Consultant salary deloitte: Deloitte Senior Consultant Management Consultant Salary | $122K-$211K+

Опубликовано: April 9, 2023 в 2:20 am

Автор: alexxlab

Категории: Miscellaneous

Deloitte Consultant: Salary Surveys | SmartRecruiters

Full-time

Company Description

Deloitte is a leading global provider of audit and audit and assurance, consulting, financial advisory, risk advisory, tax and related services. Our global network of member firms and related entities in more than 150 countries and territories (collectively, the “Deloitte organization”) serves four out of five Fortune Global 500® companies. Learn how Deloitte’s approximately 312,000 people make an impact that matters at www.deloitte.com

About the Division

It takes a high-powered network of internal support professionals to keep Deloitte going strong. The internal services function provides a wide variety of support services to our organisation and people.

Rewarding career opportunities are available in:

Human resources
Information technology
Marketing and Communications
Financial support services, and much more.

As with all the functions in Deloitte, a core set of competencies is associated with each internal service area. An overall understanding of value-added client service, the experience to work in multifunctional and cross-border teams, strong business acumen, and the instinct to think and act globally are essential for advancement within Internal Client Services.

What impact will you make?

Every day, our work will make an impact that matters, while you thrive in a dynamic culture of inclusion, collaboration and high performance. As the undisputed leader in professional services, Deloitte is where you’ll find unrivalled opportunities to succeed and realize your full potential.

Job Description

Main Purpose of Job

To perform processes as defined for the salary survey contract lifecycle for an allocated portfolio of existing clients.

To support and continuously engage with existing and potential clients on the functionality of the products, contracting and onboarding, data submission and queries.

To maintain survey system data such as client details, client data files, contract records, data files and job catalogues.

Key Performance Areas:

A. Survey Data

Creation and maintenance of client records on the survey system
Collection of Client Data
Job Matching
Upload and Assign Data Files
Assign new or previously uploaded client data files to relevant survey production cycles.

B. Renewals (repeat sales) for standard products

Perform tasks associated with the process to renew (or repeat) the survey sales contract when it expires.

Following the notification process leading up to the expiry date with the client.
Engaging with the client regarding their needs and objectives (if required).
Providing relevant information about changes in our product offerings and products not previously subscribed to.
Adhering to the internal compliance processes.
Completing the Letter of Engagement for the client.
Concluding the sale, invoicing, and following up with clients on payments being made.
Recording, monitoring, and filing in line with the businesses defined processes and systems.
Supporting the team members in this process where required.

C. New sales activities

Perform tasks associated with the process of selling standard products to new client or cross-selling those products to an existing client
As and when required, provide support in the sales process of customised surveys.

D. Client Engagements

Client training

Coordinate and conduct training with a new, existing, or prospective client on survey portal functionality and product features.

Communication

Perform communications in line with defined process.
Monitor compliance as per the defined process.

Query Management

Tracking, managing, and resolving client queries as received in a timely manner.

E. Administrative and ad hoc duties

Provide administrative support to the benchmarking and finance team in invoicing and debtors management process

Invoice customers in line with new or multi-year contracts.
Update the forecast sheet.
Manage the payment collection process with clients.
Update debtors report bi-weekly.

·Ad hoc duties which may require support from the Consultant

Provide administrative support in capturing Executive and Non-Executive data to ensure information is accurate and up to date during the Survey data updates.
Provide support by compiling information for the explanatory notes as part of the publication process.
Capturing updated jobs defined in the job catalogue on the system for clients to select.
Testing relating to survey system and product changes.

F. Firm Contribution

· Support the team in establishing and contributing to improved ways of working and servicing clients.
· Actively contribute to system developments linked the salary survey by user testing.

Qualifications

Minimum Qualifications

National Senior Certificate or equivalent.

Desired Qualifications

Degree and/or Honours in Business Management or relevant qualification.

Minimum Experience

3 – 5 years’ working experience in a similar role with a proven track record.

Desired Experience

1 – 2 years’ of experience in a client servicing role with exposure to total rewards.

