Internal Auditor

WHO WE ARE:
For more than a century, Hallmark has been bringing people together and improving the relationships that matter most. That’s why millions of people all over the world connect with the Hallmark brand. It has always been a mission so much bigger than any one of us who work here. Today, we need empathetic learners, strategic thinkers, and enthusiastic visionaries with diverse experiences and skills to help us create the rest of Hallmark’s second century as we shift to a more digitally savvy, unified approach that combines the best of brick-and-mortar retail with the efficiency of dot-com spaces. Help us imagine what our next hundred years could look like!

When you join Hallmark, we will go out of our way to make you feel like part of the team, even in a remote/hybrid work environment. In the day-to-day, we’ll make the best use of the skills and talents you already have. We’ll also give you leadership opportunities and show you multiple potential pathways to future success.

Our culture of care for our consumers and for one another shows in the way we embrace different backgrounds, identities, and working styles, deliberately seeking out ways to be more inclusive both internally among our work groups and externally through the things we make and sell to our retail partners and consumers. We believe that a broadly inclusive, equitable approach is also our best path to future success. We’re seeking out those who can bring a fresh perspective to our business and would love your input as someone new to our team! We can only change and grow when we intentionally include new perspectives–like yours.

WHAT YOUR ROLE ENTAILS AND HOW YOU WILL CONTRIBUTE:
The Internal Auditor’s main function is to work in a team environment and participate in the planning and execution of audits across all of Hallmark Cards, Inc., including Crayola and Hallmark Media.

The Internal Auditor has overall responsibility for interviewing, control testing, data analysis, and preparation of organized work papers that document process understanding, test work performed, and conclusions reached. Based on the results of audit fieldwork, the Internal Auditor must develop and negotiate workable solutions and business process improvements with the audit client. Finally, the Internal Auditor is responsible for participating in the department’s annual risk assessment process used to establish an annual audit plan which focuses on key current and strategic business objectives for all of Hallmark’s businesses. The Internal Auditor may also assist in the planning, direction, and performance of due diligence analyses of acquired entities and other special projects as assigned.

BASIC QUALIFICATIONS:

• Degree in Business/Accounting/Finance
• Ability to collaborate and problem solve with business partners

PREFERRED QUALIFICATIONS:

• Public accounting or internal audit experience
• CPA license
• CIA certification

Now’s your chance to embrace a future with Hallmark—just follow the instructions below to apply.
You must show how you meet the basic qualifications in a resume or document you upload, or by completing the work experience and education application fields. Accepted file types are DOCX and PDF.

In compliance with the Immigration Reform and Control Act of 1986, Hallmark Cards, Inc. and its subsidiary companies will hire only individuals lawfully authorized to work in the United States. Hallmark does not generally provide sponsorship for employment.

Employment by Hallmark is contingent upon the signing of the Employment Agreement, signing of an agreement to arbitrate in connection with the Hallmark Dispute Resolution Program, completing Form I-9 Employment Eligibility Verification, passing the urinalysis drug screen, education verification and satisfactory reference and background checks.

Hallmark is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, sex, age, pregnancy, national origin, physical or mental disability, genetics, sexual orientation, gender identity, veteran status, or any other legally-protected status. Principals only please.

Good for You, Good for your Family, Good for the Community
We offer competitive healthcare and PTO, remote work options, flexible schedules, parental leave, support for professional development, and employee assistance programs to care for your total well-being. You can learn more about our benefits here. But we also know the idea of benefits is bigger than that. From volunteering for relevant-skills-based projects to helping children and families and others in need, from partnering with nonprofit groups to inspiring a new generation, Hallmark provides many simple and rewarding ways for you to give back to your community. We applaud and fully support all our employees’ efforts to make their communities better. Whether you’re living near the KC HQ or somewhere else, Hallmarkers have a number of ways to bring our values out into the world every day. We can help you direct your energies and passions toward the things that make life better for all, whether that’s volunteering, project-coordinating, donating, public-art-creating, or otherwise contributing to the neighborhoods that we call home. You can find out more about our approach to community involvement and corporate social responsibility here.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of 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. 41 CFR 60-1.35(c)