Mgr-IT SOX Compliance

Description

Leads the IT risk and controls function for financial systems, ensuring compliance with SOX and other regulatory requirements. Acts as a strategic partner to Finance and IT leadership to identify, assess, and mitigate IT risks impacting financial reporting.

• Oversees IT SOX compliance for all finance-related systems.
• Manages a team of analysts and specialists. 
• Collaborate with Finance, Internal Audit, and IT Security.
• Develop and maintain IT control frameworks aligned with SOX.
• Lead risk assessments and control testing.
• Manage remediation plans and audit responses.
• Provide training and guidance to team members and stakeholders.
• Coordinate with external auditors and regulatory bodies.
• Ensure compliance with lobbying disclosure and ethics regulations.
• Comply with all applicable laws/regulations, as well as company policies/procedures. Perform other duties as assigned.

Minimum education

• Bachelor’s degree in Information Systems, 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

• Deep understanding of SOX, ITGCs, and financial systems.
• Strong leadership and project management skills.
• Excellent communication and stakeholder engagement.
• Ability to manage multiple priorities in a fast-paced environment.

Preferred Qualifications:

Pay Transparency:

Pay:

Additional Details:

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

• Know Your Rights
• Pay Transparency

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.