IT Audit Manager

  1. Permanent
Negotiable
BBBH162205

North Yorkshire

The details

This vacancy has now expired.

Start your job search


Marks Sattin is currently working with a leading Financial Services specialist who is currently recruiting for an IT Audit Manager who is able to work across the business. Working in this well established and highly regarded team, you will play a key role in continuinig the evolution of the IT Audit plan.

My client has gained an excellent reputation across the industry for ensuring continuous investment into career development throughout your tenure in the role; as well as empowering employees to seek out internal promotions and secondments. With the recent growth in the business, thsi has resulted in addition headsin the audit fuction to ensure effective overview of the key risks & controls.

You will a key member of the audit team, focusing on:

  • Planning, preparation and completion of the assigned IT audit plan in accordance with defined quality standards and deadlines
  • Support the production of objective, concise and insightful audit reports.
  • Analysing large amounts of data to make informed conclusions using CAATs
  • Using your sound grasp of IT risk and control concepts to articulate the potential impact of complex IT issues to both technical and non-technical stakeholders.


This is a great role and would suit an experienced IT Auditor who is seeking new challenge. If you are working in a practice environment or if you are looking for a new challenge and you are in industry - this is a great step forward for you.


You will ideally be qualified CISA, CIA, CISSP and have experience with Technology Control frameworks (COBIT, NIST or equivalent) or equivalent experience.

jobs

Related jobs

Private Debt and Capital Markets Manager

Salary:

€55,000 - €65,000 per annum

Location:

Dublin City Centre, Dublin

Industry

Investment Banking & Capital Markets

Qualification

Fully qualified

Market

Financial Services

Salary

£50,000 - £60,000

Job Discipline

Investment - Real Estate & Debt

Contract Type:

Permanent

Description

A large provider of asset management services based in Dublin currently seek a qualified accountant with Debt Management or Audit background to join their growing organisation.

Reference

BBBH165186

Expiry Date

09/07/21

Sarah Fallon

Author

Sarah Fallon
Find out more
Temporary Credit Controller

Salary:

£10 - £12 per hour

Location:

Manchester, Greater Manchester

Industry

Transport & Logistics

Qualification

None specified

Market

Commerce & Industry

Salary

£100 - £150

Job Discipline

Part Qualified & Transactional Finance

Contract Type:

Contract

Description

TEMPORARY CREDIT CONTROLLER - URGENT REQUIREMENT - ONGOING

Reference

ASS165185

Expiry Date

18/06/21

Annabelle Surch Find out more
Finance Manager (Temp to Perm)

Salary:

£150 - £175 per day

Location:

Coventry, West Midlands

Industry

Manufacturing

Qualification

Part qualified

Market

Commerce & Industry

Salary

£150 - £250

Job Discipline

Part Qualified & Transactional Finance

Contract Type:

Contract

Description

Supporting my client to recruit a Finance Manager on a temporary to permanent basis.

Reference

BBBH165095

Expiry Date

18/06/21

Anthony Mills

Author

Anthony Mills
Find out more
Head of Compliance and MLRO

Salary:

£90,000 - £100,000 per annum

Location:

West End, London

Industry

Insurance

Qualification

None specified

Market

Financial Services

Salary

£100,000 - £125,000

Job Discipline

Compliance

Contract Type:

Permanent

Description

Head of Compliance and MLRO Vacancy - Life and Pensions - 3 days per week.

Reference

BBBH165175

Expiry Date

18/06/21

James Flood

Author

James Flood
James Flood

Author

James Flood
Find out more
View all jobs
posts

Related articles

Yorkshire | Specialist Markets 2018 Market Insights
Yorkshire | Specialist Markets 2018 Market Insights

Teaser

Professional Services

Content Type

Market Insight Reports

21/08/18

Summary

View specialist market salaries within Yorkshire. Download the full Yorkshire 2018 Market Insight Report here » INTERNAL AUDIT  Job title Salary range Day rate Car allowance  Auditor | Part Qualified £18,000 - £27,000 N/A N/A  Internal Auditor | Qualified £33,000 - £38,000 £200 - £250 N/A  Senior Internal Auditor  £38,000 - £45,000 £250 - £350 N/A  Internal Audit Manager  £45,000 - £60,000 £350 - £500 £4,000 - £6,000  Senior Internal Audit Manager  £60,000 - £85,000 N/A £5,000 - £7,000  Head of Audit  £90,000 - £130,000 N/A £6,000 - £8,000   IT AUDIT  Job title Salary range Day rate Car allowance  IT Auditor | Part Qualified £20,000 - £30,000 N/A N/A  IT Internal Auditor | Qualified £36,000 - £40,000 N/A N/A  Senior IT Auditor  £40,000 - £50,000 £200 - £350 £4,000 - £5,000  IT Audit Manager  £50,000 - £65,000 £350 - £500 £4,000 - £5,000  Senior IT Audit Manager  £65,000 - £85,000 N/A £5,000 - £7,000  Head of IT Audit  £90,000 - £140,000 N/A £6,000 - £8,000   View salaries in other sectors within Yorkshire »

Teaser

View specialist market salaries within Yorkshire - looking specifically at internal audit and IT audit.

