Independent for over 70 years, Milliman delivers market-leading services and solutions to clients worldwide. Today, we are helping companies take on some of the worlds most critical and complex issues, including retirement funding and healthcare financing, risk management and regulatory compliance, data analytics, and business transformation.
Through a team of professionals ranging from actuaries to clinicians, technology specialists to plan administrators, we offer unparalleled expertise in employee benefits, investment consulting, healthcare, life insurance, and financial services, and property and casualty insurance.
As the Immigration and Talent Mobility Manager, you will have the opportunity to help develop, lead and manage a new program that encompasses all aspects of immigration and talent mobility for Milliman. This role provides immigration and relocation support to the various disciplines and practices to enable the movement of talent within the US and globally. Specifically, this role will create a systematic approach and cohesion for Milliman that encompasses Immigration oversight and compliance, Relocation, Short and Long Term Assignments and Tax to support employees and their families.
This position is a great opportunity to lead the vision and direction of a new immigration and mobility program. You are someone who is passionate about all things Immigration and mobility and have the ability to deliver efficient and high-quality service. Youll need to have both strategic and hands-on immigration and mobility experience.
Applicants must be presently authorized to work in the United States. Milliman will not sponsor applicants for this position for the following work visas/statuses: F-1 STEM OPT, H-1B, J-1, TN, O-1, L-1, or E-1/2.
This position will be based out of the Milliman office in Seattle. Applicants must be willing to work onsite in the Milliman office.
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 contractors legal duty to furnish information.
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