Graham Windham Visa Sponsorship Jobs USA
Graham Windham is a social services and healthcare organization with a history of sponsoring permanent residency for qualified professionals. It's a selective sponsor, making it a meaningful target for healthcare and social services candidates who need EB-2 or EB-3 Green Card pathways to build a long-term career in the U.S.
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Get Access To All JobsTALENT DEVELOPMENT & SUPPORT
Manager, Employee Relations
Shape how 500+ people experience work at an organization that changes lives.
LOCATION
Brooklyn, NY (Hybrid)
SCHEDULE
Full-Time · 35 hrs/week
REPORTS TO
AVP, Human Resources
SALARY
$81,360 base + merit award
The Opportunity
Every organization says employee relations matters. Few actually invest in reinventing it. Graham is doing exactly that — and we're looking for someone who wants to build, not just maintain.
As Manager, Employee Relations, you won't be the person who shows up after something has already gone wrong. You'll be the person who uses data, empathy, and sharp judgment to make sure fewer things go wrong in the first place — and when they do, you'll handle them with the fairness and rigor our employees deserve. This is employee relations as a strategic, forward-looking discipline: proactive instead of reactive, evidence-based instead of anecdotal, and genuinely human at every step.
About Graham
Graham provides life-changing tools and resources for children, young adults, and families facing some of the toughest obstacles — poverty, racial injustice, and unequal access to education, living-wage employment, quality healthcare, and affordable housing. We partner with communities to build innovative strategies so everyone can lead healthy, joyful, successful lives. That same spirit of innovation belongs inside our own walls — which is exactly what this role is here to build.
Why This Role Is Different
- You'll modernize the function. Help lead the adoption of smarter case management tools, data-driven trend analysis, and proactive early-intervention strategies — not just paperwork after the fact.
- You'll own two connected disciplines. Employee relations and performance management aren't separate silos here — you'll use insights from one to strengthen the other.
- You'll be trusted with real influence. As a strategic partner to the AVP of HR, your recommendations shape policy, not just individual cases.
- You'll build a healthier organization, measurably. Track trends, identify hotspots, and design strategies that reduce risk and increase trust — with data to prove it's working.
- You'll be a sounding board, not just a scorekeeper. Leaders will come to you not just when something's gone wrong, but when they're not sure what to do next — and you'll help them think it through.
Employee Relations & Investigations (45%)
- Serve as a trusted, impartial resource for employees and leaders on workplace concerns, conduct, and conflict.
- Lead thorough, objective investigations into harassment, discrimination, retaliation, and policy violations — and turn findings into clear, defensible recommendations.
- Spot patterns others miss. Use case data and analytics to identify root causes and get ahead of recurring issues before they escalate.
- Serve as a neutral mediator between employees, or between employees and managers, to facilitate resolution of interpersonal or workplace conflicts before they escalate to formal grievances or investigations.
Manager Coaching & Performance Management (25%)
- Coach managers through the hardest conversations - accountability, documentation, and performance — with confidence and clarity.
- Own and continuously improve Graham's performance management process, OKRs, and goal-setting practices.
- Design and deliver training that builds real manager capability, not just checkbox compliance.
- Use performance management data to identify systemic coaching needs and reduce recurring ER escalations.
Labor & Policy Relations (15%)
- Ensure fair, consistent application of Graham's policies and collective bargaining agreements.
- Represent HR in labor-management discussions and grievance processes.
- Track shifting employment law and translate it into practical policy guidance.
Culture, Innovation & Process Improvement (10%)
- Champion new technology and analytics that make employee relations faster, fairer, and more transparent.
- Turn employee feedback and workforce data into real process improvements.
- Represent Graham externally as an ambassador in the HR and employee relations community.
Leadership & Partnership (5%)
- Bring sound judgment, discretion, and steady professionalism to sensitive, high-stakes situations.
- Build trusted relationships across every level of the organization.
What You Bring
- 5+ years of progressive HR experience, with deep roots in employee relations.
- A track record of conducting workplace investigations that hold up — thorough, fair, well-documented.
- Working knowledge of employment law, and comfort navigating collective bargaining agreements.
- The rare mix of empathy and rigor: you can sit with someone in a hard moment and still make a clear-eyed, defensible call.
- Bachelor's degree in HR, Business, Organizational Development, Labor Relations, or related field.
Preferred: Master's degree; PHR / SPHR / SHRM-CP / SHRM-SCP certification; nonprofit or mission-driven sector experience; experience building ER metrics and dashboards.
Experience with HR technology innovation, including AI-assisted or automated tools for case management, analytics, or employee communications.
Experience providing consultative guidance to leaders — helping them think through options and risk rather than simply telling them what to do.
Formal mediation training or experience facilitating resolution between conflicting parties preferred.
