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News & Commentary

News Release: Business Immigration Partnership

Author: Julie Bowman

July 9, 2018

For release by:

Project Professionals Group

July 9, 2018

Calgary, Alberta, Canada & Rosenburg, Texas, USA

Project Professionals Group (“PPG”) is pleased to announce that we have partnered with the leading providers CanAm Immigration, experts in US business immigration since 1994, and a division of New York Immigration Law Group.

These combined efforts will further assist PPG to offer support to companies wanting to expand their operations into the USA market, with tailored, efficient, and economical execution for opening branch offices, subsidiaries, and/or joint-ventures or mergers.

Services to include:

  • ✔ Corporate Immigration Consulting
  • ✔ Taxation and regional Operations support, as well as
  • ✔ Employee visas, mobilization advice, and relocation support

For successful new ventures, turn PPG advice into action and support.

HR Consulting, Talent Acquisition, and Business Immigration Services

Contact: Julie Bowman, Global Director, Canada

+1 403 475 7998

Is your business ready to expand into Canada?

Author: Julie Bowman

September 15, 2017

Immigration Canada invites qualified foreign citizens to consider applying for permanent residency in Canada, through a business strategy that encourages new ventures and branch expansions forming within this country. Let Project Professionals Group help you explore these possibilities.

We service most regions of Canada, and recommend considering Calgary with its premier quality standard offerings:

  • ✔ quality professionals - a high concentration of Canadian corporate headquarters;
  • ✔ quality programs - allows head office staff to grow a profit center in Canada;
  • ✔ quality office space - available across the city of Calgary, in all shapes and sizes;
  • ✔ quality, fair business and personal tax rules;
  • ✔ quality, world-class banking services;
  • ✔ quality, affordable housing;
  • ✔ quality, nationally-mandated health care; and
  • ✔ its extraordinary quality of life.

Project Professionals Group will customize a corporate Profit Center program In Canada that will be both unique and cost effective.

You start your strategic engines, and Project Professionals Group will be there to fill the Administrative and Management Gaps

HR Consulting, Management Services, and Immigration Consulting Services



Julie Bowman: Human Resources & Immigration Consultant, and Technical Talent Acquisition Specialist

Retaining Baby Boomer Talent

Author: Julie Bowman

March 2, 2017

In current HR and Talent Acquisition Circles there is much talk about demographic transitions taking place within the current workplace, as well as forecasted change and disruptions theories on bridging Talent Acquisition gaps.

No doubt changes will take place soon or in the near future. What confounds some of us is the phenomenon on the Baby Boomer Generation, who hold most of CEO, Leadership, and subject matter expert roles; yet, who are also steadily retiring without replacement.

The biggest challenge for most major Western countries – whose populations are maturing – is that the looming retirement of the boomer generation amounts to a giant brake in the labour force. Now, with each passing year this avalanche gains momentum.

Human capital is the key ingredient for national GDP growth and economic expansion. And we are now in reach of an irrevocable demographic pitfall. The brain drain from many industries will be impacted; yet workforce planning is still rigid by design.

How will the workforce be impacted is quite simple. Beyond corporate succession planning, the depth of the body of knowledge will not be available to advise, consult, or mentor on the impact or implementation strategies of transformed technologies, to ensure appropriate adaptation.

We all know in the coming years technology alone will not overcome professional technical skills shortages in many industries. Workforce planning and public policy has not provided encouraging proactive remedies.

And recent studies in both Canada and the USA confirm our thoughts here:

“Employers are going to have to be flexible,” says economist Philip Cross, former chief economic analyst at Statistics Canada. “Older workers really like working part-time. They also like being self-employed … You don’t want to be tied to your desk for 37.5 hours [a week] for 50 weeks a year.”

“Replacing retiring Baby Boomers will continue to be a key staffing challenge in the years ahead. Organizations that can continue to engage their mature workforce and even retain them beyond retirement age will have an advantage. The U.S. Bureau of Labor Statistics (BLS) forecasts a decreasing overall labor force where replacement needs will exceed new job growth vacancies in four out of five occupations.” SHRM, The New Talent Landscape, 2016

Let’s try our best to keep the Baby Boomer leadership, expertise, and knowledge fluid and accessible.

