Accountant BMW Aberdeen

Ref: BMW Aberdeen

Working Hours
Salary Industry leading salary and benefits
Location Aberdeen
Closing Date 25/03/2020

Accountant – John Clark BMW Aberdeen

Do you have a passion for a career in accounts? This could be the opportunity for you! BMW Aberdeen; part of the John Clark Motor Group, are seeking a professional, forward-thinking Accountant. This is an excellent opportunity for an individual who is seeking a move to join a progressive company.


  • To advise Dealer Principal and senior managers on the fiscal policies of Your Dealership Ltd and ensure adherence to them.
  • To advise the Dealer Principal as necessary in the financial affairs of the business by providing professional expertise.
  • To provide regular, accurate and meaningful financial accounts and other daily/weekly/period reports to Dealer Principal and senior managers as required.
  • To oversee and control the dealership’s borrowings and cash flow and liquidity, briefing the Dealer Principal daily.
  • To monitor financial performance and produce Key Performance Indicators for all departments.
  • To advise Departmental Managers on financial performance, margins, costs and overheads, comparing actual to plan.
  • To ensure optimum cash operating cycle by careful control of creditors, debtors and stock.
  • To ensure proper and safe custody of all cash and convertible securities on premises and in transit.
  • To ensure that all confidential and sensitive records are stored and used within the requirements of the Data Protection Acts.
  • To undertake all appropriate Company Secretarial duties.
  • To enhance the reputation of Your Dealership Ltd. at every opportunity when interacting with others.



  1. Determine the staffing levels required to achieve organisational targets and objectives.
  2. Ensure the department is fully staffed with appropriately qualified and experienced personnel.
  3. In consultation with the Personnel and Training Manager, establish training and development needs for all staff, plan the programmes, arrange courses and maintain records of training.Ensure that up-to-date and accurate documentation is maintained to allow for grant and fee redemption if available from time to time.
  4. Ensure that ‘in-dealership training’ takes place using skilled staff members to provide the highest standards of training in a cost effective manner.
  5. Work closely with and motivate all staff within the Accounts Department to ensure they work to the highest standard of professionalism, particularly with regard to confidentiality of information, attention to detail and completeness and accuracy of records.
  6. Operate the Your Dealership Ltd Staff Performance Appraisal System and ensure action is taken on results.
  7. Establish and review salary scales and incentive schemes within Your Dealership Ltd.’s pay plan structure in conjunction with, and with authority from, the Dealer Principal.Administration:
  1. Operate all financial and internal control systems within the dealership.
  2. Assist and advise the Dealer Principal in all financial reporting, business planning and budgeting.
  3. Control monitor and review, cash and liquidity positions daily to ensure that funds to undertake business activities are always available.
  4. Review dealership controls, both physical and fiscal, to ensure that the company’s assets are not misappropriated.
  5. Maintain accurate and easily retrievable, record and archiving systems in line with the need to restore and reproduce information on demand from legal and taxation authorities.Communication and Interaction:
  1. Ensure the Dealer Principal, the Board of Directors and other dealership managers are aware of the dealership’s financial position at all times.
  2. Maintain a timely flow of financial information to senior managers and encourage their response, investigation and feedback.
  3. Respond to managers’ queries and enquiries, particularly with regard to analysis of accounts and information, to ensure that all fully understand the financial performance of their department and how it is measured.
  4. Maintain a good and positive working relationship with both debtors and creditors while maintaining tight control of cash and liquidity.
  5. Ensure Your Dealership Ltd.’s positive reputation and good relations with its banks and financiers, with the company’s auditors, manufacturers and finance companies.
  6. Provide composite input and participate in the output of manufacturer composite information and inter-firm comparisons.

