Analytics Director Green Card Jobs
Analytics Director roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires your employer to document that no qualified U.S. worker is available. Most Analytics Directors pursue EB-2 given the advanced degree and leadership credentials typically required for this role.
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Get Access To All JobsINTRODUCTION
This role is located at our Corporate Office in Arden Hills, MN. We offer a hybrid work environment that consists of 3 days in the office (T/W/Th) and 2 days remote/virtual (M/F). This role does not offer full remote/virtual.
The Director, Marketing Analytics leads how marketing performance is measured and interpreted, making sure it guides decisions and actions across brands and business units. This role is accountable for building systems, standards, and processes that ensure marketing investment decisions are grounded in performance insights, credible measurement and tied to business growth. The Director, Marketing Analytics helps build and create a culture of measurement to drive decision making. This role ensures measurement marketing technology serves marketing strategy—by shaping how tools are applied, prioritized, and integrated into everyday marketing work.
Key Responsibilities
Measurement Vision, Strategy & Governance
- Own the enterprise vision for marketing measurement, balancing short‑term ROI, long‑term brand building, and learning.
- Establish and govern measurement standards, operating principles, and decision frameworks used across brands and channels.
- Define what measurement questions matter at the enterprise level—and which do not—creating focus and clarity.
- Ensure consistency across brands while allowing intentional flexibility based on business context.
Business Integration & Executive Partnership
- Act as a strategic thought partner to senior marketing, finance, and business leaders on investment decisions.
- Frame measurement insights in the context of trade‑offs, opportunity cost, and risk, not just performance.
- Simplify complex data, analytics, and insights into clear thought leadership, performance storytelling, and compelling narratives—translating complexity into messaging the organization can use to drive decisions, action, and momentum.
- Guide the measurement POV in annual planning, execution, and multi‑year growth discussions.
People & Leadership Development
- Lead and develop talent across measurement and analytics roles.
- Build a strong bench of leaders who can independently drive measurement strategy.
- Create clarity of roles, decision rights, and accountability.
- Coach leaders on enterprise thinking, not just analytical rigor.
Advanced Measurement Portfolio (MMM, Causal, Incrementality)
- Provide leadership oversight for MMM, econometric, and causal measurement strategies—not as a practitioner, but as an owner of quality and application.
- Set expectations for how different methods are used, combined, and interpreted.
- Decide when advanced analytics are worth the investment, and when simpler approaches are sufficient.
- Coach your team and stakeholders to elevate outputs that directly inform planning, optimization, and budget decisions.
MarTech, Measurement Innovation, & Future Readiness
- Bring a forward‑looking, marketing‑led perspective on the application of marketing technology—maximizing existing investments and anticipating emerging tools and capabilities can improve marketing analytic practices.
- This role will serve as a key marketing liaison for marketing technology, partnering closely with IT to ensure marketing applications and platforms are integrated, scalable, and effectively enable modern marketing practices.
- Set the innovation agenda for marketing measurement, including AI, automation, and predictive approaches. Decide where experimentation is valuable and where standardization is required.
- Ensure innovation translates into durable capability, not one‑off pilots.
- Position the organization for future measurement challenges (privacy, signal loss, channel fragmentation).
Systems, Scale & Operating Model
- Leverage deep data and marketing analytics expertise to build and define measurement systems and workflows that scale across brands and teams.
- Partner intentionally with Marketing, IT, Agency, and Finance teams to reduce fragmentation and manual work.
- Partner with Business and IT teams to build a sustainable measurement operating cadence (planning → learning → optimization → review).
- Ensure measurement capability keeps pace with marketing complexity and speed.
What Success Looks Like:
- Marketing leaders make faster, more confident investment decisions.
- Measurement is viewed as a strategic asset, not a reporting function.
- Fewer, better questions drive learning and action.
- Advanced analytics are trusted and understood.
- Measurement capability scales without dependency on a single role.
Required Experience & Capabilities
- 15+ years in marketing measurement, analytics leadership, or performance strategy.
- Demonstrated experience influencing executive decision‑making.
- Strong understanding of brand and performance measurement trade‑offs.
- Experience operating in complex, matrixed, multi‑brand environments.
- Ability to lead through context, alignment, and prioritization rather than direct control.
The salary range for this role is $163,520 - $245,280. In most cases, candidates offered employment can expect to be hired at a pay rate near the middle of our salary ranges.
Land O'Lakes does not use Automated Decision-Making Technology, as defined by California law, to substantially replace human decision-making or make significant decisions about applications for employment or contracting opportunities.
