety data entry and reports, processing payments, preparation, and distribution of correspondence, and other clerical/administrative functions under the direction of the Claims Manager.
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Comprehensive technical skills in corporate and partnership tax planning and compliance, as well as tax accounting and financial reporting, including tax provision preparation, audit and review.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.