Additional Information

Leadership Capabilities

Living our Purpose

Builds own understanding of our purpose and values; explores opportunities for impact

Influence

Actively focuses on developing effective communication and relationship-building skills

Performance drive

Understands expectations and demonstrates personal accountability for keeping performance on track

Strategic direction

Understands how their daily work contributes to the priorities of the team and the business

Talent development

Demonstrates strong commitment to personal learning and development; acts as a brand ambassador to help attract top talent

Competitive Edge

Brings a fresh perspective and challenges Deloitte to think differently

Inspirational Leadership

Demonstrates an awareness of strengths, differences, and personal impact to motivate others

Cross Consulting Capabilities

Delivery Excellence

Ability to produce a high-quality work product and collaborate with others to deliver a superior client experience

Knows the Business and Sector

Ability to understand how business functions operate and how sector trends impact a client’s business

Analytical Thinking & Problem Solving

Ability to select appropriate methods for collecting and analysing data, and develop informed recommendations that shape or support the client’s business strategy

Financial Acumen

Ability to incorporate financial information when evaluating strategic options

Executive Presence

Ability to deliver key messages with clarity, confidence, and poise to instil confidence in clients

Logical Structuring

Ability to organize insights and define a logical flow to tell a story when presenting recommendations

Global Mindset

Ability to apply a global and diverse perspective to problem solving

Business-Technology Acumen

Ability to address client business challenges in the intersection of process and technology

Accesses the Organization

Ability to develop and share reusable assets that can be readily applied to new projects

Service Line Capabilities

Applies Business Aligned Analytics

Ability to use a client’s situational context and business objectives to inform analysis approach

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Looking for new job opportunities? Contemplating a career change? Hoping to advance your career within your current company? Whatever your career objective, we provide some resources to help you meet your goals.

Salary Negotiation Tips

by Mark Zoeller, Transition Assistance Coach, Evolving Workforce, Deloitte Services LP

During the prescreen process, it’s likely that a recruiter or potential employer requested your salary requirements, and that you may have provided them with a range for your expectations. In general, after that, it may be better to let the prospective employer initiate further conversations around compensation. Once you have been identified as the desired candidate for a position, you likely will have more negotiating power and can arm yourself with information to help successfully negotiate a job offer.

Planning for Salary Discussions

There are three steps you may wish to consider in preparing and planning for salary discussions with prospective employers:

Determine minimum salary requirements. You can evaluate your bottom line or minimum financial requirements to meet your household budget and expenses. It might make sense to keep this figure to yourself during the recruiting process.
Determine your ideal salary. Consider a salary that would put you on cloud nine, but keep it realistic. Be careful about pricing yourself out of the market.
Understand your competitive market value. Be prepared and know what your skills are worth in the marketplace. Sources for this information include:

Salary-related websites (There are several sites that provide this information. Simply search “salary+research+websites”)
Search firms
Salary surveys in professional journals

At the conclusion of this exercise, you have three salary figures – a minimum or floor, a realistic desired salary that is your midpoint and an ideal salary, which is your maximum. The minimum salary is for your own knowledge, and may be better kept to yourself through the process. The two remaining figures make up your salary range, albeit that the range is the top half of what you would accept. Using this range could give you an advantage in the negotiation process, since it is typically easier to negotiate down than up.

Having a realistic salary expectation is usually important before you enter into any salary negotiations.

Negotiating the Salary

Here are some key salary negotiation strategies to consider during the salary negotiation process:

