Accounts and Administration Assistant
AJ Chambers are currently recruiting for a well-established Construction Company based in Canvey Island, Essex.
Our client is looking for an Accounts and Administration Assistant for three days per week in their busy office. This is a permanent position with working hours between 10:00 to 15:00, with some flexibility and days to be agreed upon.
We are looking for someone willing to learn and progress their accounts knowledge to eventually understand the full Management Accounting processes.
For further information on this role, please apply direct or contact Darren Buckley at AJ Chambers
I am working closely with a modern and progressive firm in Chelmsford that are looking to appoint an AAT qualified or training Accounts Assistant with 1-3 years accountancy practice experience.
In this role, you will work in an experienced team, with full support from your Managers and Directors and colleagues to achieve your qualification and progress to a Senior position. Our clients will fund all courses and offers study leave and will actively encourage you to challenge your knowledge on day-to-day responsibilities.
Location: Chelmsford, Essex
Salary: £17,000 - £25,000 (DOE and level of qualification)
Accounts Assistant - Duties:
What will you get in return?
For further information on this Accounts Assistant position, please apply direct or contact Scott Golding from AJ Chambers Recruitment.
AJ Chambers are working with a large, multinational Accountancy Practice with a strong focus towards the international technology sector and private equity backed companies, who are looking for an Outsourcing Assistant Manager to join their London office.
What’s on offer:
Duties & Responsibilities
The Ideal Candidate
For more information on this role please apply with your CV, or contact Adam Munro at AJ Chambers Recruitment
Senior Internal Auditor
£45,000-£50,000 pa (Depending on Experience)
AJ Chambers are pleased to be representing a Top 50 Chartered Accountancy practice who are looking for a fully qualified, or Finalist Senior Auditor to join their Internal Audit team.
Work based competencies
Training & Development:
If you believe you have what it takes to be successful in this Senior Internal Audit role based in Cambridge and you would like to be considered, please do apply direct or contact Danny Brown at AJ Chambers and we will be in touch if short-listed!
Senior Internal Auditor
£45,000-£50,000 pa (Depending on Experience)
AJ Chambers are working closely with a modern, well-established growing firm of chartered accountants, that are looking to appoint a Senior Accountant in Chelmsford.
This position is available due to succession planning within the firm and significant growth of the client base, even during Covid-19. The Partners are looking for someone capable and client focused, with ambitions to achieve Manager and possibly Director levels within the next 3-6 years. You may be newly qualified or have a year or two post qualified experience but cannot see the opportunity for progression or promotion.
Remuneration Package – Senior Accountant:
Senior Accountant – Core Duties:
For further information on the Senior Accountant role, please apply direct or contact Scott Golding from AJ Chambers Recruitment.
AJ Chambers are working with a leading regional firm of chartered accountants, to support them with the appointment of an experienced Payroll Supervisor.
Our client has a busy and expanding payroll bureau with a current Payroll Manager who is reducing their level of responsibility to open a supervisory position to an external hire.
You will be responsible for your own client portfolio and managing the workload for 2 more junior members in the team.
Benefits and remuneration:
Payroll Supervisor – Key Responsibilities:
For further information on this Payroll Supervisor position, please apply direct or contact Scott Golding from AJ Chambers Recruitment.
An excellent opportunity for a Part Qualified Accountant to join a dynamic & forward thinking team based in East London, as our client are looking for a Semi Senior Accountant to join the firm!
You will be responsible for the preparation of management accounts, statutory accounts, Corporation Tax Returns, & Personal Tax Returns, whilst handling all aspects of the client’s financial and personal taxation affairs for a variety of creative clients within the music, media and entertainment industries.
What’s on offer?
Duties & Responsibilities
The Ideal Candidate
For more information please apply with your CV, or contact Adam Munro at AJ Chambers Recruitment
R&D Tax Associate (Software)
AJ Chambers are currently representing an R&D Tax Associate to Join a top ranked firm’s London Office
As an R&D Tax Manager, you will be responsible for providing specialist advice to clients on R&D tax reliefs, including the technical, tax and financial aspects of the relief schemes. A key aspect of the role will be the management and preparation of written reports supporting claims for R&D tax reliefs.
