What are the responsibilities and job description for the Integrated Internal Audit Manager position at Mashantucket Pequot Tribal Nation?
Under the direction of the Director of Internal Audit, the Integrated Internal Audit Manager (IIA Manager) plans, conducts and/or supervises operational, financial, compliance and special project audits of complex and average difficulty and supervises the Internal Audit (IA) team members. The IIA Manager is responsible for the timeliness, quality, and quantity of the audits performed. The IIA Manager will be responsible for staff Internal Auditors and the department to be in compliance with the IIA's International Professional Practices Framework (IPPF). The IIA Manager must possess the ability to effectively interface with all levels of Management and retain information of a confidential nature. The IIA Manager is responsible for initiating risk assessment evaluations and developing and assigning audits according to the Annual Audit Plan. The IIA Manager is responsible for monitoring the overall progression of the Annual Audit Plan. The IIA Manager will participate in the development of benchmarking standards and will ensure implementation and monitoring of these standards. The IIA Manager is responsible for the development of work paper standards and procedures. The IIA Manager will assist the Director of Internal Audit to ensure Internal Audits mission is in alignment with the strategic direction of the Mashantucket Pequot Tribal Nation and assists in positioning the Internal Audit department as a full-service resource to its customers as defined in the Internal Audit Mission Statement. A bachelor's degree from an accredited college with a business major. Five (5) to seven (7) years of experience in public accounting, internal auditing or its equivalent. Must hold an active CPA or CIA or obtain either within 12 months of employment. Travel and work in excess of 40 hours may be required. Valid driver's license and personal transportation are required.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)
