Certified Public Accountants
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Job Details

Title Manager - Individual Tax Planning and Compliance
Employee Type Experienced
Location St. Louis, MO

An Individual Taxation Manager is a key participant in client service, team member development, specialty expertise, and business development.

Major Responsibilities

• Provide outstanding service to a broad range of high net worth individuals, executives and business owners and related entities in accordance with RubinBrown Client Service Standards

• Demonstrate technical competence (in Income tax, Compliance, and Planning)

• Manage engagements/assignments in a consistently profitable manner

• Review client engagement/assignment documentation, returns and work papers for accuracy

• Supervision of client engagement/assignment procedures

• Development of team members – serve as mentor, advisor, team leader, and/or Career Advocate (CA)

• Provide team members with timely and candid performance feedback supporting the firm’s performance management process

• Plan and complete assignments in a timely manner

• Ability to recognize, research, document and satisfactorily resolve technical issues

• Generate new business and retain current business

• Expand services to existing clients



Preferred Experience/Background/Skills

• CPA required

• Bachelors degree in Accounting or related degree

• Four or more years of applicable experience in individual income tax planning and compliance

• Experience with trust income tax compliance a plus

• Ability to research technical issues and document results

• Ability to supervise, coach, and develop individuals and/or large groups.

• Proficiency in Microsoft Office programs (Word and Excel required).

  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • The contractor 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. However, 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 contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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