    About JCMGThe John Clark Motor Group is a name synonymous with outstanding customer service, we are Scotland’s 2nd largest independently family owned motor dealer. We proudly represent a number of inspirational brands, and have been trading for over 40 years, specializing in the sale of new and used vehicles from our 35 businesses across the East coast of Scotland. We strongly believe in investing in our people and provide specialist training and development opportunities to help our employees progress their future and careers. In addition to dedicated in-house training, we offer the chance to work with exceptional brands and products, in a dynamic environment where we continue to work together as a family.In return for your hard work and dedication, you have the opportunity to earn an excellent salary, plus lots of fantastic benefits.
  • Preferential rates on vehicle parts purchases and servicing.
  • Industry leading discounted Employee Car Scheme
  • 28 Day Holiday
  • Award winning In-house and manufacturer training
  • Cycle to work scheme
  • State of the arts dealership standards
  • High earning potential through commission or bonus
  • Some roles offer company car
  • Life assurance
  • Group contributory pension scheme
  • Careers development opportunities

If this sounds like you and you would love to be part of John Clark Motor Group then please APPLY now with an up to date copy of your CV. We look forward to hearing from you soon.

Please note we can only accept applications from candidates who are eligible to work in the UK without Sponsorship. Verification of your Right to Work in the UK should be included with your application

Privacy & Terms

Job Applicant Privacy Notice
Data controller: John Clark Motor Group
As part of any recruitment process, the organisation collects and processes personal data relating to job applicants. The organisation is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.

What information does the organisation collect?
The organisation collects a range of information about you. This may include:
  • your name, address and contact details, including email address and telephone number
  • details of your qualifications, skills, experience and employment history
  • information about your current level of remuneration, including benefit entitlements
  • whether or not you have a disability for which the organisation needs to make reasonable
  • adjustments during the recruitment process
  • information about your entitlement to work in the UK
The organisation may collect this information in a variety of ways. For example, data might be contained in application forms, CVs or resumes, obtained from your passport or other identity documents, or collected through interviews and other forms of assessment, including online tests.

The organisation may also collect personal data about you from third parties, such as references supplied by former employers, The organisation will seek information from third parties only once a job offer to you has been made and will inform you that it is doing so.

Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).

Why does the organisation process personal data?
The organisation needs to process data to take steps at your request prior to entering into a contract with you. It may also need to process your data to enter into a contract with you.

In some cases, the organisation needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant's eligibility to work in the UK before employment starts.

The organisation has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows the organisation to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job. The organisation may also need to process data from job applicants to respond to and defend against legal claims.

The organisation may process information about whether or not applicants are disabled to make reasonable adjustments for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment.

For some roles, the organisation is obliged to seek information about criminal convictions and offences. Where the organisation seeks this information, it does so because it is necessary for it to carry out its obligations and exercise specific rights in relation to employment. Explicit consent will be requested when required.

If your application is unsuccessful, the organisation may keep your personal data on file in case there are future employment opportunities for which you may be suited. The organisation will ask for your consent before it keeps your data for this purpose and you are free to withdraw your consent at any time.

Who has access to data?
Your information may be shared internally for the purposes of the recruitment exercise.

The organisation will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. How the organisation deals with personal data for employees is detailed in the Privacy Notice for Employees.

The organisation will not transfer your data outside the European Economic Area.

How does the organisation protect data?
The organisation takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties.

For how long does the organisation keep data?
If your application for employment is unsuccessful, the organisation will hold your data on file for a maximum of 6 months after the end of the relevant recruitment process. If you agree to allow the organisation to keep your personal data on file, the organisation will hold your data on file for a further 6 months for consideration for future employment opportunities. At the end of that period your data is securely deleted or destroyed.

If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in a new privacy notice.

Your rights
As a data subject, you have a number of rights. You can:
  • access and obtain a copy of your data on request;
  • require the organisation to change incorrect or incomplete data
  • require the organisation to delete or stop processing your data, for example where the
  • data is no longer necessary for the purposes of processing
  • object to the processing of your data where the organisation is relying on its legitimate
  • interests as the legal ground for processing
If you would like to exercise any of these rights, please contact our HR Team at

If you believe that the organisation has not complied with your data protection rights please let the HR Team know, you can also complain to the Information Commissioner.

What if you do not provide personal data?
You are under no statutory or contractual obligation to provide data to the organisation during the recruitment process. However, if you do not provide the information, the organisation may not be able to process your application properly or at all.

Automated decision-making
Recruitment processes are not based solely on automated decision-making.
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