Head of Taxation

Job Summary

Required Qualifications

• •Experience leading and reviewing all aspects of tax practices
• •Knowledge of statutory norms for taxation within and outside India
• •Ability to oversee review of tax papers and handle information data requests
• •Capability to manage tax provision and tax compliance process
• •Experience managing and coordinating tax audits and attending external audits
• •Ability to review monthly/quarterly tax provisions, Corp tax packages, Deferred tax assets/liabilities calculations
• •Skill in reconciling and preparing analysis on general ledger tax accounts
• •Ability to monitor key financial and business metrics and circulate reports to stakeholders
• •Capability to flag potential compliance issues in taxation to senior management
• •Knowledge of Statutory compliances (GST, ITC 04, PT, TDS & TCS Returns)
• •Ability to ensure timely submission of Form 16 & Form 27D
• •Skill in reconciling books with returns and government portals (26AS, GST)
• •Knowledge of Direct taxes and working of advance tax
• •Experience with Mandatory compliances with auditors for taxation matters
• •Ability to handle Yearly Tax Assessment
• •Analytical Thinking: Analyze complex situations, break each into its constituent part
• •Analytical Thinking: Segregates main issues, sub-issues, probable problems based on criticalities / complexities
• •Analytical Thinking: Understands the linkages within issues/information
• •Analytical Thinking: Identifies patterns or relationships from information and events while fixing up solutions
• •Analytical Thinking: Comfortable working with multiple data points
• •Diversity & Inclusion: Modify personal attitude in accordance to the Diversity policy
• •Diversity & Inclusion: Treat others fairly and respectfully
• •Diversity & Inclusion: Help others to understand the implications of the organization's values and ideas regarding diversity
• •Diversity & Inclusion: Drive initiatives to resolve any issues relating to diversity
• •People Development: Offers feedbacks that support individual's acceptance level, readiness and communication style
• •People Development: Provides encouragement and coaches the employee on an ongoing basis
• •People Development: Keeps the long-term development of the entire team while using any intervention
• •People Development: Monitors the team's progress on developmental interventions and their development plans
• •People Development: Sees long term potential and deploys people on stretch assignments even taking calculated business risk
• •Collaboration: Consistently fosters collaboration and respect among team members by addressing elements of the group process that impedes, or could impede, the group from reaching its goal
• •Collaboration: Engages the 'right people,' within and beyond organizational boundaries, by matching individual capabilities and skills to the team's goals
• •Collaboration: Works with a wide range of teams and readily shares lessons learned and credit for team accomplishments
• •Collaboration: Regularly reviews effectiveness of through collaboratively revisiting and refreshing partnership goals and achievements
• •Collaboration: Openly shares credit for team accomplishment
• •Process Excellence: Identifies, evolves, and evaluates process improvement opportunities based on relevant learnings and expert analysis of processes, technology enablers, etc.
• •Process Excellence: Drives and publicize Process adherence as a tool to minimize rework and add value
• •Process Excellence: Sets/Improves mechanism to make easy to follow processes & monitor its adherence
• •Process Excellence: Acts as role model with respect to the process adherence
• •Process Excellence: Improve the existing processes to monitor adherence
• •Result Orientation: Manages own and others' performance towards reaching organization goals and with superior quality
• •Result Orientation: Makes decisions or chooses goals based on explicit considerations to potential profit, return on investment or cost-benefit analyses and thinks of the risks involved for the business
• •Result Orientation: Demonstrates creativity in obtaining work results within the available resources
• •Result Orientation: Acts as role model and coach in driving for results
• •Result Orientation: Recognizes improvement opportunities and proactively exploits and enhances them to the maximum
• •Change Agility: Articulates a clear, compelling vision for change and communicates benefits and reasons across the organization
• •Change Agility: Anticipates resistance to change early on and adapts tools to manage it
• •Change Agility: Challenges the current approach of doing work and seeks opportunities to change
• •Change Agility: Takes appropriate risks in pursuit of improvements and supports others in doing so
• •Change Agility: Defines series and sequence of activities to raise stakeholders to required commitment levels prior to go live