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Immigration and Talent Mobility Manager

Milliman – Seattle, WA

Job Details

Description

About Milliman

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.

Summary

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.

Responsibilities

  • In conjunction with the VP of HR and various stakeholders, help develop, design and recommend a global mobility program for the firm
  • Provide leadership and direction on complex visa and mobility issues and policy exceptions
  • Create a strategy for addressing citizen sponsorship
  • Design and publish internal informational documents about types of visas
  • Develop, manage and nurture all internal and external vendor/partner relationships
  • Handle compliance issues for visa renewals, visa audits, and sensitive employee terminations
  • Build and maintain tight-knit collaboration with key internal partners - payroll, finance, HR, legal, and business partners.
  • Maintain a strong pulse on current market trends to ensure Milliman s program is compliant, cost-effective and infuses standard methodologies
  • Coordinate and track all visas and required documentation
  • Assist locations with maintaining public files
  • Assist with all visa hiring questions and processes
  • Create assignment letters for secondments
  • Education around travel implications for visa holders to business partner
  • Consulate letters as needed

Qualifications

  • Demonstrated ability to provide leadership in the design, development, and implementation of a comprehensive talent mobility program
  • Excellent verbal and written communication skills
  • Excellent interpersonal, relationship building, consulting, teamwork and leadership experience
  • Strong operational and analytical aptitude
  • Ability to organize and analyze data, including presentation materials and communications pieces
  • Ability to flex communication style and delivery of services in a highly matrixed environment
  • Bachelors degree and a minimum of 7 years of immigration experience
  • Global Mobility Specialist certification preferred

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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