In addition, you will be expected to maintain excellent client relationships across a portfolio of cases and may also be asked to support the sales team in business development, proposals and other sales activities.
R&D Tax Associate duties will include:
Ideal requirements for R&D Tax Associate:
For more information on this R&D Tax Associate role, please apply directly or contact Tom Sharland-Harris at AJ Chambers
Chambers Group is an award-winning specialist recruitment consultancy, based in Rochford. We believe in providing an unrivaled and high-quality, detail-oriented approach to our clients, making us leading recruitment partners in our fields. We have two core business areas, Accountancy Practice and Finance, and Legal Private Practice.
The group is looking to expand by hiring trainees to join across both business areas.
As a graduate opportunity, full training would be provided, which is delivered via a mixture of online learning, where we have access to a market-leading recruitment training platform, and in-person training delivered by one of our Directors. Training is ongoing throughout your time in the business, and not just for the initial induction period.
Our consultants all have the opportunity to develop their own small business niche within our framework, and this opportunity would suit someone ambitious and entrepreneurial.
As a group, we have a social culture and one of our core values is “Collaboration” - it is encouraged that you get to know everyone in the business for both professional and social reasons. To that end, we have sports teams including football and netball, and regularly have team bonding events including nights out
For this position, Recruitment experience is not necessary, but you need to fit one of the following criteria:
The Chambers Group also operate a commission scheme, which has the potential to see you double your base salary when hitting and exceeding targets.
If you're interested in finding out more, please apply directly or get in touch with Jason Reynolds at Chambers Group.
ACCOUNTS ASSISTANT TO SMALL BUSINESS DEPARTMENT
Are you looking to develop a career in Practice? Do you live locally to Swanley & would like to work for a supportive and well-respected local firm of accountants?
If so, we are currently seeking an AAT Qualified or almost AAT qualified, Accounts Assistant to join our team. We will also consider qualified by experience.
This is a key role within the Accounts team and your responsibilities will include:
To be considered, applicants will need to have recent Practice experience - including preparing accounts, combined with exceptional communication skills and a desire to learn and contribute to the team environment.
In return, you will receive a competitive salary plus study support (where applicable) and excellent development opportunities.
For further information on this role please apply direct or contact Jodi King at AJ Chambers.
ACCOUNTS ASSISTANT TO LARGER COMPANY ACCOUNTS AND AUDIT DEPARTMENT
Are you looking to further your career in Practice? Do you live local to Swanley and would you like to work for a supportive and well-respected local firm of accountants?
If yes, we are currently seeking someone with a minimum of 3 years relevant experience in an accountancy practice to join our team.
Your responsibilities will include:
Audit training will be given if needed.
We will consider AAT level 4, ACA or ACCA studiers and those with the relevant experience.
We offer a competitive salary and, if applicable, excellent study support.
For further information on this role please apply direct or contact Jodi King at AJ Chambers.
AJ Chambers are delighted to be exclusively representing one the European market leaders in their specialist field, with over 40 years’ experience in the manufacturing industry the company has grown exponentially over the years, and they are proud to remain family owned.
Based in the heart of South East Essex, the Finance Manager role is open for someone with good experience within a Manufacturing, FMCG or Engineering environment. The ideal candidate will be a qualified professional who is either CIMA, ACCA, ACA or equivalent.
This position would suit an inquisitive individual with good experience within a commerce and industry setting, happy to get involved on the ‘shop-floor’ and engage with all staff and customers and is also able to demonstrate good commercial ‘know-how’ and the ability to communicate at all levels.
Reporting to the Managing Director, the new Finance Manager will have four members of staff reporting to them, which includes a Company Accountant, Purchase Ledger, Credit Controller and Office Administrator.
Main Purpose of Role:
Overseeing the company Finance function and supervising the Accounts Department staff.
Role and Responsibilities:
Preparation of the Monthly Management Accounts Package in conjunction with the Company Accountant.
Budget Management and Preparation of Annual Budget.
Daily monitoring and periodical forecasts of Cash-flows.
