Green Card Application Development Lead Jobs
Application Development Lead roles qualify for employment-based green card sponsorship under EB-2 or EB-3, depending on your degree and experience. Employers file PERM labor certification with DOL before sponsoring your I-140 petition. Advanced-degree professionals typically pursue EB-2, while EB-3 covers skilled professionals with a bachelor's degree.
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Get Access To All JobsJob ID 20504
Location Los Angeles, California, United States
Job Category Information Technology
Date posted 09/10/2026
Job Description
Grow your career at Cedars-Sinai!
The organization’s Healthtech excellence was acknowledged again, this time by the esteemed “CHIME Digital Health Most Wired“ recognition program. Cedars-Sinai was assigned a Level 10—the most prestigious level of certification—among more than 300 surveyed healthcare organizations. Cedars-Sinai netted high scores across multiple verticals and particularly excelled in areas of infrastructure, interoperability, and population health innovation.
Why work here?
Beyond an outstanding benefit package and competitive salaries, we take pride in hiring the best, most committed employees. Our staff reflects the culturally and ethnically diverse community we serve. They are proof of our dedication to creating a multifaceted, inclusive environment that fuels innovation and the gold standard of patient care we strive for.
What will you be doing in this role?
The Associate Director, ERP Application Development provides technology and product delivery leadership for the enterprise Human Resources domain, with primary accountability for Oracle Fusion Cloud HCM and the integrated product teams that leverage the platform. Working in partnership with HR product and functional leaders, this role helps establish and lead a product-oriented operating model in which multidisciplinary teams are organized around HR capabilities, employee and candidate experiences, and measurable business outcomes rather than individual applications or projects. The Associate Director is accountable for technology strategy, platform stewardship, architecture capacity, delivery execution, application reliability, and continuous improvement across Core HR, Recruiting, Benefits, Absence, Compensation, Talent/Performance, Learning, and integrations with Payroll and other enterprise workforce management platforms.
Product & Platform Strategy
- Partner with HR leaders to define product strategies, roadmaps, priorities, and measurable outcomes across the HR domain.
- Translate HR strategy and employee, candidate, manager, and HR user needs into sustainable technology capabilities.
- Establish persistent product roadmaps and backlogs that balance strategic transformation, optimization, regulatory requirements, technical health, and operational stability.
- Serve as the technology steward for Oracle Fusion HCM, maximizing capabilities available through the strategic platform before introducing additional technologies or custom solutions.
- Evaluate Oracle-delivered capabilities, roadmap functionality, configuration, extensibility, AI, automation, analytics, and agent-based capabilities before identifying residual capability gaps requiring other solutions.
- Ensure product decisions align with enterprise architecture, ERP, Data & AI, cybersecurity, and integration strategies.
Integrated Product Leadership
- Co-lead multidisciplinary HR product groups with HR product/business leadership, bringing together functional, technical, integration, data, UX, architecture, cybersecurity, change, and operational expertise.
- Establish clear accountability across product management, technology delivery, platform ownership, and business process ownership.
- Enable persistent teams to move from problem identification through discovery, design, delivery, adoption, measurement, and continuous optimization.
- Manage technology capacity across support teams based on enterprise priorities, product roadmaps, dependencies, and business value.
- Establish product governance and delivery practices that enable rapid decision-making while maintaining enterprise architecture, security, compliance, and operational standards.
Product Delivery & Operational Excellence
- Lead continuous delivery across new capabilities, platform releases, integrations, optimization, technical debt, and production support.
- Ensure coordination across Oracle HCM and dependent platforms including Payroll, UKG, Finance, identity/access, enterprise data platforms, and other workforce technologies.
- Maintain accountability for platform reliability, service performance, security, technical health, delivery quality, and financial stewardship.
- Establish appropriate product and operational measures, including adoption, experience, reliability, cycle time, business outcomes, and platform value.
- Manage complex dependencies and issues across internal teams, Oracle, implementation partners, and other vendors.
Business Partnership & Experience
- Serve as a strategic technology partner to Human Resources leadership.
- Partner with HR product leaders to prioritize opportunities based on business value, employee experience, risk, feasibility, and enterprise strategy.
- Promote process simplification and standardization before introducing customization.
- Maintain an end-to-end perspective across employee, candidate, manager, and HR experiences rather than optimizing individual modules in isolation.
- Communicate product strategy, roadmap, outcomes, investment requirements, risks, and decisions to senior leadership.
Team & Capability Leadership
- Build and lead the technology capabilities required to support persistent, multidisciplinary HR product teams.
- Coach and develop team members in Oracle expertise, product management, agile/product delivery, integration, data, automation, and emerging technologies.
