Advisor-IT Sox Compliance

Serves as the senior technical expert on IT controls for financial systems. Leads complex assessments and mentors junior staff. Acts as a strategic partner to Finance and IT leadership to identify, assess, and mitigate IT risks impacting financial reporting and ensuring compliance with SOX and other regulatory requirements.

ESSENTIAL JOB DUTIES/RESPONSIBILITIES:

• Leads control testing and risk assessments.
• Acts as a liaison between IT, Finance, and Audit teams. Supports the manager in strategic initiatives.
• Perform advanced ITGC testing and documentation.
• Identify control gaps and recommend solutions.
• Lead walkthroughs and audit preparations.
• Mentor junior analysts.
• Comply with all applicable laws/regulations, as well as company policies/procedures.
• Perform other duties as assigned.

Minimum education

• Bachelor's degree in IT, Accounting, or related field.

Related experience may offset degree requirements and related education/degree may offset experience requirements.

Minimum experience

• Five (5) years of experience in IT audit, risk, or compliance.

Knowledge, skills and abilities

• Strong knowledge of SOX and IT risk frameworks.
• Excellent analytical and documentation skills.
• Ability to lead projects and influence stakeholders.
• Excellent communication and stakeholder engagement.
• Ability to manage multiple priorities in a fast-paced environment.

Preferred Qualifications:

Pay Transparency:

Pay:

Additional Details: This position will be domiciled at a FedEx Freight location in Memphis, TN or Harrison, AR. You will be required to work at a FedEx Freight location several times per week.

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

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If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.