ABOUT LAND O'LAKES, INC.
Join us and be part of a Fortune 250, farmer- and member-owned cooperative that is reimagining the business of food. We have been named a Top Workplace by Indeed and LinkedIn, and to the TIME 100 Most Influential Companies list.
We provide a broad portfolio of benefits to keep you and your family at your best. Land O'Lakes is Where Your Future Takes Root.
Land O’Lakes and our global entities support diversity in employment practices.
Neither Land O’Lakes, nor its affiliates or search firms, will ever contact you and ask for confidential information over the phone or in email. If you receive a call or email like this, please do not provide the information being requested.
If you need to submit a reasonable accommodation request to complete the employment application process, please call the HR Solution Center at 844-LOL-HR4U (844-565-4748) M-F 8:00am-4:30pm CT.
INTRODUCTION
This role is located at our Corporate Office in Arden Hills, MN. We offer a hybrid work environment that consists of 3 days in the office (T/W/Th) and 2 days remote/virtual (M/F). This role does not offer full remote/virtual.
The Director, Marketing Analytics leads how marketing performance is measured and interpreted, making sure it guides decisions and actions across brands and business units. This role is accountable for building systems, standards, and processes that ensure marketing investment decisions are grounded in performance insights, credible measurement and tied to business growth. The Director, Marketing Analytics helps build and create a culture of measurement to drive decision making. This role ensures measurement marketing technology serves marketing strategy—by shaping how tools are applied, prioritized, and integrated into everyday marketing work.
Key Responsibilities
Measurement Vision, Strategy & Governance
- Own the enterprise vision for marketing measurement, balancing short‑term ROI, long‑term brand building, and learning.
- Establish and govern measurement standards, operating principles, and decision frameworks used across brands and channels.
- Define what measurement questions matter at the enterprise level—and which do not—creating focus and clarity.
- Ensure consistency across brands while allowing intentional flexibility based on business context.
Business Integration & Executive Partnership
- Act as a strategic thought partner to senior marketing, finance, and business leaders on investment decisions.
- Frame measurement insights in the context of trade‑offs, opportunity cost, and risk, not just performance.
- Simplify complex data, analytics, and insights into clear thought leadership, performance storytelling, and compelling narratives—translating complexity into messaging the organization can use to drive decisions, action, and momentum.
- Guide the measurement POV in annual planning, execution, and multi‑year growth discussions.
People & Leadership Development
- Lead and develop talent across measurement and analytics roles.
- Build a strong bench of leaders who can independently drive measurement strategy.
- Create clarity of roles, decision rights, and accountability.
- Coach leaders on enterprise thinking, not just analytical rigor.
Advanced Measurement Portfolio (MMM, Causal, Incrementality)
- Provide leadership oversight for MMM, econometric, and causal measurement strategies—not as a practitioner, but as an owner of quality and application.
- Set expectations for how different methods are used, combined, and interpreted.
- Decide when advanced analytics are worth the investment, and when simpler approaches are sufficient.
- Coach your team and stakeholders to elevate outputs that directly inform planning, optimization, and budget decisions.
MarTech, Measurement Innovation, & Future Readiness
- Bring a forward‑looking, marketing‑led perspective on the application of marketing technology—maximizing existing investments and anticipating emerging tools and capabilities can improve marketing analytic practices.
- This role will serve as a key marketing liaison for marketing technology, partnering closely with IT to ensure marketing applications and platforms are integrated, scalable, and effectively enable modern marketing practices.
- Set the innovation agenda for marketing measurement, including AI, automation, and predictive approaches. Decide where experimentation is valuable and where standardization is required.
- Ensure innovation translates into durable capability, not one‑off pilots.
- Position the organization for future measurement challenges (privacy, signal loss, channel fragmentation).
Systems, Scale & Operating Model
- Leverage deep data and marketing analytics expertise to build and define measurement systems and workflows that scale across brands and teams.
- Partner intentionally with Marketing, IT, Agency, and Finance teams to reduce fragmentation and manual work.
- Partner with Business and IT teams to build a sustainable measurement operating cadence (planning → learning → optimization → review).
- Ensure measurement capability keeps pace with marketing complexity and speed.
What Success Looks Like:
- Marketing leaders make faster, more confident investment decisions.
- Measurement is viewed as a strategic asset, not a reporting function.
- Fewer, better questions drive learning and action.
- Advanced analytics are trusted and understood.
- Measurement capability scales without dependency on a single role.
Required Experience & Capabilities
- 15+ years in marketing measurement, analytics leadership, or performance strategy.
