Manager, Tax Credits & Incentives

Overview

This role joins the Specialty Tax team to support clients in maximizing federal, state, and local tax credits and incentives. Work focuses on identifying, quantifying, substantiating, and monetizing credits across areas such as clean energy credits, advanced manufacturing, negotiated state and local incentives, and site selection for clients including project developers, manufacturers, tax-exempt entities, and credit purchasers.

The Manager works with U.S. engagement teams, owns delivery for assigned workstreams, and serves as the first technical review layer on associate work.

Responsibilities

Technical delivery

• Own workstream delivery by managing credit calculations, eligibility analyses, benefit models, and substantiation packages from kickoff through issuance, in coordination with engagement teams.
• Analyze credit eligibility, including clean energy credits under the Inflation Reduction Act (IRA) as amended by the One Big Beautiful Bill Act (OBBBA), covering Sections 48E, 45Y, 45X, 45Z, 45Q, 45V, and 45U, along with legacy Sections 45 and 48.
• Build the beginning-of-construction record, supporting physical work test and five percent safe harbor positions, including continuity and underlying documentation, with awareness that governing guidance remains unsettled and positions may need support on more than one basis.
• Apply prohibited foreign entity (PFE) rules by running material assistance cost ratio (MACR) computations, gathering and assessing supplier certifications, and tracing costs under current guidance.
• Evaluate bonus credit criteria, including prevailing wage and apprenticeship (PWA), domestic content, energy community, and low-income community, and help maintain the supporting record.
• Support credit monetization, including transferability under Section 6418 and elective (direct) pay under Section 6417, supporting both buy- and sell-side diligence, pre-filing registration, transfer election statements, and closing deliverables.
• Build and review benefit models to quantify federal, state, and local credit and incentive value, including after-tax value, basis reduction, and recapture exposure.
• Support state and local incentive work, including site-selection comparisons, negotiated incentive modeling, and post-award compliance tracking against hiring, wage, and investment commitments.
• Prepare and review credit filings and workpapers, including supporting filed positions under IRS or state examination.
• Research technical positions and translate new guidance into practical engagement steps.
• Contribute across Specialty Tax, including supporting R&D tax credit engagements alongside the R&D Tax Credit Services team.

Team and engagement management

• Review associate work by checking technical accuracy and documentation quality and providing clear, timely coaching.
• Coordinate delivery by managing timelines, budgets, and status reporting across time zones.
• Help grow the team through training, review notes, and knowledge sharing.

Requirements

Required

• Bachelor’s degree in accounting, finance, engineering, economics, or a related field.
• Five or more years of relevant experience in tax credits and incentives, tax, or a related technical discipline, including two or more years reviewing the work of others.
• Demonstrated experience with U.S. federal energy tax credits and with credit monetization under Sections 6418 and 6417.
• Strong modeling skills (advanced Excel), including building a credit calculation from source data and reviewing someone else’s.
• Working knowledge of the credit forms in scope, including Forms 3800 and Schedule A (Form 3800), 3468, 7207, 8835, and 8933, and of the pre-filing registration process for transfer and elective payment elections.
• Clear written English, with the ability to document and defend a technical position in writing.

Preferred

• CPA, JD, Master of Taxation (MTax), Enrolled Agent, Chartered Accountant, or steady progress toward one.
• Experience with state and local credits and incentives, or site-selection analysis.
• Experience with research and development (R&D) tax credits under Section 41, including qualified research expense analysis and supporting documentation.
• Hands-on experience with prohibited foreign entity rules, domestic content substantiation, or PWA compliance.
• Prior experience at a Big Four, national, or regional accounting firm, or in-house at a developer, manufacturer, or credit purchaser.

Compensation & Benefits

Salary

• $98,500 - $164,000 a year

The salary range is stated above. An actual salary may fall closer to one end of the range, and in certain circumstances, may be outside of the listed salary range.

Benefits (full-time)

• Medical, Dental, and Vision Insurance on the first day of employment
• Flexible Spending Account and Dependent Care Account
• 401k with Profit Sharing
• 9+ holidays and discretionary time off structure
• Parental Leave – coverage for both primary and secondary caregivers
• Tuition Assistance Program and CPA support program with cash incentive upon completion
• Discretionary incentive compensation based on firm, group and individual performance
• Incentive compensation related to origination of new client sales
• Top rated wellness program
• Flexible working environment including remote and hybrid options

Application Timeline

• The application window is anticipated to close on September 30, 2026 and may be extended as needed.

Equal Opportunity

The employer is an Equal Opportunity Employer and encourages diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race; color; religion; national origin; sex; pregnancy; sexual orientation; gender identity and/or expression; age; disability; genetic information; citizenship status; military service obligations or any other category protected by applicable federal, state, or local law.

Note on Hiring Tools

Artificial intelligence (AI) tools may be used to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist the recruitment team but do not replace human judgment; final hiring decisions are made by humans.