Military Veterans are Encouraged to Apply.
Organization: Corporate Functions/Finance Location: US
– Negotiable Accenture is a global professional services company with leading capabilities in digital, cloud and security.
Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Interactive, Technology and Operations services
– all powered by the world’s largest network of Advanced Technology and Intelligent Operations centers.
Our 537,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries.
We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities.
Visit us at www.accenture.com .
People in the Corporate Function contribute to the running of Accenture as a high
– performance business through specialization within a specific functional area, and grow into internally focused roles by deepening their skills and/or developing new skills within an internal functional area.
Finance professionals prepare and interpret financial plans and reports, ensuring accuracy and compliance with applicable financial rules and regulations, including internal financial controls, to mitigate risk for the company.
Finance professionals may also shape and execute client deals to maximize the use of Accenture’s capital and resources, manage cash and/or liaise with the investor community.
Job Summary: The Employee Tax & Immigration (ET&I) Manager will be part of the Global Tax Group which sits within the Finance department.
The ET&I Manager will be responsible for payroll and employment tax compliance, including individual and employer income and social taxes for domestic and cross border employees.
ET&I are accountable for the internal provision of employee tax, employment/payroll tax and immigration advice to manage tax and immigration risk and compliance for Accenture.
The Employee Tax & Immigration Manager will interpret payroll and employment tax regulatory requirements and manage the related risks; set related tax policy and implement planning opportunities for Accenture’s employees, cross-border assignees, and engagements.
In addition, the manager will support related controversy/audit matters.
The manager must demonstrate leadership ability as well as have the business acumen to work with Accenture’s Corporate Functions and senior leaders.
This role will also need to exhibit a high degree of customer service in handling employee and leadership inquiries.
The manager will generally be responsible for a large country or several countries called Market Units.
In addition to their country or Market Unit responsibilities, they will have the opportunity to contribute to Global Tax and Mobility team initiatives and global projects.
As Mobility Operations are handled by Mobility on-shore and offshore teams, the Employee Tax & Immigration Manager is required to set and agree control points with Mobility to ensure delivery of employee tax and immigration operations in accordance with internal policy, positions and legal requirements.
They also closely partner with Mobility to ensure the smooth delivery of Mobility operations by the relevant teams.
Key Responsibilities: Interpret individual income tax, social tax, and employment tax regulatory changes, set taxability positions for compensation and benefits, and quantify the impact to the Company and our employees.
Work with and advise Payroll and Mobility teams, ensure controls are working effectively for managing tax risk and compliance.
Provide individual and employer income tax, social tax, and employment tax planning advice with the objective of managing risk and maximizing planning opportunities for Accenture and Accenture employees.
Determine tax planning opportunities for complex/executive cross-border assignments (e.g.
residency, equity plans).
Provide input on employee/employment tax implications for Accenture policies.
Review and advise on income tax, social tax, and employment tax & immigration implications and compliance for companies acquired by Accenture.
Advise client engagement teams so they can make well-informed staffing decisions Have financial responsibility for payroll taxes for their countries (for example: setting taxability of compensation and benefits for employer and employee, driving savings regarding tax planning opportunities and tax audits).
Have regular interaction with Accenture stakeholders and other internal teams including the Payroll and Mobility Market Unit Leads, Global Equity Services, Mobility on-shore and off-shore teams and work with other internal groups including Controllership, Finance, HR and Legal.
Determine immigration compliance requirements in consultation with vendors and Legal, setting related internal policy and process safeguards.
Supervise the management of payroll tax and immigration vendor relationships, negotiate vendor contracts/service levels and addresses service issues.
Direct audit/controversy response strategy, manage internal and external stakeholders on a time bound and planned audit schedule, review positions and supporting documents, reconcile issues with tax/immigration auditors.
Have the opportunity to participate in global projects or initiatives.
Key Relationships: Reports to : Employee Tax & Immigration Market Unit or Area Lead Supervises :No direct reports External Relationships : Tax, immigration and payroll service providers, tax and immigration authorities.
Internal / Cross-Functional Relationships: Market Unit (MU) business stakeholders, Mobility onshore and offshore teams, Payroll, Legal & Finance teams Basic Qualifications: University degree or equivalent higher education qualification Qualification in a related field (e.g.
Tax Law) Preferred Qualifications: 5 years in a big 4 expatriate global mobility / employment tax role , and/or managing expatriate or domestic employment/payroll tax administration in a large multinational corporation required.
Experience of working with team members remotely Previous experience in payroll/employment tax and/or expatriate tax compliance and advisory Vendor management experience is an advantage Professional Skills: Individual income, social and payroll/employment tax advisory experience required International tax technical skills/expertise Strong customer service and advisory skills Excellent oral and written communication skills Experience of working with a remote, multi-cultural team an advantage Sound working knowledge of common applications (excel, word, outlook) Strong conflict management skills Ability to pay attention to detail Strong analytical and problem solving skills Ability to work to tight deadlines and multi-task Demonstrated leadership in professional setting; either military or civilian Demonstrated teamwork and collaboration in a professional setting; either military or civilian As required by theColorado Equal Pay Transparency Act, Accenture provides a reasonable range of minimum compensation for roles that may be hired in Colorado.
Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location.
For the state of Colorado only , the range of starting pay for this role is 90,900
– 153,299 and information on benefits offered is here.
What We Believe We have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization.
As a business imperative, every person at Accenture has the responsibility to create and sustain an inclusive environment.
Inclusion and diversity are fundamental to our culture and core values.
Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities.
Read more here Equal Employment Opportunity Statement Accenture is an Equal Opportunity Employer.
We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation.
All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.
Accenture is committed to providing veteran employment opportunities to our service men and women.
For details, view a copy of the Accenture Equal Opportunity and Affirmative Action Policy Statement .
Requesting An Accommodation Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed.
If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process.
Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.
If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email or speak with your recruiter.
Other Employment Statements Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.
Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company’s legal duty to furnish information.