GMcG Chartered Accountants recognises that its people are its most prized asset, an ethos that has always been at the heart of the GMcG practice. We are committed to investing in our people and to ensuring our working, physical and social environments will provide every employee with the support they need to help them get the most from their time with the firm, both personally and professionally.
A key element of the firm’s ethos involves ensuring the availability of appropriate and often tailored employee support, either through GMcG's formal mentoring system or its open-door policy where employees can avail of support and advice related to any areas of their professional or personal development.
A system of six-monthly reviews for all employees is an important mechanism for helping individuals define their career path within the firm. Opportunities and ambitions are proactively identified and managed to help employees develop their plans for career progression.
Dedicated training also extends to the firm’s placement and internship programme. GMcG is committed to ensuring students enjoy the maximum possible benefit from their time with the firm and uniquely offers students rotation between each of its different departments.
Whether you join the team as a trainee or as a more experienced adviser in any of our departments, our firm is committed to helping you develop your career in line with your personal and professional objectives. Two of the current Director team, Stephen Houston and Nigel Moore, commenced their careers as trainees with the firm. Susan Dunlop, Managing Director, has been with the firm almost 25 years and a growing number of employees can point to one or two decades of service with GMcG.
Creating opportunities for career progression is a key component of delivering the best possible working environment for GMcG employees, along with rewarding them for their success and loyalty. This is reflected in the generous reward packages which include; benchmarked salaries, critical illness and death in service cover, optional health insurance scheme, holiday purchase scheme, along with a minimum 31 days leave which increases in line with length of employment with the firm.
Hybrid and flexible working arrangements are available to both full and part time staff. Following the pandemic, GMcG was one of the first firms locally to take the decision to offer hybrid working, allowing employees to work from home for up to two days per week. These types of working arrangements offer huge benefits for employees who can avail of less travel time, less travel costs and an enhanced work-life balance. The flexibility has proved very popular with all staff, many of whom enjoy an early finish on a Friday.
GMcG has embraced and rolled out a comprehensive Employee Well-being programme. This includes an innovative programme that offers support in relation to mental, financial, physical and emotional well-being for staff. Whether it relates to dealing with stress at work and home, parenting and childcare, managing money, or health issues, this resource provides a confidential and trusted service. This is a hugely significant resource for GMcG employees and the firm has appointed mental health champions to ensure appropriate communications, mentoring and support are accessible at all times.
Social activities play an important role in creating a more enjoyable environment, where employees can nurture new friendships and really get to know colleagues from different parts of the office. An active Social Committee operates across the firm, developing ideas for social activities and outings, as well as a range of fundraising activities for a dedicated charity partner each year.
The social side of GMcG is very well supported and has helped foster an inclusive and fun element to the GMcG experience amongst employees of all grades. You can read more about the social aspect of GMcG here
At GMcG we put considerable focus on ensuring our offices are modern and maintained to a high standard. The firm's Lisburn office recently benefited from a complete refurbishment with all three offices regularly seeing improvements and updates to all aspects of office infrastructure. There have been significant investments in laptops and other IT equipment to facilitate remote working. Phone systems have been modernised and all software related to client service processes are subject to continual review and updating through the firm’s dedicated IT provider. All of these improvements combine to create improved efficiencies and to greatly enhance our employees’ experience in providing client services.