- Demonstrated experience influencing executive decision‑making.
- Strong understanding of brand and performance measurement trade‑offs.
- Experience operating in complex, matrixed, multi‑brand environments.
- Ability to lead through context, alignment, and prioritization rather than direct control.
The salary range for this role is $163,520 - $245,280. In most cases, candidates offered employment can expect to be hired at a pay rate near the middle of our salary ranges.
Land O'Lakes does not use Automated Decision-Making Technology, as defined by California law, to substantially replace human decision-making or make significant decisions about applications for employment or contracting opportunities.
ABOUT LAND O'LAKES, INC.
Join us and be part of a Fortune 250, farmer- and member-owned cooperative that is reimagining the business of food. We have been named a Top Workplace by Indeed and LinkedIn, and to the TIME 100 Most Influential Companies list.
We provide a broad portfolio of benefits to keep you and your family at your best. Land O'Lakes is Where Your Future Takes Root.
Land O’Lakes and our global entities support diversity in employment practices.
Neither Land O’Lakes, nor its affiliates or search firms, will ever contact you and ask for confidential information over the phone or in email. If you receive a call or email like this, please do not provide the information being requested.
If you need to submit a reasonable accommodation request to complete the employment application process, please call the HR Solution Center at 844-LOL-HR4U (844-565-4748) M-F 8:00am-4:30pm CT.
See all 796+ Analytics Director jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Analytics Director roles.
Get Access To All JobsTips for Finding Green Card Sponsorship in Analytics Director
Frame your credentials for PERM documentation
Analytics Director roles often require a master's degree or a bachelor's plus several years of progressive analytics leadership. Document your degree equivalency and title progression now so your employer can define the PERM job requirements around your actual qualifications.
Target employers with active EB-2 filing history
Use Migrate Mate to filter Analytics Director openings by employers with documented green card sponsorship history, so you're not spending months in a hiring process with a company that has never navigated PERM for a director-level analytics role.
Verify prevailing wage before accepting an offer
DOL's PERM process requires your employer to pay at least the prevailing wage for your location and job zone. Use the OFLC Wage Search to check Level III or IV wage data for analytics leadership roles before your offer letter is signed.
Audit your O*NET job zone alignment early
The O*NET occupation profile for analytics and management roles sits in Job Zone 4 or 5, which supports specialty occupation and advanced-degree classifications. Confirm your employer's job description maps to these codes before DOL begins its prevailing wage determination.
Understand how PERM recruitment affects your timeline
DOL requires employers to complete a mandatory recruitment period before filing PERM, typically spanning 30 to 60 days. Delays in posting, documenting rejections, or internal approvals can push your I-140 filing back by months, so align your start date expectations accordingly.
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Find Analytics Director JobsAnalytics Director Green Card Sponsorship: Frequently Asked Questions
Does an Analytics Director role qualify for EB-2 or EB-3 green card sponsorship?
Most Analytics Director positions qualify for EB-2 because they typically require a master's degree or a bachelor's degree plus at least five years of progressive analytics leadership experience. If the employer's job requirements are more general, EB-3 is also available. The PERM labor certification process applies to both categories and begins before your employer files the I-140 petition.
How does green card sponsorship differ from H-1B for an Analytics Director?
Green card sponsorship through PERM leads to permanent residency, not a temporary work visa. Unlike the H-1B, there is no annual lottery for EB-2 or EB-3, and your authorization doesn't expire on a fixed end date. The tradeoff is timeline: PERM plus I-140 plus adjustment of status can take two to four years or longer depending on your country of birth and USCIS processing queues.
Where can I find Analytics Director jobs that include green card sponsorship?
Migrate Mate lets you search Analytics Director roles filtered by employers with active EB-2 and EB-3 sponsorship history, so you can focus your applications on companies that have already navigated PERM for similar roles rather than waiting to raise the question mid-process.
Can my employer start the PERM process while I'm on H-1B status?
Yes. Many employers file PERM concurrently with an active H-1B because there's no requirement to change status first. Starting early matters because USCIS allows H-1B holders to extend beyond the standard six-year cap once the I-140 is approved or the PERM has been pending for 365 days, under AC21 portability rules.
What happens if I change employers after my PERM is filed?
If you change employers before the I-140 is approved, the PERM filing is generally abandoned and your new employer must restart the process. Once your I-140 is approved and your priority date is more than 180 days old, AC21 portability may allow you to transfer the green card case to a new employer in a same or similar Analytics Director role without losing your place in line.
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