I am currently representing a top 20 accountancy firm based in Surrey who, due to growth are looking for an Accounts Manager reporting directly to Partners. The position will be to assist with reviewing and finalising accounts preparations, management accounts and VAT returns as well as managing your own portfolio of clients.
Duties will include:
- Practice management -
- Time sheets processing, and monitoring of colleagues time
- Billing targets and drafting of billing for partner approval
- Budget management to ensure good recoveries
- Responsible for overseeing bookkeeping, monthly management accounts preparation and year end accounts preparation for portfolio clients from various sectors and various types: Ltd, LLP, information to client in timely manner, more detail below.
- Management accounts -
- Aged debtors & creditors analyses
- Budgeting and forecasting - using of excel modelling and apps such as Spotlight.
- Trial balance, profit and loss, balance sheet preparation
- Variance analysis
- Projects profit and loss analysis, preparation of cash flow
- Accounts Production -
- Year-end processing
- Preparation of the abbreviated account and full accounts to directors including management information
- Preparation of CT600 and tax computation liaising with the tax department
- Preparation of consolidated accounts
- Liaising with audit team for clients requiring an audit.
- Taxation -
- As portfolio manager, being involved in over view of self-Assessment returns for owner managed clients, liaising with the tax team.
- Personal tax planning and tax planning for companies
- Budgeting and forecast
- Experience of completing private company financial statements
- Experience in handling a portfolio of clients
- Leadership experience - managing and delegating work to juniors
- Understanding of corporation tax, VAT and personal tax at a compliance level
- Knowledge of law: FRS102 and Companies Act 2006
- ACCA/ACA/CIMA fully qualified ideally
The Accounts Manager will have the below skills:
- Excellent verbal and written communication skills
- Knowledge of following software preferred: Iris, Xero, Receipt bank, Sage 50 and Microsoft Excel & Word
- Attention to detail
- Business entrepreneurship and commercial awareness
- Strong interpersonal skills
- Enthusiastic with a positive attitude
- Self- starter
If you are keen to secure a progressive Accounts Manager role within a unique top 15 accountancy firm please apply today.
£150,000 - £175,000 per annum
Brighton, East Sussex
Private Equity Executive Search
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Marks Sattin is working with an national business who are looking to recruit a Senior Internal Auditor to help facilitate the global risk management approach.
Employees in the United Kingdom can be categorised as full-time, part-time, casual, freelance and contract workers, with the self-employed bracket now making up 15% of the entire working population. The number of self-employed workers jumped from 3.3 million in 2001 to 4.8 million in 2017, with a corresponding fall in the unemployment rate showing the overall boost in jobs growth from the rise in self-employment. However, the attractive market for freelancers and contractors has been hit with some uncertainty in recent times, thanks largely to the 2018 Autumn Budget’s announcement of IR35 tax reforms. Here’s what the new IR35 rules could mean for you and your business: What is IR35? IR35 is a piece of legislation originally introduced to the UK in 1999. Its purpose is to differentiate between those workers who operate as genuine contractors and those who work as ‘disguised’ employees to avoid paying tax. It came about to challenge contractors who were taking advantage of the tax efficiencies of working through a limited company, with the aim of defending both the Exchequer from lost taxes and protecting workers’ rights from unscrupulous employees. However, the IR35 has proven to be ambiguous for many, with some contractors taking advantage of loopholes and a lack of clarity. Hence, the new IR35 rules aim to tighten up the contractor market and ensure tax avoidance loopholes are closed. How does IR35 work? There are three principles that can help to determine employment status and whether a contractor falls inside or outside IR35: Control (the degree of control the client has over the work a contractor does and how and when they do it) Substitution (whether the worker needs to do the work themselves or if they could send a substitute in their place) Mutuality of obligation (whether the employer is obliged to offer work and the contractor is obliged to accept it). Additionally, the contract type, provision of equipment and whether a worker is “part and parcel” of a business can all help to determine whether someone falls inside or outside IR35. The change in IR35 rules shifts the responsibility to determine tax status away from the contractor and onto the business that takes them on. Until now, contractors have been able to self-determine their status, however as of April 2020, when the new rules come into effect for