Julie Bowman: Human Resources & Immigration Consultant, and Technical Talent Acquisition Specialist

Canada Seriously Competes for Global Talent

Author: Julie Bowman

February 2, 2017

Canada economic growth is driven by robust immigration programs. Not many folks read reports that are released in country by StatsCan. Interestingly, I heard a newscast report two statistics which I wanted to be sure of, yet could not make sense of.

  1. Of seven of the largest metropolitan centres in Canada, three have a 30% population base of settled foreign immigrants and their children - in Canada, known as Permanent Residents.
  2. In contrast to other democratic nations, Canada achieves effective and timely assimilation of immigrants. Typically, immigrants choose our larger cities and settle within a variety of vibrant ethic and prosperous urban communities.

Canada then contradicts the political views and trends for immigration, when comparing with other democratic nations within the G20, where net migration is declining - especially in the USA. So, alongside current problems for attracting Skilled Workers suitable for employment, Immigration Canada:

  1. Is serious about attracting innovators and entrepreneurs,
  2. Took in 30,000 refugees in 2015,
  3. Enhanced its family reunification programs for current successful immigrants in 2016, and
  4. Is considering how best to retain foreign post-graduates currently studying in Canada for 2017.

The two statistics above were proven to me. The combined Immigration programs over the last four years had annual admission targets set at 250,000 – not including the record number of incoming refugees.

I also learned Canada must admit even more foreign nationals by creating additional programs for potential immigrants. Why? Canada is a vast nation, with countless resources and potential, yet maintains a small population. Population numbers are important in Canada, because:

  1. Our current population growth is not sustainable and would fall dramatically without substantial annual immigrant numbers,
  2. We’re one of the fastest-aging OECD countries,
  3. Skills shortages: even though natural resource sectors such as Oil & Gas and Mining are in economic slow-down modes, they still suffer certain skills shortages, and
  4. Foreign investors must be confident that their subject matter expertise can work in Canada (work permit flexibility), as well as have confidence for access to strong Canadian expertise skills.

Influencers, such as Dominic Barton, chair of the Canadian Minister of Finance’s Advisory Council on Economic Growth (and global managing partner of McKinsey & Co.), advises Canada must strategically “increase immigration levels by 50 percent”, to be competitive within the global business markets. Or, increase annual targets from 250,000 to 375,000.

Canada guides economic growth with Immigration numbers, is a plural society of sorts, and normally not aligned with national protectionist economic systems. So, there is a growing trend here to be aggressive about attracting the best international talent and subject matter expertise from many industries, including:

  • Engineering & Technology
  • Medical Research & Healthcare
  • Information Technology & Communications
  • Artificial Intelligence Research & Development (a growing community in Canada)
  • Innovators & Entrepreneurs (a practical Business Start-Up Visa program)
  • Agriculture
  • Finance

While the pathway to citizenship through permanent residence can be an inviting program for foreign talent and subject matter expertise; the Temporary Foreign Worker program (work permits and visas) has cumbersome criteria that is inefficient for the needs of many employers.

Last, the Foreign Worker program in Canada is constantly under change; however, I believe this program also needs to complement the Skilled Worker Permanent Resident program; perhaps with a ‘Come and Experience Canada Program’. Temporary assignments should allow skilled and talented foreign workers a test drive, before committing to the Canada wide Permanent Resident Program. We already know many foreign nationals will appreciate what Canada offers families, and commit to live in Canada permanently, if provided a practical chance to evaluate Canada.

And that is what influencers within the Canadian IT industry are pushing for-- new criteria for temporary work permits.

For further information, I have provided some sites to review:

Julie Bowman: Human Resources & Immigration Consultant, and Technical Talent Acquisition Specialist

Starting a Business?

Author: Rachel Ballantyne

January 19, 2017

The oil and energy sector has always had its peaks and troughs, but the uncertainty of the latest downturn which has prevailed for almost two years, more and more of us who have forged successful careers in the industry see that’s it’s imperative to move with the times, technological advancements and industry changes.

There is still opportunity and those who continue to be successful are flexible, forward thinking and able to reinvent their skills and experience. In some cases, by gaining new training, by forging relationships and finding a niche in a different area of the industry and in some cases by founding their own business ventures.

If you have considered going it alone, consulting perhaps, or partnering with a friend or colleague , now may be a good time to make an outline plan to ascertain if your idea can be developed into a professionally and financially rewarding venture.

