Manager of Internal Controls

Position Description

Position Specific Description

Job Overview
The Internal Controls Manager is responsible for overseeing the company's Sarbanes-Oxley (SOX) compliance program and internal controls that are determined by the markets we serve.

Job Duties & Responsibilities

Planning and managing all activities related to annual SOX compliance assessments, including documentation of key controls, risk assessments, testing plans, control testing, and remediation of deficiencies.
Developing and maintaining a system of internal controls framework in alignment with SOX requirements and guidance from the PCAOB, SEC, and COSO.
Coordinating with internal audit, external audit partners, IT, finance, and operational teams to test and monitor the effectiveness of controls.
Identifying opportunities to streamline the SOX compliance process and improve efficiencies. Implementing process improvements.
Monitoring regulatory developments and updating compliance programs as needed to reflect changes in SOX and related internal control requirements.
Developing and delivering training to process owners on SOX compliance and their responsibilities related to maintaining internal controls.
Preparing SOX reporting documentation, including management certifications and test results for audit committee and executive management review.
Managing the SOX team and outside consultants to execute compliance testing and reporting activities

Job Overview

The leader in this role performs and coordinates activities related to internal and external audits of Company or business unit functional areas to ensure compliance with enforceable standards.

Job Duties

Assists business units in the preparation and submittal of documents required for compliance and related legal proceedings
Interacts with compliance teams, regulatory groups and other company personnel to build relationships, address compliance issues, develop advocacy plans and resolve problems
Analyzes and communicates the impact of key regulatory issues related to strategic business goals and potential market impact
Monitors standard approval process at the applicable level and participates in workshop panels and submits comments as required
Performs other job-related duties as assigned

Preferred Qualifications

Master's Degree

Required Qualifications

Bachelor's Degree
Experience: 8+ years
Leadership Experience: 2+ years

Benefits

Competitive Salary
401k match
Medical, dental, vision, life, and legal insurance
Access to multiple offices around the US (Austin, TX, San Francisco, CA, & Juno Beach, FL)
EAP and mental health assistance
Discount plans through the NextEra Employee portal
Health and wellbeing services
Education assistance program
Adoption assistance
Work from home tech setup

Where permitted by applicable law, EverBright requires all employees and new hires to be fully vaccinated for COVID-19 or be willing to receive the COVID-19 vaccination on or before the first day of employment.

EverBright is an Equal Opportunity Employer. Qualified applicants are considered for employment without regard to race, color, age, national origin, religion, marital status, sex, sexual orientation, gender identity, gender expression, genetics, disability, protected veteran status or any other basis prohibited by law. We are committed to a diverse and inclusive workplace.

EverBright provides reasonable accommodation in its application and selection process for qualified individuals, including accommodations related to compliance with conditional job offer requirements, consistent with federal, state, and local laws. Supporting medical or religious documentation will be required where applicable and permitted by applicable law. To request a reasonable accommodation, please send an e-mail to our recruiting team, providing your name, telephone number and the best time for us to reach you. Alternatively, you may call 1-844-694-4748. Please do not use this line to inquire about your application status.

EverBright 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.

EverBright does not accept any unsolicited resumes or referrals from any third-party recruiting firms or agencies. Please see our policy for more information.

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