the private sector, companies will risk being fined if they don’t make the correct assessment. How will IR35 impact contract workers? It’s anticipated that many contract workers who have been enjoying the tax benefits of working outside IR35 will fall under the legislation when employers are tasked with determining their status. This will see more contractors having tax and National Insurance contributions deducted from their pay. However, if you operate as a legitimate small business and are determined to work outside of IR35, you will not be affected by the rule changes. How will IR35 impact employers? The major change for businesses is that they will now be responsible for determining the IR35 status of any contractor working for the company. The new rules will only apply to medium and large sized businesses, so contractors who work for small businesses can continue to set their own IR35 statuses. Those businesses that the IR35 rule changes do apply to will face paying back taxes and fines should they be found to be noncompliant. What should I do to prepare for IR35? Contractors may wish to speak to an accountant or personal finance expert to determine whether IR35 will impact them and if a move to permanent work may prove to be more beneficial after the rules come into effect. For many, contracting will remain appealing regardless of increased tax responsibilities, however it’s important to factor in any change in income that IR35 may bring about. Businesses are being warned not to make blanket assessments that cover all their contractors, as this can leave workers without a fair assessment and risk them paying unnecessary taxes without equivalent employment rights. Instead, businesses should consider IR35 status on a case-by-case basis or they may risk losing out on top talent. The HMRC has released a consultation document for businesses to prepare for the IR35 changes, recommending identifying and reviewing current contract workforce status and putting processes in place for taking on new workers. At Marks Sattin, we pride ourselves on keeping abreast of all industry legislation, updates and changes that affect our candidates and clients. Speak with us about how we can help you. References: https://www.bbc.co.uk/news/business-44887623 https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/trendsinselfemploymentintheuk/2018-02-07 https://www.contractorcalculator.co.uk/what_is_ir35.aspx https://www.axa.co.uk/business-insurance/business-guardian-angel/how-ir35-changes-will-affect-freelancers-and-self-employed-contractors/ https://www.telegraph.co.uk/business/ir35-rules/new-contractor-tax/ https://www.telegraph.co.uk/business/ir35-rules/how-will-new-rules-impact-business/ HMRC consultation document
The past few months – and indeed, years – have demonstrated just how important diversity and inclusion are in modern society. Through the #MeToo and Black Lives Matter movements, a light has been shone on the inequality and injustice that persists, not just in our day to day lives, but also in the workplace. We can no longer ignore how important diversity and inclusion are to businesses, nor can we expect things to get better without actively working to improve conditions and outcomes for everyone. And while promoting diversity and inclusion is absolutely the right thing to do for employees, there are also business benefits to doing so. What is diversity and inclusion? Diversity and inclusion aren’t just a priority for HR departments – it should be a key business strategy for all organisations. Workplace diversity can be defined as the understanding, acceptance and promotion of differences between people. This includes those of different genders, races, ages, sexual orientations, disabilities and religions, as well as people who have different educational, socioeconomic and experiential backgrounds. Meanwhile, inclusion is about creating a supportive and respectful work environment that values collaboration and participation of all employees, helping everyone to feel included. Together, diversity and inclusion make companies more welcoming, accessible and harmonious for everyone, not to mention more profitable and competitive. Why is diversity and inclusion important? First and foremost, diversity and inclusion are essential to make workplaces better for everyone. Purely from a compassionate perspective, it’s the right thing for employers to create environments where people feel comfortable to be themselves and can succeed without limitation. Commercially, diversity and inclusion have a significant number of benefits. Firstly, a strong focus on D&I can significantly widen the candidate talent pool , giving you access to more candidates who may be excluded by non-diverse hiring strategies. With 70% of job seekers looking for a company’s commitment to diversity when applying for new roles, it’s clear that you may be missing out on top talent if you neglect to address D&I in your organisation. On top of that, diverse organisations have better business results, higher employee satisfaction and are more innovative, according