Tax Manager

Tax ManagerThis position is client focused and requires excellent communication and leadership skills. This position requires teamwork with other tax and accounting professionals to complete tasks. Duties are performed at a professional level with attention towards the delivery of professional services that creates value for clients and opportunity for team members.QualificationsBachelor's Degree in accounting, finance or other finance related fieldCPA licenseTechnical and leadership experienceSpecific ResponsibilitiesReview tax returnsCorporatePartnershipsIndividualsTrusts and EstatesGift TaxPrivate FoundationsTax planning and projectionsYear-end tax projectionsAnalyze tax planning strategies and present to clientsResearchResearch and support tax return positionsResearch and develop tax planning strategiesManage staffStaff assignmentsTrainingManage projectsProject schedulingDue date trackingClient relationshipsDevelop and maintain client relationshipsBridge gap between clients and staff and clients and partnersGeneral Expectations:Develop processes and procedures – Assist in developing processes and procedures to maintain high standard of quality and efficiency including quality control processes to avoid and catch mistakes. It is critical that a manager is committed to established processes and procedures and will not ignore them due to time pressures. A manager needs to make sure staff understands procedures and are applying them correctly. Although we have made considerable effort to develop processes and procedures to drive quality, efficiency and consistency, we recognize they are always a work-in-process. A manager is expected to continually strive to develop new processes and improve existing procedures.Communication – Communication is critical in a small firm. There is no reason for clients or partners to be uninformed. We work for our clients and they should never be taken for granted. The manner of communication is also important. Clients need to be made aware that we are working toward their best interest and are concerned about their financial well being. Equally important is communication with staff. A manager is often the bridge between staff and clients or partners.Project quality and completeness – Our clients rely on us to have a high standard of quality and to be thorough. Although we don't make decisions for our clients, we must communicate options and associated benefits/risks and adequately document and support positions taken. A tax return is not complete if positions are not documented in our files. Often we have to assist clients with taking the correct actions necessary to support a desired outcome. Our clients depend on us to make sure those positions are documented to withstand scrutiny.Client ready – When a manager has completed a project, it should be "client ready". Tax returns, whether processed or not, and other projects should be ready to go to the client before a project is forward to a partner for final review (which is often just a cursory review).Organization – A manager needs to be well organized. When a task, email, document, client question, etc. is forwarded to a manager from a partner (or directly from a client), the partners need to have confidence that it will be handled appropriately. Information should be correctly filed, projects set up in Practice and tasks timely completed without repeated follow up. Questions should be addressed timely and effectively. Adequate notes should be taken and retained.Lead by example – A manager should be a leader bridging the gap between staff and the partners. Although a manager cannot always achieve the desired results from staff by only leading by example, they must still lead by example. They should be following procedures and have a good attitude toward policies. They should be managing projects, helping staff prioritize and looking ahead to avoid unforeseen issues.Additional Details: ROLE: SUPERVISOR/MANAGER PURPOSE The Manager role is responsible for managing client assignments and projects and delivering a high-quality service. This includes coaching, advising and supporting team members in meeting client and self-development expectations. REPORTS TO/ ACCOUNTABILITY Peers and Partners KEY SUCCESS FACTORS • Business acumen. • Project management skills. • Team management skills including an ability to lead, direct and coach. • Client relationship skills. • Technical knowledge and a developing area of expertise. RESPONSIBILITIES • Develops and strengthens long-term relationships with clients and client personnel. • Develops and is accountable for the assignment work plan and ensures assigned tasks and responsibilities are achieved timely and efficiently. • Plans, organizes and controls multiple responsibilities and resources to achieve assignment objectives. • In consultation with the assignment director helps develop the best solutions for clients and manages the implementation of ideas. • Advises, coaches and supports team members including providing consistent recognition and encouragement to team members to increase retention and utilization. • Successfully builds, directs and maintains a motivated and empowered work team. • Structures work teams to successfully meet client expectations and help develop strong client partnerships. • Works in consultation with the assignment leader to anticipate project issues, assesses alternatives, takes appropriate measure to resolve assignment issues, and keeps the assignment leader appropriately informed. • Manages the assignment budget and profitability in their area of responsibility. • Anticipates and communicates budget issues, identifies opportunities to improve assignment profitability. • Identifies client needs/opportunities to sell additional value-added services. • Identifies cross-selling opportunities and refers them to the appropriate team member. • Leverages commercial and market knowledge to anticipate client needs for new/additional services. • Supports the partner in the development and planning of practice objectives and budgets. • Development of functional specialization and/or industry expertise. • Supports the partner/s in developing new initiatives to increase retention, meet resourcing needs (including recruitment interviews), utilization and people development. • Builds strong coaching skills. • Shares and transfers knowledge in the team. • Actively pursues self-development opportunities. 2 KEY PERFORMANCE INDICATORS • Meets assignment objectives (timeframes, budgets, outcomes). • Client satisfaction. • Business development results – selling and cross-selling. • Team satisfaction. • Participation in firm wide initiatives - recruitment, business development, and retention initiatives. QUALIFICATIONS/SKILLS AND EXPERIENCE AND PERSONAL ATTRIBUTES • Degree qualification and relevant professional accreditation. • Business acumen. • Strong technical knowledge and skills. • A developing area in field of expertise and industry profile. • Strong client relationship skills. • Strong project management skills. • Strong team management skills - the ability to lead, motivate and coach teams of people. • Demonstrated ability to train and develop less experienced team members. • A strong knowledge of firm products and services in the practice area and a working knowledge of products and services in other practice areas. • A sound understanding of market trends including opportunities and local business initiatives and stakeholder/competitor interests.