Organization: Corporate Functions/Finance



Location: Chicago, Dallas, DC, San Francisco




Accenture is a leading global professional services company that helps the worlds leading businesses, governments and other organizations build their digital core, optimize their operations, accelerate revenue growth and enhance citizen servicescreating tangible value at speed and scale. We are a talent and innovation led company with 738,000 people serving clients in more than 120 countries. Technology is at the core of change today, and we are one of the worlds leaders in helping drive that change, with strong ecosystem relationships. We combine our strength in technology with unmatched industry experience, functional expertise and global delivery capability. We are uniquely able to deliver tangible outcomes because of our broad range of services, solutions and assets across Strategy & Consulting, Technology, Operations, Industry X and Accenture Song. These capabilities, together with our culture of shared success and commitment to creating 360 value, enable us to help our clients succeed and build trusted, lasting relationships. We measure our success by the 360 value we create for our clients, each other, our shareholders, partners and communities.




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.





Role Summary




The State and Local Tax (SALT) Controversy Manager will be responsible for managing the end-to-end SALT controversy cycle to resolve disputes favorably and efficiently. This role will also identify opportunities for proactive risk mitigation. This role will also be responsible for managing state tax controversies, including drafting responses to information requests, gathering responsive information from sources within the company, preparing analyses supporting our positions, performing tax research, and reviewing SALT filings. This role involves interacting directly with various state and local tax personnel and outside advisors, and strong interpersonal skills are required.




Key Responsibilities:



+ Manage SALT audits and appeals, and support matters preparing for or in litigation.


+ Prepare draft responses, including negotiating data to be provided and timelines, managing audit procedural issues, and assessing and recommending dispute resolution strategies.


+ Develop defensive positions, including reviewing and analyzing applicable law, providing input for legal submissions, and reviewing drafts of such submissions.


+ Assist with the development of process improvements for responding to document requests and for communicating effectively with internal stakeholders and tax authorities.


+ Communicate with tax leadership regarding FIN 48 reserves and internal controls.


+ Collaborate with cross-functional colleagues regarding SALT compliance, controversy management, and strategy.


+ Communicated and analyze changes in SALT law or policy, as necessary.





Basic Qualifications:



+ Bachelors degree


+ Minimum 5+ years relevant corporate tax/ Big 4 experience


+ SALT experience in a multinational company or professional service firm


+ JD or CPA (MS/Tax)





Preferred Qualifications:

+ Significant experience in US controversy management

+ Proficient in Microsoft applications (Word, Excel, PowerPoint)

+ Experience in enterprise resource planning system data analysis preferred






Professional Skills:



+ Exceptional analytical skills


+ Strong organizational and problem-solving skills


+ Interpersonal and cross-team working skills

+ Excellent oral and written communication 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






Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired in Albany County, NY, California, Colorado, New York City or Washington as set forth below.


Information on benefits is here. (https://www.accenture.com/us-en/careers/local/total-rewards)




Role Location Annual Salary Range


California $93,400 to $224,600


Colorado $93,400 to $194,100


New York - Albany $86,500 to $179,700


New York City $108,100 to $224,600


Washington $99,500 to $206,700





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 (https://www.accenture.com/us-en/about/inclusion-diversity/us-workforce)



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 (https://www.accenture.com/\_acnmedia/Careers/PDF-9/Accenture-Annual-Policy-Statement-Regarding-EEO-2018-Applicant.pdf) .



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 (https://www.accenture.com/us-en/about/contact-us) 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.