POSITION IDENTIFICATION
TITLE Senior Internal Auditor
CLASSIFICATION NUMBER 1660
GRADE 46
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Director of Internal Audit and Risk Management
GENERAL FUNCTION
The Senior Internal Auditor is responsible for in-charge (leadership) assignment of
internal audits and non-audit activities under the supervision of the Director of
Internal Audit and Risk Management. Assignments vary in complexity and are carried
out with minimal supervision. The Senior Internal Auditor reviews and analyzes transactions,
documents, records, reports, and accounts relating to University operations and functions
and prepares acceptable working papers and audit reports of findings. Special reviews
and projects may be assigned as requested by the Board of Governors and University
administrators.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor's degree in accounting, business, risk management or related
field and at least one certification (CPA, CIA, CISA, CFE, CRMA, or other as approved
by the Director of Internal Audit and Risk Management) is required.
Experience: At least five years of experience in internal auditing, managing projects
of complexity with little direct supervision in day-to-day activity, and roles of
leadership and supervision are required.
Skills: Must demonstrate strong leadership skills. Strong verbal and written communication
and listening skills, critical thinking skills, and the ability to communicate ideas,
facts, and abstract concepts to people from all constituencies of the University is
required. Must be proficient in department software programs at the time of promotion.
Must be able to work with little direct supervision and meet assigned deadlines. The
displayed the ability to supervise a student and staff employee(s). Professionalism
and objectivity under all circumstances is required. The ability to develop knowledge
of, respect for, and skills to engage with those of other cultures or backgrounds
is required.
Travel: The position requires approximately 5-10% out-of-area travel (within Missouri,
no weekends).
Remote Work: Hybrid (In Office and Remote) work is optional, depending upon assignment.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Performs audit and advisory services under the direction and supervision of the
Director and in conformance with the Global Internal Audit Standards and office policies
and procedures.
2. Proficient in audit planning, execution of interviews with various employees, and
conducting a wide variety of audit tests/procedures. Interprets information learned
and analysis against appropriate criteria and consistently documents relevant facts
and information to support the work performed and conclusions drawn so other reviewers
can follow the auditor’s logic and methodology.
3. Proficiently applies internal control concepts, interprets, and evaluates compliance
with federal and state laws and university policies, assesses financial, operational,
and compliance risks. 3. Contributes to the development of internal quality assurance
program and in the building of a stronger more valuable audit function through the
contribution of ideas, knowledge, and skills.
4. Prioritizes work so that resources are devoted to areas of highest risk and employs
effective time management skills to meet established deadlines and time budgets for
each project.
5. Effectively communicates the results of audits to the audit team and through preparation
of final reports and presentation to management.
6. Maintains confidentiality and exhibits appropriate judgement when determining when
information requires such confidentiality.
7. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
8. Remains competent and current through self-directed professional reading, developing
professional contacts with colleagues, attending professional development courses,
and attending training and/or courses.
9. Contributes to the overall success of the University by working as a team member
on audits and special projects and performing all other duties and responsibilities
as assigned.
SUPERVISION
The Senior Internal Auditor may be required, at times, to supervise internal auditors,
student employees and/or graduate assistants.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2024
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 5.0 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.
Factor 2: Supervisory Responsibility
Level 2.0 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
Factor 3: Interactions with Others
Level 4.0 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3.0 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 4.0 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.