Here are some questions that may be helpful when formulating your business plan:

  • What business do I want to be in?
  • What am I hearing that people want?
  • Is there a current market for my product / service?
  • Who are my competitors?
  • Who are my potential clients?
  • What do I know about what these potential clients / customers are doing currently?
  • When do they need me?
  • Where do I see myself in 5 years’ time?

At some point, we have all considered that the possibility of working for ourselves would be preferable to working for a large company, or in role which does not have prospects for advancement. If you have a good concept which can be developed into a marketable product or service, it’s my belief that it’s worth giving it serious consideration and pursuing your dream. It can be challenging, in fact downright daunting at times but the hard work and risk are well worth the reward and the sense of achievement that independence and success will bring.

So I encourage you to put some thoughts on paper and I would like to leave you with some reading that will help prepare you along this decision making process.

“What Color is Your Parachute?” – Richard Bolles

“The bestselling job hunting & career changing book in the world”

Until then know:

“Every day you may make progress. Every step may be fruitful. Yet there will stretch out before you, an ever-lengthening, ever-ascending, ever-improving path. You know you will never get to the end of the journey. But this, so far from discouraging, only adds to the joy and glory of the climb.” – Sir Winston Churchill

Rachel Ballantyne is a Business Development and Talent Acquisitions Specialist who assists international businesses set up in America.

Considering a Career Change?

Author: Julie Bowman

December 21, 2016

I speak often with many contacts and former clients who are showing the unemployed scars of the last two years. 2016 will not demonstrate as a year of solid employment income reporting for many, whose careers are aligned with the oil and gas, mining, or related engineering industries.

Further, 2015 sent many of us into a reflection on a chosen career vocation based on a lack of income. Believe me, many close to me, including my family members and close friends, have been laid off from work throughout this time.

During the conversations, my contacts request some help on educating themselves on the subject of Career Change. And I always reinforce that Career Counselling is not my expertise; however, I have learned a few great tips from my many years of experience within HR Consulting, which I promised I would summarise and share:

Tip #1

If you are considering a Career Change and want to read the leading authority on this subject matter, see Richard Nelson Bolles . I read Bolles in 1999 when contemplating a career move from Vancouver to Calgary. At the time, his book What Color Is Your Parachute? was on the top selling list. Today, Bolles is still a best-seller, and he updates his advice yearly. Even better, Bolles also has taken the prescribed exercises from his book, and created the What Color Is Your Parachute? Workbook, which I believe is also revised annually.

I did the exercises from Bolles’ Workbook for the second time in 2013, while contemplating starting my own consulting business. The confirming outcomes and “notes to self” that the Workbook provided me, were well worth the expense and effort of completing the exercises. For me, I confirmed that I know what I know, and love what I do, so it is only natural for me to continue on my chosen career path.

Tip #2

I am also a big fan of the author Marcus Buckingham. I believe in his ideas from First, Break All the Rules: What the World's Greatest Managers Do Differently. I have recommended this subject matter expert to former clients and employees: take the StrengthsFinder online test, and then read Buckingham’s Go Put Your Strengths to Work: 6 Powerful Steps to Achieve Outstanding Performance

Or, for those with Management experience, consider reading StandOut: The Groundbreaking New Strengths Assessment from the Leader of the Strengths Revolution.

Buckingham has done much research and I think at the end of the day, he would like us all to know ourselves better and do what we are designed to do well, within our careers. Indeed, think about further developing your own special gifts and talents to join the ranks of subject matter expertise.

Tip #3

Learn to embrace change. My favorite quote is, “When you're finished changing, you're finished.” (Benjamin Franklin).

Thus, I believe it is best to know oneself, stay positive, and move with the times. We all have gifts and talents that can be used for our own benefit, and in more than one environment. Learning more about your gifts and talents, intentions, and planning a career path, is the best gift you can give yourself and your loved ones this Holiday Season.

Again, I am not an expert about Career Change, yet the cycle of Talent Acquisition includes outplacement, and I have heard some good advice to pass along. Some may well choose Career Counselling or Career Coaching. That said, the two authors above will provide good advice to begin with.

In closing, I hope my tips will be of value to you. And if not currently employed, know you are in good company. Like many folks, I have the pleasure to know and work with great Executives and Subject Matter Experts who are now in search for new opportunities to engage their own special talents.

I wish you and them good health and success with each new 2017 endeavor.

Julie Bowman: Human Resources & Immigration Consultant, and Technical Talent Acquisition Specialist