What You'll Get
- A base salary of $81,360, plus eligibility for Graham's annual Performance-Based Merit Award.
- Comprehensive health insurance, retirement plan (403(b) thrift).
- Career coaching through Bravely.
- A hybrid schedule based out of our Brooklyn office at 1 Pierrepont Plaza.
- A seat at the table in reimagining what employee relations can be at a mission-driven organization.
Ready to build the future of employee relations at Graham?
We'd love to hear from you — apply today.
Graham is an Equal Employment Opportunity employer. We provide a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religion, national origin, gender, sexual orientation, age, marital status, disability, or any other status protected by applicable law. We do not condone or tolerate an atmosphere of intimidation, harassment, discrimination, or retaliation, and we expect and require the cooperation of all associates in maintaining a respectful, inclusive workplace.
TALENT DEVELOPMENT & SUPPORT
Manager, Employee Relations
Shape how 500+ people experience work at an organization that changes lives.
LOCATION
Brooklyn, NY (Hybrid)
SCHEDULE
Full-Time · 35 hrs/week
REPORTS TO
AVP, Human Resources
SALARY
$81,360 base + merit award
The Opportunity
Every organization says employee relations matters. Few actually invest in reinventing it. Graham is doing exactly that — and we're looking for someone who wants to build, not just maintain.
As Manager, Employee Relations, you won't be the person who shows up after something has already gone wrong. You'll be the person who uses data, empathy, and sharp judgment to make sure fewer things go wrong in the first place — and when they do, you'll handle them with the fairness and rigor our employees deserve. This is employee relations as a strategic, forward-looking discipline: proactive instead of reactive, evidence-based instead of anecdotal, and genuinely human at every step.
About Graham
Graham provides life-changing tools and resources for children, young adults, and families facing some of the toughest obstacles — poverty, racial injustice, and unequal access to education, living-wage employment, quality healthcare, and affordable housing. We partner with communities to build innovative strategies so everyone can lead healthy, joyful, successful lives. That same spirit of innovation belongs inside our own walls — which is exactly what this role is here to build.
Why This Role Is Different
- You'll modernize the function. Help lead the adoption of smarter case management tools, data-driven trend analysis, and proactive early-intervention strategies — not just paperwork after the fact.
- You'll own two connected disciplines. Employee relations and performance management aren't separate silos here — you'll use insights from one to strengthen the other.
- You'll be trusted with real influence. As a strategic partner to the AVP of HR, your recommendations shape policy, not just individual cases.
- You'll build a healthier organization, measurably. Track trends, identify hotspots, and design strategies that reduce risk and increase trust — with data to prove it's working.
- You'll be a sounding board, not just a scorekeeper. Leaders will come to you not just when something's gone wrong, but when they're not sure what to do next — and you'll help them think it through.
Employee Relations & Investigations (45%)
- Serve as a trusted, impartial resource for employees and leaders on workplace concerns, conduct, and conflict.
- Lead thorough, objective investigations into harassment, discrimination, retaliation, and policy violations — and turn findings into clear, defensible recommendations.
- Spot patterns others miss. Use case data and analytics to identify root causes and get ahead of recurring issues before they escalate.
- Serve as a neutral mediator between employees, or between employees and managers, to facilitate resolution of interpersonal or workplace conflicts before they escalate to formal grievances or investigations.
Manager Coaching & Performance Management (25%)
- Coach managers through the hardest conversations - accountability, documentation, and performance — with confidence and clarity.
- Own and continuously improve Graham's performance management process, OKRs, and goal-setting practices.
- Design and deliver training that builds real manager capability, not just checkbox compliance.
- Use performance management data to identify systemic coaching needs and reduce recurring ER escalations.
Labor & Policy Relations (15%)
- Ensure fair, consistent application of Graham's policies and collective bargaining agreements.
- Represent HR in labor-management discussions and grievance processes.
- Track shifting employment law and translate it into practical policy guidance.
Culture, Innovation & Process Improvement (10%)
- Champion new technology and analytics that make employee relations faster, fairer, and more transparent.
- Turn employee feedback and workforce data into real process improvements.
- Represent Graham externally as an ambassador in the HR and employee relations community.
Leadership & Partnership (5%)
- Bring sound judgment, discretion, and steady professionalism to sensitive, high-stakes situations.
- Build trusted relationships across every level of the organization.
What You Bring
- 5+ years of progressive HR experience, with deep roots in employee relations.
- A track record of conducting workplace investigations that hold up — thorough, fair, well-documented.
- Working knowledge of employment law, and comfort navigating collective bargaining agreements.
- The rare mix of empathy and rigor: you can sit with someone in a hard moment and still make a clear-eyed, defensible call.
- Bachelor's degree in HR, Business, Organizational Development, Labor Relations, or related field.
