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Work Background
Grand Canyon UniversityAccount Executive/University Development Counselor
Sep. 2024Atlanta Metropolitan AreaAs a University Development Counselor at Grand Canyon University, I serve as a crucial link between ambitious professionals and GCU's innovative educational programs. My role is pivotal in guiding prospective students through their educational journey, from initial inquiry to enrollment and beyond. Key Responsibilities:
• Develop and implement strategic outreach plans to engage potential students in the South Atlanta territory
• Provide comprehensive counseling to prospective students, helping them align their career goals with GCU's diverse program offerings
• Collaborate with local businesses, healthcare facilities, and educational institutions to create mutually beneficial partnerships
• Conduct informative presentations and workshops on GCU's programs, financial aid options, and the benefits of higher education
• Guide applicants through the admissions process, ensuring a smooth transition into their chosen programs
• Analyze market trends and student needs to contribute to the university's strategic enrollment initiatives
• Maintain detailed records of student interactions and track progress towards enrollment goals
• Participate in community events and career fairs to increase GCU's visibility and attract potential students In this role, I leverage my expertise in education, career development, and relationship building to empower individuals to achieve their academic and professional aspirations. By providing personalized guidance and support, I help students navigate the complexities of higher education and embark on transformative educational journeys. My commitment is to uphold GCU's mission of preparing learners to become global citizens, critical thinkers, effective communicators, and responsible leaders in their communities and chosen fields.
JAUBALET PARISCommunity Manager
Jan. 2015 - Aug. 2015Paris Area, FranceAs an intern, I was charged with overseeing social media content, website updates, blog writing, and working effectively and collaboratively with bloggers, fans, and key influencers to propel corporate presence and customer engagement. I worked directly with the CEO of Jaubalet. This was my first experience working with a luxury brand and learning how to attract luxury clients to a brand.
HNPSWA - US Department of Defense Contractor Special Project Manager
Nov. 2014 - Jan. 2017Greater Atlanta AreaPlayed an integral role in the company startup $30 million DoD contract award. Involved in the creation of processes, interfacing daily with the CEO and HR Director by collaborating with staffing leadership to assess high-quality applicants for placement on interview schedules for specific roles. • Led international stabilization projects funded by USAID and the DoD, focusing on education, women’s empowerment, and Rule of Law.
• Drafted high-impact proposals and secured over $30M in contracts through strategic planning and compliance alignment.
• Built SOPs and regulatory frameworks that streamlined internal processes and reduced operational risk.
• Facilitated cross-functional collaboration across legal, financial, and program delivery teams in post-conflict zones.
• Increased project efficiency through agile coordination, risk mitigation, and adaptive leadership practices
Modo Global, LLCLeadership Consultant
Jan. 2012United StatesConference Coordinators, Organizations, Meeting Planners, Associations, Executives, and Senior Leaders My name is Bianca Modo, and for over 10 years, I have helped organizations minimize communication weaknesses, build high-performing teams, and develop leaders who inspire change worldwide. After helping dozens of organizations of all sizes foster strong, productive cultures that value people and profits, I have identified three common problems and pain points that many of you are struggling with: 1. Difficulty creating a culture of trust and respect that encourages everyone to feel like they have a voice and stake in the organization's success. Too often, leaders are faced with a culture of distrust and disrespect. They are made to feel like they are just in the way or don't have a voice. 2. Difficulty getting executive and senior leaders to be actively engaged in the organization's success and supporting their employees. Many organizations need help to engage their senior leaders in the organization's su Organizations must make leaders feel more active and valuable to their teams to create the change needed. Organizations must make them feel less like the company's employees and more like the company's owners. 3. Difficulty motivating employees and inspiring them to take action and contribute to the organization's success. Many organizations experience challenges motivating and inspiring employees to take action and contribute to the organization's success. When it comes to motivating employees to contribute to the organization, it is essential to remember that it is not about motivating employees with rewards and incentives, but rather, it is about inspiring them to take action. Motivation involves tapping into the employee's strengths, skills, personality, passions, and desires. www.modoglobal.com Please feel free to contact me on LinkedIn directly or email me at bianca@modoglobal.com.
HNPSWAProject Intern | Human Resource Specialist
Jul. 2010 - Nov. 2014Atlanta Metropolitan AreaI began working for my company, Host Nation Perspectives SWA from 2010 until 2017. We were a start-up at the time requiring a core staff of unique employees who were adaptable, resilient, and willing to learn a wide variety of operational, program management, and administrative skills. This included everything from project implementation and proposal writing to financial operations and multiple regulations and compliance requirements (among other certifications our company held a United States Government Top Secret facility clearance for several years). Vetting personnel capable of handling both the stress and the willingness to learn on the fly was a key component of our hiring process. Our company focused on various Department of State/USAID and Department of Defense post-conflict stabilization projects outside of the United States requiring employees to combine a collaborative focus while maintaining autonomous creativity for problem-solving on a daily basis. Standardized HR protocols across multiple locations, improving scalability and cutting admin time by 25%. Facilitated workforce analytics and strategic hiring initiatives, reducing project delays and improving quality-of-hire.
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