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Accounting & Internal Controls (A&IC) is well-positioned to help our clients address their most urgent finance transformation needs. Now more than ever, organizations need support to address pressing needs in accounting, budgeting/forecasting, financial reporting, assurance, and internal controls.
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Certified Internal Auditor (CIA), Certified Public Accountant (CPA) or pursuing these certifications is a plus. 5+ years of experience in the areas of internal audit, internal controls assessment, and/or Sox 404 evaluation and testing.
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As a member of the GPS team, you will help clients protect and enhance the value of their organizations by leveraging their system of internal controls to enable growth, manage risk, and define sustainable operations.
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The successful candidate will have a mix of external audit experience in a large public accounting firm and industry experience, and extensive knowledge of internal controls over IT systems, business controls, and PCAOB standards.
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Experience with internal controls in a publicly traded company or public accounting. BA/BS degree in accounting, finance, business, engineering, information systems or related field (CPA, CIA, or CFE certification is a plus.
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Work involves the examination, investigation, and review of accounting records, financial statements, management practices, and internal controls to ensure compliance with federal and state laws and/or regulations as well as HHSC policies, regulations, and contract provisions.
$5,775 a monthFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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A minimum of 5 years of experience working as an IA auditor or IA risk adviser for a public accounting firm, a professional services firm, or within industry. Assess internal controls and SOX framework in order to mitigate risk and apply it to client situations.
$196,100 a yearFull-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Strong knowledge of SOX compliance and internal controls. Experience in a public accounting firm or in a publicly traded company. Maintain and enhance internal control processes over financial reporting, including SOX compliance.
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8+ years of experience, preferably with combination of experience with a Big 4 public accounting firm and relevant financial reporting experience at a public company. Develop and execute effective internal controls in relation to the SEC reporting process, play key role in disclosure committee processes, including meetings, certifications and resolution of matters identified.
$202,800 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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The Digital Controls Team oversees internal controls over financial reporting, subsidiary compliance, internal controls readiness, and other SOX compliance activities.
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We are seeking an experienced Internal Controls Manager to manage and enhance the organization's internal control processes within this SaaS organization. About the Role: We are seeking an experienced Internal Controls Manager to manage and enhance the organization's internal control processes.
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You will help to ensure the completion of fieldwork related to client engagements including System and Organization Controls (SOC) audits, IT General Controls support, ISO Assessments, Sarbanes-Oxley (SOX), Internal Audits, and Agreed Upon Procedures engagements, and interact with clients to identify and resolve audit issues.
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Advocate compliance with Income Tax Accounting internal controls applicable at the local level. Minimum 5 years of Tax and/or Financial Reporting experience with a US multinational company and/or public accounting firm.
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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.