Preferred: Master's degree; PHR / SPHR / SHRM-CP / SHRM-SCP certification; nonprofit or mission-driven sector experience; experience building ER metrics and dashboards.
Experience with HR technology innovation, including AI-assisted or automated tools for case management, analytics, or employee communications.
Experience providing consultative guidance to leaders — helping them think through options and risk rather than simply telling them what to do.
Formal mediation training or experience facilitating resolution between conflicting parties preferred.
What You'll Get
- A base salary of $81,360, plus eligibility for Graham's annual Performance-Based Merit Award.
- Comprehensive health insurance, retirement plan (403(b) thrift).
- Career coaching through Bravely.
- A hybrid schedule based out of our Brooklyn office at 1 Pierrepont Plaza.
- A seat at the table in reimagining what employee relations can be at a mission-driven organization.
Ready to build the future of employee relations at Graham?
We'd love to hear from you — apply today.
Graham is an Equal Employment Opportunity employer. We provide a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religion, national origin, gender, sexual orientation, age, marital status, disability, or any other status protected by applicable law. We do not condone or tolerate an atmosphere of intimidation, harassment, discrimination, or retaliation, and we expect and require the cooperation of all associates in maintaining a respectful, inclusive workplace.
Job Roles at Graham Windham
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Get Access To All JobsTips for Finding Graham Windham Visa Sponsorship Jobs USA
Target roles aligned with EB-2 and EB-3 pathways
Graham Windham sponsors permanent residency, not temporary work visas. Focus your applications on professional and clinical roles that align with EB-2 or EB-3 eligibility, positions requiring specialized degrees or progressive experience in healthcare and social services.
Emphasize long-term commitment in your application
Green Card sponsorship requires significant employer investment. Graham Windham looks for candidates who signal stability and a genuine intent to grow within the organization, highlight multi-year career goals and alignment with their mission in your cover letter.
Understand the PERM labor certification timeline
EB-2 and EB-3 sponsorship typically begins with PERM labor certification, which can take a year or more before a petition is filed. Start conversations about sponsorship early in the hiring process so both sides can plan around realistic timelines.
Position yourself for clinical and direct-service roles
Healthcare and social services organizations like Graham Windham most commonly sponsor professionals in direct-care and clinical functions. If your background is in social work, counseling, or healthcare delivery, those roles represent the strongest sponsorship fit.
Use Migrate Mate to verify current openings with sponsorship history
Not every job listing makes sponsorship explicit. Migrate Mate surfaces verified sponsors so you can filter by real sponsorship history, helping you identify which Graham Windham roles are realistic targets before investing time in an application.
Ask about sponsorship eligibility during early interviews
Graham Windham's sponsorship is selective, so confirming eligibility early saves time for both parties. During an initial interview or recruiter screen, ask whether the specific role has been identified as sponsorship-eligible, not all positions qualify for PERM.
Frequently Asked Questions
Does Graham Windham sponsor H-1B visas?
Based on available sponsorship data, Graham Windham does not have a track record of sponsoring H-1B visas. The organization's sponsorship activity is focused on permanent residency through EB-2 and EB-3 Green Card pathways. Candidates who require H-1B sponsorship should clarify the organization's current visa policy directly with their HR or recruiting team before applying.
What visa types does Graham Windham sponsor?
Graham Windham's sponsorship history is centered on employment-based Green Card pathways, specifically EB-2 and EB-3. These categories support professionals with advanced degrees or substantial experience, as well as skilled workers in healthcare and social services roles. The organization does not appear to have an active history of sponsoring temporary nonimmigrant visas like H-1B or E-3 visa.
Which roles at Graham Windham are most likely to receive visa sponsorship?
Sponsorship at Graham Windham is most commonly associated with professional and clinical positions in healthcare and social services, roles that require specialized degrees or recognized credentials. Social workers, mental health counselors, and other licensed practitioners tend to be the strongest candidates for Green Card sponsorship, as these positions align directly with EB-2 and EB-3 qualification criteria.
How do I find open jobs at Graham Windham that offer visa sponsorship?
The clearest approach is to search directly on Migrate Mate, which aggregates verified visa sponsorship data so you can see which employers have an active sponsorship history before applying. Graham Windham's profile on Migrate Mate reflects its real sponsorship track record, helping you evaluate the organization alongside comparable sponsors in the healthcare and social services sector.
How do I approach Graham Windham about Green Card sponsorship during the hiring process?
Raise the topic after receiving an offer or during a late-stage interview, not in early screening rounds. Frame it around your long-term commitment to the role and the organization's mission. Because PERM labor certification requires the employer to document the process formally, it helps to ask whether the specific position has been approved for sponsorship, rather than asking about sponsorship in the abstract.