ApplyApplyJob ID 3042543Primary Location Spring, Texas, United States of AmericaOther Location Palo Alto, California, United States of America;Date posted 03/02/2019 At HP, talent is our criteria. Join us in reinventing the standard for diversity and inclusion. Bring your awesomeness, and just be you! The Company HP makes products that you want to touch. That make you roll up your sleeves and get busy. With fun. With creativity. With work. From our ultra-thin Spectre laptops to our powerful suite of OMEN gaming products. From our pocket-sized Sprocket printers, to our revolutionary 3D printers. To solutions and accessories that work across them all -- we create experiences that amaze. A passion for reinvention drives us. Its a deep commitment and desire to constantly outdo ourselves. To constantly amaze you. But we do more than make products and provide solutions. We make life better for everyone, everywhere. We do it through our technology. Our community outreach programs. Our commitment to fostering diversity and inclusion. Our progressive, sustainability leadership. We are a Fortune 100 company with the heart and energy of a start-up, fueled by 55,000 employees across 170 countries. We aim high. Work hard. Innovate. And reinvent every single day. But dont take our word for it. Come see for yourself. Summary Responsible for the management of a global internal audit function of 100+ employees, oversight of internal control environment and reporting on the development and execution of the internal audit plan and management attestation of Sarbanes-Oxley compliance to the Audit Committee of the Board of Directors. Business Context Responsible for leading the Internal Audit Function within the Finance organization. Applies expert subject matter knowledge to lead staff activities within established policies and controls. Acts as a key advisor to senior management, the CFO staff and the Audit Committee on the development of overall policies, operations and short and long-term goals of the Finance Organization aligned to the objectives and charter of the Internal Audit organization. Key Responsibilities Reports functionally to the Audit Committee of the Board of Directors and administratively to the CFO Sets the strategic vision for the development and execution of the global audit plan Manages, plans, budgets, and establishes objectives, determines organization structure of the Internal Audit department Provides regular updates on the adequacy and operating effectiveness of the companys system of internal controls Coordinates and manages relationship with external auditors (EY) Coordinates and manages relationship with HP senior leadership, assisting them in achieving the highest level of quality and compliance Develop and maintain best in class global infrastructure for corporate audit function leading to high performance and operational excellence Ensure global consistency and standardization of audit processes and compliance with applicable professional standards Provide regular update to Audit Committee on companys system of internal controls and significant audit findings and recommendations Review and update internal audit charter as necessary Contributes and participates as a key member of the Finance leadership team. Requirements Education BS in Business, Finance, or Mathematics MS in Economics, Mathematics, or MBA Experience Typically 12-15+ years of experience in a finance function Typically 7-10+ years of management experience, including leading global teams. Experience gained in a leadership role within an Internal Audit function Proven track record managing a P&L, identifying opportunities for improvement and leading business initiatives across multiple functions Able to demonstrate short and long term financial impact on business performance through a combination of strategic and tactical initiatives. Proven ability to articulate complex financial matters into easy to clarify actions and next steps Proven ability to excel in a highly complex matrixed organization Experience defining and operationalizing financial strategies Exceptionally strong executive presence Excellent Communication skills and ability to be concise in sharing information with key executive audiences Demonstrated successful experience in managing a virtual organization Experience interacting with executive level partners both internally and externally, including the C-suite executives, and the Board of Directors Knowledge/Skills Superior leadership, relationship-building and influencing skills, and the ability to provide finance consultation to senior leaders within Business Group or Business Unit of expertise Search for a category, location, or category/location pair, select a term from the suggestions and click Add. The Integrity at HP embody the fundamental principles that govern our ethical and legal obligations to HP. They pertain not only to our conduct within the company but also to conduct involving our customers, channel partners, suppliers and competitors. Read more about how we win the right way. Equal Opportunity Employer (EEO): HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s). Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence. Pay Transparency Nondiscrimination Provision: 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. 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