Read full article
David Clamp

by

David Clamp

David Clamp

by

David Clamp

How to attract top talent for your Fintech start-up or SME
How to attract top talent for your Fintech start-up or SME

Teaser

Technology

Content Type

General

04/06/21

Summary

Recruiting outstanding talent is the goal of every talent acquisition team. However, market forces have made that task increasingly difficult. Often candidates are unwilling to leave jobs that have seen them through the pandemic, and those who are looking for new opportunities are often the subject of bidding wars. Even highly desirable businesses, like Fintech SMEs, are having a hard time finding enough people with the right skill set for their companies. Ultimately, these candidates command a premium and, as a business, you may very well offer and exceed their expectations, however, that still may not be enough to sway them to work for you.  So, in a skills' drought, what can your business do to attract the best talent for your Fintech start-up or SME? Understand the candidate’s motives                                                                               As a Senior Recruitment Consultant, who specialises in the Fintech market, I have multiple conversations a day about the cons of working for a start-up vs. a large organisation. Some of the key themes from these conversations include:1. Potential lack of learning and development in a smaller business2. Fewer opportunities to progress in SMEs3. Less opportunity for flexible working and longer working hours4. Not enough employee benefits5. Less job security in a start-upYes, there are risks that come with joining a smaller business, but start-ups are some of the most progressive and creative businesses around. Remuneration, employee benefits and job security are only some of the motivators for people in their working life. People often work at start-ups because they believe in the mission or product, not necessarily for financial gain or job security.   Make your job opportunity stand out from the crowd Recruiting top talent in the Fintech market is difficult, every hire is integral and can make or break your company. With budgets being a big concern for many businesses, you need to think strategically about how you present jobs to potential candidates. A job advert is not a list of responsibilities.  Companies need to understand who they want to attract with the job advertisement. A well put together job advert, which covers all of the essential qualities the candidate needs to possess to be successful and what you can offer them in return, is a great starting point.  Utilise websites like Gender Decoder to ensure your job adverts are gender neutral and consider using SEO practises to attract better quality and more diverse candidates.Showcase your employer brand Candidates want to know what it is like to work for a company before they work for them. Attracting candidates whose values and work style align with those of your company will make your recruitment process smoother, as you won’t have to sift through candidate profiles that aren’t a match in any way. It also works the other way around. Candidates who don’t like what they see will deselect themselves from the selection process.                                                                                                                                                                                   To ensure you’re getting candidates who fit in your company, showcase your company culture through as many channels as possible and communicate why you’re a great place to work." Boost retention and retain talentRetaining talent is an essential component of acquiring talent. The Fintech industry is compact and well-connected. One person’s poor experience with your organisation could have a damaging impact on your ability to hire new people. Therefore, ensuring there is a keen focus on developing and retaining talent is a must if you want to recruit successfully for your Fintech SME. ● Incentives  Start-ups and SMEs are often disadvantaged when it comes to their ability to incentivise their employee’s roles, and provide the type of working environments, benefits and conditions that incentivise employees to stay long-term. This is because start-ups may not always be able to compete with large organisations on remuneration, benefits and bonuses. Therefore, it is essential to see appropriate and financially sustainable incentives as a cornerstone of talent acquisition and retention.● Training and progressionSome SMEs might shirk the cost of training, however learning opportunities often lead to increased productivity. Furthermore, employees are much more likely to stay with a business if they can see a clear progression and development plan. And whilst there is always the risk that if you train your employees and enhance their education, that they will leave, if you don’t offer a clear progression and training route, they are even less likely to hang around. ● Welcome feedback You should actively seek feedback from your people around the business. The people on the frontline of your organisation are often the ones best placed to provide insight into business performance. Moreover, employees  who are engaged and feel heard often stay in their roles longer. Ask for help                                                                                                                             The average employee exit costs 33% of their annual salary. However, some studies have found that the real cost of making a bad hire is closer to £130k! This is taking into account the loss of talent, time, recruitment fees, training and decreased productivity. A high turnover rate can cripple a start-up or SME. It is essential that as a business, small or large, that you don’t fall into a pattern of making bad hires. There are several routes to acquire talent, such as referrals, ex-colleagues, and reaching out to connections, which are advantageous. However, scaling and growing a business on the back of referrals is time-consuming, and there are fewer safety nets in place if the hire isn’t quite right. That is why engaging the services of specialist recruitment consultancies, like Marks Sattin, is essential. We don’t just find you your next hire, we are uniquely placed to consult with businesses on hiring trends, candidate behaviour and best talent attraction methods for your business. And the best part is, it won’t cost you anything until we have made a placement.You can read our previously published article on the pros and cons of taking recruitment in-house. If you would like to discuss any of the above, please don’t hesitate to reach out to me. 

Teaser

Recruiting outstanding talent is the goal of every talent acquisition team. However, market forces have made that task increasingly difficult.

Read full article
Lewis Toms

by

Lewis Toms

Lewis Toms

by

Lewis Toms

Will IR35 affect your business?
Will IR35 affect your business?

Teaser

General

Content Type

General

20/09/20

Summary

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

Teaser

Employees in the United Kingdom can be categorised as full-time, part-time, casual, freelance and contract workers

Read full article
Pres Pillai

by

Pres Pillai

Pres Pillai

by

Pres Pillai