Stock-takes / Cost of Sales: -
Salaries and Benefits: -
HP / Finance.
Other Ad Hoc duties: -
To provide support, and absence cover, for Company Accountant and other Accounts Staff in your team.
Skills and Abilities:
For further information on this exciting Finance Manager position, please apply direct or contact Darren Buckley at AJ Chambers
FP&A Reporting Manager
AJ Chambers are delighted to be partnering an award-winning independent retailer with ambitious but realistic plans to grow. Already boasting a worldwide reach covering the European, US, China, and the Middle East markets in their specialist field, over the past three decades the business has built a trusted and talented team which have helped drive the strategy and vision to make the company one of the market leaders today.
Reporting to Finance Director, you will work with the accounts team to undertake aspects of financial planning, analysis and reporting for finance and the wider business. The role involves overseeing the Assistant Management Accountant in delivering month-end tasks whilst providing support to the wider team and assisting the Finance Director in driving performance, and value adds reporting to the business. The individual will learn and help improve existing processes ensuring a professional and accurate approach to all work undertaken. A natural requirement to be inquisitive and ask questions whilst observing good etiquette in dealing with key stakeholders and team members where required.
Key Duties and Responsibilities:
Key Skills and Experience Requirements:
For further information on this exciting new FP&A Reporting Manager role, please apply direct or contact Darren Buckley at AJ Chambers
AJ Chambers are excited to be working with a UK Top 60 Firm based in the City of London, who are looking for an experienced & qualified Audit Assistant Manager to join their team.
What’s on Offer?
Duties & Responsibilities
The role will be split between approximately 70% Audit & 30% Accounts
The Ideal Candidate
For more details on this role please apply, or contact Adam Munro at AJ Chambers Recruitment
Property Client Accountant
AJ Chambers are excited to be exclusively representing a highly respected and well-established firm of managing agents based in Chelmsford, Essex.
We are looking for a commercial individual to join our clients friendly and motivated accounts team, looking after some core clients and working across a range of duties to ensure the role stays varied and continued development is available.
For further information on this exciting new Property Client Accountant position, please apply direct or contact Darren Buckley at AJ Chambers
A J Chambers is the best recruitment consultancy. I have ever dealt with. All the staff are pleasant and helpful.
Sharon Thorne, Chair of the Deloitte Global Board of Directors, talks to AJ Chambers in an Interview about Women in senior leadership positions, gender parity and the impact of coronavirus.Prior to leading the board, Sharon was the Deputy CEO and Managing Partner Global & Strategy of Deloitte North West Europe (NWE), and a member of the Deloitte Global Board of Directors. She is an advocate for collective action on environmental sustainability and climate change, and has long championed Deloitte’s ambition to achieve higher representation of women in leadership globally.More than a third of FTSE 350 board positions are held by women, according to the government backed Hampton Alexander review which was launched in 2016 to encourage UK-listed companies to appoint more women to their boards and into senior leadership positions. Without this government backed initiative do you believe we would not have seen these gains and do you think we need initiatives like this to achieve parity? I do think initiatives like this make a difference and without the Government support and also media attention it has had, I don’t think we would have moved as far as we have on the proportion of women on boards. However, it is critical that such diversity initiatives are not seen simply as tick-box or compliance activities.The business case for diversity is clear – research shows that increasing diversity not only helps create a more inclusive culture, it also leads to better business outcomes. Increased diversity of all kinds and at all levels leads to smarter decision-making, reduces risk, contributes to an organisation’s bottom line, powers innovation, and protects against blind spots, among other benefits. The sooner organisations realise this and increase diversity, the more successful they’ll be.Gender diversity has always been an area of special focus for me. One of the issues that concerns me the most right now related to achieving parity is the impact the pandemic has had on working women and how the extra responsibilities many women have had to take on has adversely impacted their career progression. Even before COVID the pace of change was too slow – this could set us back decades. There is research starting to be produced on this topic, however, I am afraid we won’t know the true impact for many months.It’s important to remember that achieving parity isn’t just important in the boardroom – we also need more women around the executive table and participating in strategic conversations where critical decisions are being made.Drawing from your own career experiences, what is your key piece of advice to women who may either be training or newly qualified and coming into the accountancy practice industry? First and foremost, I think you have to work out what you are good at and love doing – find your passion. Remember, it