Prepare thoroughly for salary negotiations, including conducting research on the salary you should expect for the specific type of position you are seeking.
Consider marketing yourself to more than one employer to compare offers and career opportunities.
Delay salary and benefit negotiations for as long as possible in the interview process. You may have more power to negotiate when the field of candidates has been reduced to just you — when the employer is completely sold on you as the best candidate for the position.
You’ll likely have your greatest negotiation leverage between the time the employer makes the original offer and the time you accept the final offer. Once you accept an offer, you may have little to no room to negotiate.
It may not be a good idea to negotiate at the time the initial job offer is made. Thank the employer for the offer and express your strong interest and enthusiasm in the job, but state that you’ll need time to evaluate the entire compensation package. Many employers are willing to give you a fair amount of time to review — and if you run across an employer, who wants a decision immediately, consider long and hard whether you want to work for such a company.
Do your research. A good tool in any negotiation is information. Make sure you have done a thorough job of determining your fair market value for the job you are seeking, the salary range of the job for this specific employer, and geographic, economic, industry, and company-specific factors that might affect the given salary. Also try to obtain information on the employer’s standard benefits package so that you have information beyond salary.
Just do it. While some recruiters may be willing to negotiate compensation, not all job-seekers actually do so.
Negotiate to your strength. Consider the strengths you bring to the position. You may choose to email your “ask,” or you may choose to call the employer and request a follow-up meeting to discuss a counter proposal.
Consider asking for a higher salary (within acceptable limits) than you are willing to accept so that when the employer counters your proposal, the salary should be near your original goal. And when possible, try and show how your actions (once on board) will recoup the extra amount (or more) that you are seeking — through cost savings or increased sales revenue, productivity, efficiencies.
If the salary you’re offered is on the low end — and the employer has stated that salary is not negotiable (probably due to corporate salary ranges or pay grade levels), consider negotiating for a signing bonus, higher performance bonuses, or a shorter time frame for a performance review and raise. You might negotiate base salary first, and then move on to other elements of the job offer.
When presenting a counter proposal to the employer, consider including a few benefits that are expendable so that you can drop them in a concession to the employer as negotiations continue.
Remember that even if all salary issues are “off the table,” there are still numerous other benefits you may attempt to negotiate, such as moving expenses, paid vacation or personal days, professional training, and more.
Focus on selling yourself throughout the negotiation process. Remind the employer of the impact you will make, the problems you will solve, the revenue you will generate. And continue expressing interest and enthusiasm for the job and the company.
If you have no intention of accepting the company’s offer, don’t waste your time or the company’s by entering into negotiation. Negotiation is a process designed to find common ground between two or more parties.
If you have multiple job offers, you may not want to put the companies into a bidding war for your services; it rarely works out.
Maintain a positive attitude. Keep in the back of your mind that your goal with these negotiations is a win-win situation. You want to get a better deal, but you also need to let the employer feel as though they got a good deal as well.
Given a number of factors, such as the strength of the economy, the size and vitality of the company, and the supply of job candidates with similar qualifications, some employers simply will not negotiate.
Try not to make demands. Instead, raise questions and make requests during negotiations. Keep the tone conversational, not confrontational.
Be prepared for any of a number of possible reactions to your counter proposal, from complete acceptance to agreeing to some concessions to refusal to negotiate.
You may have to be willing to walk away from negotiations. If you don’t have a strong position (i.e. a good current job or one or more current or potential job offers), it will be harder for you to negotiate. If you really need or want the job, be more careful in your negotiations.
Once the employer agrees to your compensation requests, the negotiations are over. You may not want to ask for anything more — or risk appearing immature or greedy and having the employer’s offer withdrawn or rescinded.
Sometimes, you may not need to negotiate. If you receive a terrific offer, one that is competitive within the market and meets your requirements, there may not be a basis – or a need – to negotiate. Don’t feel you have to force it.
Be sure to ask for the final offer in writing. Be wary of companies that are not willing to do so.

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Vacancy: Leading consultant (senior accountant

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nine0012
Deloitte

Ufa

, 03:12:01 Всемирное координированное время”>
Posted by
February 28, 2022

Job Description

Senior Consultant (Senior Payroll/HR Accountant)

Deloitte is one of the leading international firms providing audit, consulting, financial advisory services, risk management and tax and legal advice. Deloitte is represented in the seven largest cities of Russia – in Moscow, St. Petersburg, Ufa, Yekaterinburg, Novosibirsk, Vladivostok and Yuzhno-Sakhalinsk, where more than 2.2 thousand specialists work. nine0013 Our vision and strategy, developed in collaboration with the management and partners of Deloitte member firms around the world, is based on the As One principle, which means that there are no geographical, functional or business boundaries to achieve the highest quality of services provided by member firms.

What you will do in this role:

Together with our experienced team, you will have to lead interesting projects on outsourcing of accounting and payroll processes, as well as HR administration for Russian and international companies from various sectors of the economy. To meet the high standards and expertise of our group, you will need to continuously improve your knowledge and skills in payroll, labor law, HR, accounting and taxation, gaining experience through participation in complex projects. nine0003

About the department:

We specialize in accounting and tax accounting in accordance with RAS and IFRS standards in various ERP systems, in the preparation of accounting, tax and other mandatory reporting, payroll and personnel management. We have many successful projects for major players in the international and Russian markets.

For our clients, we act as a business partner who understands their business and is ready to respond quickly to new requests and changing priorities. Working in joint teams with specialists from client companies allows us to quickly and efficiently solve the tasks set, competently building the process of interaction. Our group is actively expanding its activities, so we strive to attract experienced highly qualified specialists to our ranks. nine0003

Responsibilities:

Solving interesting and diverse tasks as part of an experienced team of specialists in complex projects on outsourcing and verification of payroll and HR processes for Russian and international companies from various sectors of the economy
Continuous development of skills in areas of remuneration, personnel records management, labor law, accounting and taxation, participation in complex projects
Work as part of an interdisciplinary team of specialists

Requirements for candidates:

