Job description

Our Client story began in 1982 when a group of seven people set out to create a better public accounting firm.

Their goal was to service their clients by acting as an advocate for their businesses, their families, and their employees. They also sought to avoid micromanaging the people who joined alongside them. Instead, they wanted their team to be able to come to work, flourish both professionally and creatively in their efforts, and lead their own lives.

Benefits:

Health Insurance-100% paid for employee-Blue Cross Blue Shield
Dental-Employee paid-about $20.00 per month
Vision care-Employee paid-about $7.00 per month
Life Insurance-Employer paid
Long Term Disability-Employer paid
Short Term Disability-Employee paid
401-K with employer match
Cafeteria plan for additional tax savings on benefits

Misc:

Reimbursement for CPA study materials up to $2000
Bonus upon completion of CPA-$4000
PTO bank- up to 192 hours of leave annually
10 holidays in addition to PTO
2 weeks paid maternity/paternity leave
Flex start times
Dress for your day (casual dress code)
Work from home policy
All Continued education paid by employer
Latest technology and equipment for all positions
Annual Christmas bonus equal to one week of pay
Fun events and surprises throughout the year

Reports to: Partners

General

A manager should be involved in most of the areas for which partners are responsible. Managers should have complete knowledge of the firm's philosophy and policies and maintain expertise in the profession. A manager typically serves as a team leader. A manager is a liaison between the partner, client and staff. Managers may be partners-in-training or a permanent manager. Managers are responsible for the on-the-job training of the staff at all levels.

Essential Performance Functions

Supports the partners’ vision for the direction of the firm with their attitudes, words and actions.

Exhibits a positive attitude with workable solutions to complete projects. Uses appropriate judgment to determine when to seek further guidance

Accepts full responsibility for the completion of all work assigned..

Takes responsibility for the overall development of the team. Supports and encourages continuous learning. Identifies areas of weakness in team members and provides meaningful coaching to accelerate improvement. Identifies areas of strengths and helps maximize the value of those strengths within the firm. Mentors others in developing skills to build and sustain client relationships.

Gains respect from clients and peers for knowledge, quality of work, technical expertise and project management. Is viewed as an expert in the area of concentration. Seen by partners and clients as being able to handle the most complex issues.

Prepares necessary exhibits and memos in illustration of complex issues.

Prepares narrative reports in support of valuation analyses.

Consistently demonstrates team leadership while supervising multiple engagements or projects at the same time, ensuring that projects meet the time budget and targeted due dates. This requires the exercise of good judgment, the ability to delegate and monitor progress, plus give on-the-job training.

Builds strong relationships and enjoys a high level of credibility with the partners, managers and staff. Functions effectively in a team environment. Does what is best for the firm, not the individual.

Identifies ways to address client needs, managing introduction of technical experts or specialists where applicable.

Participates in firm administration, as needed and requested, in areas such as scheduling staff, giving performance evaluations, training, billing, recruiting and marketing.

Takes a leading role in business development. Interacts directly with clients and/or targets in marketing or business development events. Participates in the development of ways to meet client needs. Identifies opportunities for expanded services to existing clients. Actively participates in the leadership of professional, business and/or community organizations. Builds, maintains and utilizes network of client and non-client relationships. Managers should allocate at least 100 hours per year building and maintaining their network. Reinforces to staff that business development is encouraged and expected at all levels.