- Evolve roles and ways of working from project/application-centric delivery toward durable product teams with clear outcome accountability.
- Determine the appropriate mix of internal staff, strategic partners, and vendor resources based on product demand and required capabilities.
- Manage Oracle and other strategic technology partner relationships.
Innovation & Continuous Improvement
- Advance responsible adoption of AI, automation, digital assistants, analytics, and agent-based capabilities across HR products.
- Apply a platform-first approach: determine what is already licensed, configurable, available on the Oracle roadmap, or extensible within Fusion before introducing new technology.
- Partner with Data & AI teams to enable enterprise workforce analytics, intelligent decision support, and responsible use of HR data.
- Continuously identify opportunities to simplify the technology landscape, reduce customization and technical debt, improve user experience, and increase the value realized from strategic platforms.
Approved Remote States: Arizona, California, Colorado, Florida, Georgia, Minnesota, Nevada, Oregon, Texas
Qualifications
Experience Requirements:
- Eight (8) plus years experience with application development in a complex multi-platform environment, preferably supporting Oracle HCM and HR Products.
- Four (4) plus years of direct work experience in management capacity, including vendor packaged systems implementations.
- Experience in managing teams in complex enterprise-level implementation and support of vendor-supplied software.
- Experience and expertise in a wide variety of software development, client/server, relational database, systems integration, and networking technologies.
Educational/Certification Requirements:
- Bachelor's degree in Business Management, Healthcare or related Computer Science field.
- Oracle Fusion Cloud HCM Certification or another relevant Oracle HCM module certification preferred.
- PMP and/or ScrumMaster (CSM preferred).
Req ID 20504
Working Title Associate Director, ERP Application Development (Oracle Fusion HCM / HR Products) - Remote
Department Assoc Chief Info Officer
Business Entity Cedars-Sinai Medical Center
Job Category Information Technology
Job Specialty Software/App Development
Overtime Status EXEMPT
Primary Shift Day
Shift Duration 8 hour
Base Pay $160,000 - $250,500
Diversity and Inclusion at Cedars-Sinai
We are caretakers and innovators committed to the pursuit of equitable healthcare. But health equity is not possible without representation. Our commitment to diversity goes beyond demographics or checking boxes. Our people must reflect the diverse identities, experiences and geographies of the communities and patients we serve – because that’s what our patients, colleagues and communities deserve Quality Care and Research—For All, By All.
Our compensation philosophy
We offer a competitive compensation package for our employees. The base pay range shown generally applies to the greater Los Angeles area and may vary based on work location. Our range takes into account the wide range of factors that are considered in making compensation decisions, including knowledge/skills: relevant experience and training, education/certifications/licensure; and other business and organizational factors. The base pay range does not include any incentive payments that may be applicable to a role. Pay Transparency Non-Discrimination Provision (PDF).
Cedars-Sinai is an Equal Employment Opportunity employer.
Cedars-Sinai does not unlawfully discriminate on the basis of the race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer-related or genetic characteristics or any genetic information), marital status, sex, gender, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law. If you need a reasonable accommodation for any part of the employment process, please contact us by email at Applicant_Accommodation@cshs.org and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
Cedars-Sinai will consider for employment qualified applicants with criminal histories, in accordance with the Los Angeles Fair Chance Initiative for Hiring.
At Cedars-Sinai, we are dedicated to the safety, health and wellbeing of our patients and employees. This includes protecting our patients from communicable diseases, such as influenza (flu). For this reason, we require that all new employees receive a flu vaccine based on the seasonal availability of flu vaccine (typically during September through April each year) as a condition of employment, and annually thereafter as a condition of continued employment, subject to medical exemption or religious accommodation. For the same reason, you may also be required to receive other vaccines as a condition of employment. Cedars-Sinai reserves the right to make modifications to its required list of vaccines as required by law and/or policy.
Job ID 20504
Location Los Angeles, California, United States
Job Category Information Technology
Date posted 09/10/2026
Job Description
Grow your career at Cedars-Sinai!
The organization’s Healthtech excellence was acknowledged again, this time by the esteemed “CHIME Digital Health Most Wired“ recognition program. Cedars-Sinai was assigned a Level 10—the most prestigious level of certification—among more than 300 surveyed healthcare organizations. Cedars-Sinai netted high scores across multiple verticals and particularly excelled in areas of infrastructure, interoperability, and population health innovation.
Why work here?
Beyond an outstanding benefit package and competitive salaries, we take pride in hiring the best, most committed employees. Our staff reflects the culturally and ethnically diverse community we serve. They are proof of our dedication to creating a multifaceted, inclusive environment that fuels innovation and the gold standard of patient care we strive for.