Experience in accounting and payroll and HR administration – 3 years or more
Higher education, preferably in the field of accounting, auditing, finance, economics, labor law, personnel management
Strong knowledge of accounting and payroll, insurance premiums, personal taxation, labor law requirements, personnel records management
Confident skills in working with the 1C:ZUP program, version 8. 3
Focus on providing clients with consistently high quality services
Developed communication skills
Fluency in Russian, knowledge of English will be an advantage
prepare and present to the audience clear concise opinions on tax, accounting, payroll and HR matters
Willingness to travel (desirable), For foreign specialists, a patent is required in cases expressly provided for by applicable law

What we offer:

Decent remuneration and a transparent system of career and professional growth
Comprehensive employee insurance program
Training and development, support in obtaining professional qualification certificates
Employee incentive programs
Flexible working hours
Comprehensive corporate discount program
Mobile phone reimbursement

Category:
Accounting, finance, audit

How to get a job in the “Big Four”

Four leading international companies in the field of audit and consulting are called the “Big Four”: Ernst & Young (EY), Pricewaterhouse Coopers (PwC), Deloitte and KPMG. nine0109

With a combined revenue of over $133 billion in 2017, graduates from the best universities in the world are seeking entry. Despite the high requirements for employees and a strict selection procedure, companies often hire specialists from Russia. If necessary, they are paid for moving to another country and visa costs. At the same time, in London, consultants with experience from 1 to 3 years can count on quite a decent salary by local standards from 37 to 42 thousand pounds a year. nine0109

We asked former and current employees of the Big Four in London about how the job selection process works, what you need to be prepared for and what you definitely should not say at the interview. The names of some heroes have been changed.

Where to find a job in the Big Four
There are several ways to get a job in a Big Four company abroad. You can come “from the street”, that is, you can apply for a vacancy on the site, you can transfer within the company, for example, from the Moscow office to the London one, or apply through friends. If the candidate is suitable, as a rule, such corporations have no problems in order to obtain a work visa and transport an employee from another country. nine0003

The first step is to fill out the questionnaire in English on the company’s website. The “Big Four” receives a large stream of resumes from all over the world every week, but they process them quickly enough. Yulianna found a vacancy at Deloitte in the “Careers” section on the company’s website and immediately received a response: “I applied at 8 pm, they called back at 8 am the next day.” Then there was another call from HR and two interviews with five different employees, and then a job offer.

Companies often first find a candidate and then create a position specifically for him, especially in management positions

Maria, an employee of Pricewaterhouse Coopers, who has worked in internal HR for several years, advises in any case to write directly to the department you are interested in, even if there are no suitable vacancies on the site. According to her, the company often first finds a candidate, and then creates a position specifically for him, especially for senior positions.

Stage 1. Interview with HR: memorize your resume and study the company’s social networks
If your resume is selected, the HR department will call you and conduct one or more phone interviews. This is the primary screening, where they check what you know about the company and how well your resume matches the job description. Little time is given. You need to know your resume by heart and be prepared to explain how your professional path aligns with your career strategy. Accordingly, a career strategy should be. Here it is important to emphasize the motivation: why this particular company from the “Big Four” suits you, exactly this division and right now (you need to know how KPMG differs from Deloitte). nine0003

It can be helpful to check not only the official website, but also the company profile on LinkedIn and Twitter to get an idea of the corporate culture and the latest news.

“Perhaps the key thing was that I went through the FAQ beforehand and thought through all the answers,” Yulianna says. – Many do not like questions about strengths and weaknesses, but they are asked to find out how prepared a person is and, accordingly, is interested. In any case, such or similar questions will be asked, and you need to be ready for them, and not come up with answers on the go. Yulianna advises to sincerely talk about herself, without going too far: “Answers like “I am a perfectionist, and this is my weak side” have long been out of favor. The rest can be prepared with the help of tests in the “Big Four”, which are easy to find on the Internet. nine0003

In addition to the standard questions in the early stages, you can expect questions about what is happening in the audit market, what are the business opportunities in the world and what are the threats to the Big Four in general and specifically to the company. Before that, it can be useful to look not only at the official website, but also at the company’s profile on LinkedIn and Twitter to get an idea of the corporate culture and find out the latest news.

Stage 2. Interview with managers: skills, competencies and business cases
The second and third interviews tend to focus more on your qualities as an employee and as a person. The employer needs to understand whether clients want to work with you.

“Usually on the second or third interview, you talk directly to the person who selects people for your team,” says Marina, who worked for five years in the London office of Ernst & Young. – Therefore, the questions, most likely, will not be of a general nature, like “why are you leaving your company?” and “how do you see yourself in 10 years”, but about what projects you had, in what industries and with what clients you worked. They might ask a very specific question about the job, like how exactly do you audit this area.” nine0003

In this part, all questions will be based on your professional skills and competencies. Maria from PwC suggests thinking through cases from your professional experience when you were able to demonstrate them. On the PwC website, you can find a list of required competencies and come up with an example for each.