to Business in the Community . McKinsey research shows that executive teams in the top quartile for gender diversity were 25% more likely to have above-average profitability than those companies who perform poorly in terms of executive-level gender diversity. This figure jumps to 36% when analysing teams with ethnic diversity. Diverse teams have also been proven to be more innovative, solve problems faster and have more engaged employees. Small steps to move the dial on D&I in your organisation The current emphasis on working from home presents a key opportunity for employers to rethink their D&I hiring strategies, with current conditions potentially opening up more flexible, part-time opportunities for those who may not have otherwise been able to commit to a 9-5 office job. To welcome more working parents and caregivers, disabled people and those with neurodiversity requirements, consider whether vacancies could be flexible, remote working or on part-time hours. Now is the perfect time to rethink your workspace and how it can be made more accessible to more people. A dedicated diversity and inclusion policy, taskforce or officer can help to highlight its importance within your business. You could perform a D&I audit, examining the levels of diversity that exist within the company and specifically at the executive level, and set goals to achieve a more balanced, inclusive environment within a certain time period. Have open conversations with your team members about D&I and ask them what would make them – and new team members – feel more welcomed. It’s also important to acknowledge the diversity that already exists in your company, such as by celebrating different cultural and religious events, greeting bilingual employees in their mother tongue or inviting families into work. Finally, while diversity and inclusion should be championed at the very highest levels of your business, it’s crucial that every single team member feels safe to contribute to these discussions and voice their opinions and stories. Prepare to tackle some difficult topics and be questioned. While subjects like the gender pay gap, lack of executive-level diversity and opportunities for progression can feel difficult to address, they are important conversations that need to be had in the process of making real change. Marks Sattin can help to diversify your talent pool. By partnering with a specialist recruitment agency which has a strong focus on diversity and inclusion , you’ll benefit from having access to more candidates and guidance on how to actively recruit from diverse talent pools. At Marks Sattin, we can help you identify, attract and retain exceptional people across financial services, technology, change management and more. Contact us here to have a chat about how we can work together.
TeaserCommerce & Industry
Content TypeMarket Insight Reports
Part Qualified & Transactional The beginning of this year was busier than usual, with consistent job flow and healthy activity - junior professionals are less worried about moving roles with Brexit on the horizon. New budgets are set at the beginning of the year, and companies were certainly hiring. Newly Qualified 2019 got off to a subdued start, it’s often a challenging period where clients are busy with month/quarter/year end, and recruitment isn’t the priority. In addition to this, the political landscape made employers much more considered about their hiring strategy and we saw 17% less permanent roles being registered. In saying this, as the year has progressed, the volume of roles has increased and the market is buoyant. Our main challenge is that the market is in short supply of candidates. Reasons for this are that Q1 is a busy season for ACAs in practice so they do not have the time to interview, and also many permanent candidates are reluctant to move due to economic uncertainty. Qualified Interim The qualified and interim market enjoyed a successful 2018, with a record Q2 for the business. Albeit a slow start to 2019, the market gained some momentum after January. These peaks and troughs perhaps mirror the political uncertainty around how we are to leave the EU. Despite the turbulent environment, our data points towards a busy recruitment market where we are seeing increases in the number of permanent and interim roles being registered. Considering the UK’s high employment rate and the demand for high calibre individuals, there is an emphasis on engaging with passive candidates in new and innovative ways. INSIGHT: Will IR35 affect your business? Employees in the United Kingdom can be categorised as full-time, part-time, casual, freelance and contract workers, with the self-employed bracket now making up 15% of the entire working population. The number of self-employed workers jumped from 3.3 million in 2001 to 4.8 million in 2017, with a corresponding fall in the unemployment rate showing the overall boost in jobs growth from the rise in self-employment. Download the full Commerce & Industry 2019 Market Insight Report » View salaries and commentaries in other UK regions and Ireland »