What will you be doing in this role?
The Associate Director, ERP Application Development provides technology and product delivery leadership for the enterprise Human Resources domain, with primary accountability for Oracle Fusion Cloud HCM and the integrated product teams that leverage the platform. Working in partnership with HR product and functional leaders, this role helps establish and lead a product-oriented operating model in which multidisciplinary teams are organized around HR capabilities, employee and candidate experiences, and measurable business outcomes rather than individual applications or projects. The Associate Director is accountable for technology strategy, platform stewardship, architecture capacity, delivery execution, application reliability, and continuous improvement across Core HR, Recruiting, Benefits, Absence, Compensation, Talent/Performance, Learning, and integrations with Payroll and other enterprise workforce management platforms.
Product & Platform Strategy
- Partner with HR leaders to define product strategies, roadmaps, priorities, and measurable outcomes across the HR domain.
- Translate HR strategy and employee, candidate, manager, and HR user needs into sustainable technology capabilities.
- Establish persistent product roadmaps and backlogs that balance strategic transformation, optimization, regulatory requirements, technical health, and operational stability.
- Serve as the technology steward for Oracle Fusion HCM, maximizing capabilities available through the strategic platform before introducing additional technologies or custom solutions.
- Evaluate Oracle-delivered capabilities, roadmap functionality, configuration, extensibility, AI, automation, analytics, and agent-based capabilities before identifying residual capability gaps requiring other solutions.
- Ensure product decisions align with enterprise architecture, ERP, Data & AI, cybersecurity, and integration strategies.
Integrated Product Leadership
- Co-lead multidisciplinary HR product groups with HR product/business leadership, bringing together functional, technical, integration, data, UX, architecture, cybersecurity, change, and operational expertise.
- Establish clear accountability across product management, technology delivery, platform ownership, and business process ownership.
- Enable persistent teams to move from problem identification through discovery, design, delivery, adoption, measurement, and continuous optimization.
- Manage technology capacity across support teams based on enterprise priorities, product roadmaps, dependencies, and business value.
- Establish product governance and delivery practices that enable rapid decision-making while maintaining enterprise architecture, security, compliance, and operational standards.
Product Delivery & Operational Excellence
- Lead continuous delivery across new capabilities, platform releases, integrations, optimization, technical debt, and production support.
- Ensure coordination across Oracle HCM and dependent platforms including Payroll, UKG, Finance, identity/access, enterprise data platforms, and other workforce technologies.
- Maintain accountability for platform reliability, service performance, security, technical health, delivery quality, and financial stewardship.
- Establish appropriate product and operational measures, including adoption, experience, reliability, cycle time, business outcomes, and platform value.
- Manage complex dependencies and issues across internal teams, Oracle, implementation partners, and other vendors.
Business Partnership & Experience
- Serve as a strategic technology partner to Human Resources leadership.
- Partner with HR product leaders to prioritize opportunities based on business value, employee experience, risk, feasibility, and enterprise strategy.
- Promote process simplification and standardization before introducing customization.
- Maintain an end-to-end perspective across employee, candidate, manager, and HR experiences rather than optimizing individual modules in isolation.
- Communicate product strategy, roadmap, outcomes, investment requirements, risks, and decisions to senior leadership.
Team & Capability Leadership
- Build and lead the technology capabilities required to support persistent, multidisciplinary HR product teams.
- Coach and develop team members in Oracle expertise, product management, agile/product delivery, integration, data, automation, and emerging technologies.
- Evolve roles and ways of working from project/application-centric delivery toward durable product teams with clear outcome accountability.
- Determine the appropriate mix of internal staff, strategic partners, and vendor resources based on product demand and required capabilities.
- Manage Oracle and other strategic technology partner relationships.
Innovation & Continuous Improvement
- Advance responsible adoption of AI, automation, digital assistants, analytics, and agent-based capabilities across HR products.
- Apply a platform-first approach: determine what is already licensed, configurable, available on the Oracle roadmap, or extensible within Fusion before introducing new technology.
- Partner with Data & AI teams to enable enterprise workforce analytics, intelligent decision support, and responsible use of HR data.
- Continuously identify opportunities to simplify the technology landscape, reduce customization and technical debt, improve user experience, and increase the value realized from strategic platforms.
Approved Remote States: Arizona, California, Colorado, Florida, Georgia, Minnesota, Nevada, Oregon, Texas
Qualifications
Experience Requirements:
- Eight (8) plus years experience with application development in a complex multi-platform environment, preferably supporting Oracle HCM and HR Products.
- Four (4) plus years of direct work experience in management capacity, including vendor packaged systems implementations.
- Experience in managing teams in complex enterprise-level implementation and support of vendor-supplied software.