Consulting often looks for people for a specific project. For example, a client appeared with a specific task, and all employees are already busy in other projects. In this case, it is worth making sure that your experience matches your future tasks as much as possible. nine0003

Depending on the position, applicants may also be asked to take tests to assess professional knowledge (taxes, accounting, finance), solve a financial problem or analyze a business case. When interviewing for starting positions, you may be given a test of logical thinking and mathematical ability. In some companies, for example, in Deloitte, all stages after the first screening can be combined in one day, while in others they can be stretched over several.

When debriefing a business case in a group, the key is to find a balance between having to speak up and letting others speak and hear them. There are several strategies for how to achieve this, such as referring to the opinions of other participants in the conversation. nine0003

Consulting often looks for people for a specific project. For example, a client appeared with a specific task, and all employees are already busy in other projects. In this case, it is worth making sure that your experience matches your future tasks as much as possible.

Get a job with the Big Four. Short cut: Ask for referrals
To bypass the first step of recruiting and increase your chances, try to find someone within the company who can refer you to the position you want or send your resume to the right department. The keyword for you is referral. This is a common practice in consulting companies. If your resume gets to an employee of the company and he gives it to the right department, this will already work as a recommendation. You have been noticed and singled out from the crowd of other applicants. If the referral is also accompanied by some comments describing what you used to do, you are much more likely to get a job. nine0003

If your CV gets to an employee of the company and he gives it to the right department, it will work as a recommendation. You have been noticed and singled out from the crowd of other applicants.

“My friend introduced me to a man from Ernst & Young in London. At that time I was still working in Russia. We met, talked, and he gave my resume to the company,” says Alexander, who worked for the Big Four in London for two years. – It is much easier to get through the referral – consider that the resume immediately gets into the business, the screening stage is practically absent. I myself have recommended several people in this way, helping them avoid the procedure of communicating with HR and applying for a vacancy on the company’s website. nine0003

When meeting employees, Alexander advises asking questions about the business, which clients the department you are interested in works with, and what other departments there are. “Your task is to get inside and get to know people from the business. They will tell you what questions they can ask at the interview.

How important is education?
It is also important to know the range of tasks that you will have to work on in order to properly emphasize your resume and talk about your technical skills at the interview. For example, somewhere you will need programming experience, and somewhere you will need a financial model that you built for your thesis. nine0003

“Of course, they look at formal criteria,” Alexander says. – Evaluate the rating of the university, your background. From Russia, graduates of the technical faculties of Moscow State University, the Higher School of Economics, Moscow Institute of Physics and Technology and NES are most willing to take. However, even without their diplomas, there is a chance to get an interview if you can show yourself and correctly talk about your skills and experience.”

Be pleasant in communication
In addition to technical skills and education, it is equally important for a consultant to demonstrate communication skills at the interview, since the job involves a lot of communication with people and the ability to persuade. These are the so-called “soft skills”: leadership, the ability to resolve conflicts and work in a team. Feel free to tell at the interview that at school you were the captain of the volleyball team, and at the university you organized a cross-stitch club. It is important to show that you not only know the topic and know how to solve problems, but you can also keep up an interesting conversation, joke and smooth over an unpleasant situation. nine0003

“In consulting, it is highly valued when a person is professionally honest,” says Alexander. – If you do not have time to hand over the project on time – tell me, if you made a mistake – admit the mistake. When this is not there, it is very difficult to work.”

Don’t be afraid to ask questions
At the interview, try not to be nervous, not shy, and be yourself as much as possible. This sounds like pretty commonplace advice, but, oddly enough, many people forget about it. It is important to find the right balance: to show your best side, but not to look too smug. Excessive ambition can be the reason why even a very talented graduate of a top university will not receive a job offer. nine0003

Ernst & Young’s Anastasia suggests preparing a couple of questions to help guide the conversation: “I was asking about experiences and obstacles for women in the upper echelons of the company; about recent events related to the company, about artificial intelligence. In general, the first two interviews were the most difficult for me to pass, while the last one was a pleasant conversation about something that we were both interested in.”

In consulting, it is highly valued when a person is professionally honest. If you do not have time to hand over the project on time – tell me, if you made a mistake – admit the mistake. When this is not the case, it is very difficult to work. nine0003

Initiative and sincere interest in working in consulting are always welcome. Don’t forget that the interview is a two-way process. So, your task is not only to please, but also to evaluate how suitable this company is for you.