Accenture Senior Tax Manager Jobs

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30+ days ago

Oracle EBS Financials Senior Manager +

Accenture Washington, DC

Basic Qualifications: • Minimum 9 years of experience implementing and configuring Oracle E-Business Suite Financials applications • Minimum… Accenture


30+ days ago

MC - Resources - Finance & Enterprise Performance Senior Manager+

Accenture Houston, TX

Basic Qualifications: · A minimum of 8 years of Finance and Accounting process knowledge within Oil and Gas, Chemicals, or Utilities industry… Accenture


30+ days ago

Indirect Tax Transformation Manager, Finance & Enterprise Performance - Resources Industry+

Accenture Houston, TX

Basic Qualifications: · Qualifications To qualify, candidates must have: • Bachelor's degree or Masters degree in Accounting or Finance… Accenture


30+ days ago

Indirect Tax Transformation Consultant, Finance & Enterprise Performance - Resources Industry+

Accenture Houston, TX

Basic Qualifications: · A minimum of 3 years of corporate Tax transformation experience, process knowledge within Oil and Gas, Chemicals, or… Accenture


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Accenture CEO Pierre Nanterme
Pierre Nanterme
4,252 Ratings
  • 3 people found this helpful

    Learn fast. Work hard. But, likely move on.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Senior Manager in New York, NY
    Current Employee - Senior Manager in New York, NY

    I have been working at Accenture full-time (more than 5 years)

    Pros

    Highly process-focused, matrixed and hierarchical organization built on respected principals and deep capabilities across virtually every area of service and country on the globe.

    Cons

    Continuous focus on and expectation around individual and team high performance translates to long, intense hours (often short-handed) and focus on quarterly earnings to meet sales and margin targets. Personal and operational goals don't always translate to advancement and there is an unwritten understanding of '5 years up or out' to partner if you are an experienced hire. The 'laddering' process (ranking of peers within a practice) can be subjective and there are limits to upward mobility beyond the senior manager level.

    Advice to ManagementAdvice

    Tougher 'people developer' standards are needed for senior practice leadership (managing directors and above) and alternative opportunities for advancement, in general, other than subject matter specialist track. Otherwise, the organization will continue to bleed talent.

    Recommends
    Positive Outlook
    No opinion of CEO

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