is a corporate lattice, not a ladder. You may choose to take time out or change direction and you can still have a fantastic leadership career. It is key that you get personal satisfaction and value out of your work and enjoy the journey; it isn’t all about the destination! Once you think about what you want, believe you can get there and absolutely go for it. Far too many women – including myself – have experiences with imposter syndrome, which can at times be crippling. And whilst it can be very challenging to overcome, it’s important to recognise that imposter syndrome can be caused (or exacerbated) by the environment you are operating in – which underlines the need for a diverse and inclusive culture. However, I do believe that half the battle is having the confidence to put yourself forward. One of the most important lessons I have learnt is the importance of being your true self at work and being confident to be that person; you’ll be surprised by what you can achieve when you do.Finally, make sure that you’ve got a sponsor who’s going to champion you, plus a mentor who will support and push you. It can be harder for women to access sponsors, but with more and more companies taking inclusive leadership development initiatives seriously, we are beginning to see change. Sponsors and mentors are key in pushing you out of your comfort zone and encouraging you to take challenging opportunities that you might otherwise shy away from. I personally sponsor several women and I get great pleasure from seeing the positive impact it has on them and their careers.Skilled finance professionals are in increased demand, now more than ever during the pandemic. Research states companies with diverse leadership teams have better profitability and efficiency, however representation of women in leadership roles across finance and in all industries is still relatively uncommon; why do you think this is? Women continue to face significant barriers to equality. Around the world, women do the vast majority of unpaid work in the home, workplace cultures are often out of date and not designed to accommodate the needs of women, unconscious bias is pervasive and goes unaddressed, and women don’t receive the same level of sponsorship that often leads to success for their male counterparts. And of course, the pandemic has exacerbated these issues.All these factors – and others – work in tandem to create a significant pipeline problem: there are just not enough women making it to senior leadership roles across the finance industry – and indeed most other industries.It is also important to address the pipeline problem, not just focusing on the C-suite. Companies should also look at the critical “middle” management level where gender inequality tends to become more acute as barriers for women increase, for example due to lack of flexible work options, the performance vs. potential challenge (where men tend to be promoted on potential while women are promoted on performance), and the lack of role models at the top. This is where companies can make a difference by launching leadership, sponsorship and mentoring initiatives that provide women with opportunities for advancement. It’s critical that we level the playing field.At Deloitte we are acutely aware of this challenge and determined to tackle it head on. We have a clear strategy and commitment to increase the proportion of women in senior leadership roles in all of our geographies at Executive and Board level and also in key client serving roles, and I am very proud of the progress we have made. We also know there’s more work to be done, especially as the pandemic has worsened many of the issues for women at work.Our focus on gender equality does not end with our own organisation. Through a number of our WorldClass societal impact projects, Deloitte aims to positively impact the lives of women and girls outside our organisation. Stories of some of this work around the world are captured in our first-ever Global Gender Impact Report. What role do business leaders need to take in nurturing new and diverse talent into the market post COVID? At a time when COVID-19 has exacerbated existing inequalities and injustices, we’re experiencing social, political, and economic turmoil around the globe, and we continue to face the very serious and increasing threat of climate change, the role of leadership has perhaps never been so important. Trust and resilience are critical right now.We’re at a pivotal point, and organisations and societies must learn from these crises and implement changes that enhance their resilience. We have the opportunity to build a better normal and make sure our workplaces work for everyone regardless of gender, race, ability, sexual orientation, background – or any other factor that makes us all unique individuals.When it comes to accountability around diversity, equity, and inclusion (DEI), business leaders must set the tone from the top – addressing culture and ensuring leadership accountability for building a truly inclusive environment.Perception of what makes a good leadership in business has changed, accelerated in part by the pandemic. In your view, what makes a good leadership style and why?Along with having to adapt to working remotely, I think the current environment has made empathy, authenticity, and trust even more important characteristics of being a good leader. Everyone has been impacted by the pandemic in some way. Some people are dealing with increased anxiety and uncertainty, some are feeling isolated, and some now have increased workloads – either at home or at work – that can feel very overwhelming.As lives have been disrupted by the pandemic, I have found it’s especially important for leaders to be able to have open and supportive conversations with their teams. I check in with my core team regularly – through one-on-one or small group calls and ask them if they are okay, and I listen and probe and support as needed. And sometimes it’s important to ask are you okay more than once to get to the truth.Leading with empathy promotes an open and respectful culture that can build trust among employers and employees. Open dialogues can also help leaders understand the short-term constraints their team members may be facing and better support them. I also think it’s important to lead by example and for leaders to be open about the challenges they are facing – to share their vulnerabilities – because this gives team members the psychological safety they need to do the same.The global pandemic has altered the way we work. What is your view on the new norm of flexible working patterns and remote working, and do you think flexible working patterns will be here to stay? This period has exposed the positives and negatives of remote working. On the one hand, there are real environmental and personal wellbeing benefits to reducing work travel. And although virtual engagement isn’t the same as being together in person, you can certainly cover a lot more ground in one day. I used to go to one country for three or four days; now I can “go” to five or six countries in one day!On the other hand, when you’re working from home and constantly connected to technology, it can be hard to switch off, no matter what time of day it is or where you are. It can be hard to know these days if we are working from home, or if we live at work! It’s been especially important for me to prioritise formal breaks and personal time to make sure I am maintaining a good balance between my work and personal life. I also really miss the energy and creative spark that comes from face-to-face interactions and so will plan a balance of being in the office and working from home going forward.During my career I have learnt that having balance is absolutely crucial to working successfully and finding purpose and value in what you do. Ensuring I have the right team around me at work, and the right support structures at home is vital, and I set aside time to spend connecting with colleagues, friends and family, and seeking support when I need it.At Deloitte we recognise the importance of prioritising our people’s mental health. In January we co-launched the Global Business Collaboration for Better Workplace Mental Health. This new business-led collaboration will advocate for and accelerate critical change for workplace mental health and enable employees to thrive in the workplace and beyond.I think in the “new normal,” once pandemic restrictions have eased, most organisations will have some balance between working from home and working in the office. However, it’s important to note that remote working does not always translate to flexible working.Flexible working can have real benefits for organisations’ diversity, equity, and inclusion goals. However, to do it right, organisations must make sure they’re fostering a workplace culture that recognizes and rewards productivity and performance over presenteeism, combatting the misconception that flex work is gender-driven, and encouraging transparency at all levels so employees can establish work schedules that enable them to prioritise both their work and well-being. People have to feel able to switch off and to take personal time even when they are working from home long-term.It is well documented that women have taken on the majority of childcare and homeschooling responsibilities during the pandemic, which has highlighted the gender pay gap issue when women have children. Add to this, more women have been furloughed or lost their jobs globally during the pandemic. How do you think this will affect the world of work and opportunities for progression for women and what can organisations do to support the female workforce?As a recent Deloitte Global report on women and COVID-19 found, the pandemic has adversely affected working women, leading to negative impacts in mental and physical well-being and work/life balance.We are at an inflection point, seeing as 60% of those surveyed question whether they want to progress at their organisations when considering what they believe it will take.Organisations need to take action to support the women in their workforces and ensure they can thrive both personally and professionally—or our economy and society could face long-standing repercussions.Our research demonstrates there’s no one-size-fits-all approach, but points to six key steps that leaders can implement to support not just the women in their workforces – but all their employees – during the pandemic. These include making flexible working arrangements the norm, implementing learning experiences that work for employees’ daily (perhaps disrupted) lives, addressing unconscious bias in succession and promotion planning (and considering how this manifests in remote working environments), and making diversity, respect, and inclusion non-negotiable values.
Chambers Group transcends the traditional recruitment model. We nurture long-term peer-to-peer relationships and are a central source of intelligence for the Chartered Accountancy and Legal Private Practice industry providing our colleagues insight and guidance.
We are re-shaping the world of recruitment and we have so much more to offer beyond vacancies.