Managed all facets of Modis’ Mobility Program for entire company (50+ branches) to enable company to hire candidates in hard to fill specialty occupations that required H1b, TNs and other visas as well as Green Card, extensions, and amendments. Worked directly with candidates, recruiters, sales teams and clients as immigration SME to ensure compliance with US immigration regulations.Partnered with Adecco immigration team and outside legal counsel in the preparation of non-immigrant employment-based petitions as required and for guidance on complex issues.Functioned as key point of contact for all immigration matters. Personally screened every potential candidate to identify any issues and provided analysis of candidate status and potential roadblocks.Educated recruiters and sales teams on U.S. immigration concerns, strategies, and guidelines.Program supported book of business that generated over $10m annually. Achieved 175% of goal for program starts 3 quarters in a row.

Modis/Adecco Group North America is the world's largest provider of information technology staffing services and solutions. Today, We deliver world-class IT staffing services and solutions with over 70,000 consultants working for us daily. We bring the following added value to each IT engagement: • Expertise in back-end legacy, client/server and web-based systems • 80+ US locations • Certified Project Managers with an average of 12-15 years of hands-on experience • 6,000+ US consultants with an average of 8 years of experience • Diverse industry experience, including banking/financial services, energy/oil & gas, pharmaceutical, retail, insurance and government • Flexible delivery: on-site & off-site • Global recruiting We combine our professionalism with advanced technology, business and industry expertise, best practices and proven project management methodology to deliver mission critical systems on-time and within budget.

 Assisting with rollout of contractor direct sourcing program for Accenture. Review project plans, proposals, proof of concept and provide industry expertise for pilot project. Developed communications plan for key stakeholders, vendors, managers.

 Hired to rebuild HR department following complete turnover of HR staff due to promotions and turnover for organization comprised of 60+ physician practices geographically dispersed over 100 mile area. Responsible for overall HR leadership for organization with significant ongoing growth due to acquisitions. Member of leadership ‘A-Team’. Managed 4 staff. Analyzed existing HR processes and identified opportunities for increased efficiencies in workflow and elimination of duplicate of tasks and processes and restructured HR staff responsibilities accordingly. Implemented new recruiting and sourcing strategies for hard to fill openings, several which had been open for more than a year. Filled positions that had previously been outsourced to external recruiting firm or filled with contract labor. Redesigned new hire packets to provide more professional appearance and recognizable employment brand. Lead HR team for significant acquisition activity including analysis of staff salary, benefits, titles and made recommendations for transition to Tenet HR systems. Worked directly with acquired practice leadership during pre-acquisition phase to ensure smooth employee onboarding. Oriented new employees on benefits, processes and compliance. Ensured new employees viewed acquisition as positive opportunity through frequent communication and site visits. Responsible for all facets of employee relations including investigations, review of all disciplinary actions, manager training and employee counseling. Increased participation in employee engagement survey by 18% from previous year.

 Responsible for overall HR leadership for corporate business units consisting of up to 900 employees. Provided matrixed support for non-corporate business units consisting of up to 2,500 employees. Managed 3 staff directly and 6 additional staff indirectly in matrixed environment. Key member of team responsible for integration of AmeriPath HR processes, systems, culture into Quest Diagnostics following acquisition. Created and executed plans to achieve corporate strategic people blueprint goals including lowering voluntary turnover, increased employee satisfaction survey scores, and increased participation in wellness programs amongst others. Implemented companywide career portal, applicant tracking tool and processes eliminating manual paper process to comply with OFCCP requirements. Oversaw all facets of employee relations including EEOC mediation and litigation as well as directed investigations of discrimination/harassment and other escalated complaints.