Employee Tax & Immigration - Tax & Immigration Risk Management, Strategy and Advisory - Immigration/Mergers and Acquisitions

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. An ET&I manager is an expert in immigration, individual income tax, social tax and employment tax for domestic and cross border employees. ET&I is accountable for the internal provision of immigration, employee tax, and employment/payroll tax advice to manage related risks and compliance for Accenture.

The Employee Tax & Immigration Manager in this role will interpret immigration and employment tax regulatory requirements and manage the related risks; set immigration and tax policy; conduct immigration and tax due diligence for potential mergers and acquisitions; advise and /or implement post-close and integration strategies for acquired entities; and implement immigration and tax planning opportunities for the North America Market Unit. In addition, the manager will support immigration and tax controversy/audit matters. The manager must demonstrate leadership ability as well as have the business acumen to work with Accenture's internal teams and senior leaders.

Key Responsibilities:

• Conduct Due Diligence and advise on immigration & employment tax compliance for potential Mergers and Acquisitions
• Advise on Post-Close and Integration related immigration and employment tax strategies for Accenture acquired companies
• Interpret immigration and employment tax regulatory changes and advise on the impact to the Company
• Ensure internal controls are working effectively to manage immigration and tax compliance
• Determine immigration and tax planning opportunities for North America market unit (nonimmigrant visas and permanent residence, tax residence, equity plans)
• Provide input on immigration and tax implications for Mobility policies
• Advise business leaders and internal partners on complex immigration and employment tax matters to enable well-informed workforce planning decisions
• Interact with Accenture stakeholders and other internal teams including Mobility, Controllership, Finance, HR, Mergers and Acquisitions, and Legal
• Supervise the management of immigration and tax vendor relationships, negotiate vendor contracts/service levels, and addresses service issues
• Direct audit/controversy response strategy, review positions and supporting documents, reconcile issues with immigration and/or tax auditors

Key Relationships:

• Reports to : Employee Tax & Immigration Market Unit or Area Lead
• Supervises : No direct reports
• External Relationships : Tax service provider, tax authorities, immigration authorities, immigration service provider.
• Internal / Cross-Functional Relationships: Market Unit (MU) business stakeholders, Mobility, Payroll, Legal, M&A & Finance teams

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Qualifications

Basic Qualifications:

• University degree or equivalent higher education qualification
• Qualification in a related field (e.g. Law, Tax)

Preferred Qualification:

• 5+ years advising/supporting high volume US immigration programs at a law firm or a large multinational corporation required.
• 2+ years advising or supporting immigration and/or employment and payroll tax matters for mergers and acquisitions
• Experience in global immigration and/or cross-border employment tax preferred
• Sound working knowledge of common applications (Excel, Word, Outlook, Teams, SharePoint, PowerPoint)
• Vendor management experience preferred

Professional Skills:

• Strong US immigration and employment tax technical skills/expertise
• Excellent oral and written communication skills
• Ability to prioritize and work to tight deadlines
• Ability to collaborate and work effectively across multi-disciplinary and distributed teams
• Sound working knowledge of common applications (Excel, Word, Outlook, Teams, SharePoint, PowerPoint)
• Vendor management experience preferred
• 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.