- Experience and expertise in a wide variety of software development, client/server, relational database, systems integration, and networking technologies.
Educational/Certification Requirements:
- Bachelor's degree in Business Management, Healthcare or related Computer Science field.
- Oracle Fusion Cloud HCM Certification or another relevant Oracle HCM module certification preferred.
- PMP and/or ScrumMaster (CSM preferred).
Req ID 20504
Working Title Associate Director, ERP Application Development (Oracle Fusion HCM / HR Products) - Remote
Department Assoc Chief Info Officer
Business Entity Cedars-Sinai Medical Center
Job Category Information Technology
Job Specialty Software/App Development
Overtime Status EXEMPT
Primary Shift Day
Shift Duration 8 hour
Base Pay $160,000 - $250,500
Diversity and Inclusion at Cedars-Sinai
We are caretakers and innovators committed to the pursuit of equitable healthcare. But health equity is not possible without representation. Our commitment to diversity goes beyond demographics or checking boxes. Our people must reflect the diverse identities, experiences and geographies of the communities and patients we serve – because that’s what our patients, colleagues and communities deserve Quality Care and Research—For All, By All.
Our compensation philosophy
We offer a competitive compensation package for our employees. The base pay range shown generally applies to the greater Los Angeles area and may vary based on work location. Our range takes into account the wide range of factors that are considered in making compensation decisions, including knowledge/skills: relevant experience and training, education/certifications/licensure; and other business and organizational factors. The base pay range does not include any incentive payments that may be applicable to a role. Pay Transparency Non-Discrimination Provision (PDF).
Cedars-Sinai is an Equal Employment Opportunity employer.
Cedars-Sinai does not unlawfully discriminate on the basis of the race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer-related or genetic characteristics or any genetic information), marital status, sex, gender, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law. If you need a reasonable accommodation for any part of the employment process, please contact us by email at Applicant_Accommodation@cshs.org and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
Cedars-Sinai will consider for employment qualified applicants with criminal histories, in accordance with the Los Angeles Fair Chance Initiative for Hiring.
At Cedars-Sinai, we are dedicated to the safety, health and wellbeing of our patients and employees. This includes protecting our patients from communicable diseases, such as influenza (flu). For this reason, we require that all new employees receive a flu vaccine based on the seasonal availability of flu vaccine (typically during September through April each year) as a condition of employment, and annually thereafter as a condition of continued employment, subject to medical exemption or religious accommodation. For the same reason, you may also be required to receive other vaccines as a condition of employment. Cedars-Sinai reserves the right to make modifications to its required list of vaccines as required by law and/or policy.
See all 126+ Green Card Application Development Lead Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Application Development Lead Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Application Development Lead
Document your technical leadership scope precisely
PERM job descriptions must reflect what you actually do. Gather evidence of architectural decisions, team oversight, and delivery accountability now. Vague titles like 'lead developer' get scrutinized harder than specific scope tied to systems or headcount.
Target employers with active PERM filing history
Search OFLC's public disclosure data for companies that have filed PERM applications for application development or software engineering leads. Employers who've done it before move faster and make fewer errors in the process.
Use Migrate Mate to find sponsoring employers
Filtering job postings by green card sponsorship willingness saves weeks of dead-end outreach. Migrate Mate surfaces Application Development Lead roles at employers with verified sponsorship history, so you can focus applications where sponsorship is already on the table.
Clarify your degree equivalency before PERM starts
If your bachelor's degree is from outside the U.S., a credential evaluation from a NACES-member organization confirms it meets EB-2 or EB-3 requirements. USCIS scrutinizes foreign three-year degrees in particular, so resolve this before your employer files.
Negotiate the sponsorship timeline into your offer
Ask directly whether the employer will initiate PERM within your first year. Many companies default to sponsoring after two or three years of employment. For EB-3 applicants from high-backlog countries, starting earlier meaningfully compresses your total wait.
Verify the posted wage covers the prevailing wage requirement
Before accepting an offer, cross-reference the role's compensation against the DOL prevailing wage for Application Development Lead in that metro area using the OFLC Wage Search. If the offered salary falls below the wage level, PERM will fail regardless of your qualifications.
Green Card Application Development Lead: Frequently Asked Questions
Does an Application Development Lead role qualify for EB-2 or EB-3 green card sponsorship?
Both categories can apply. EB-2 fits if the role requires a master's degree or a bachelor's plus five or more years of progressive experience in application development. EB-3 covers the role when the minimum requirement is a bachelor's degree. Your employer's attorney determines the category based on how the job description is written for PERM, so the same title can qualify under either classification depending on how the duties and requirements are framed.
How does green card sponsorship differ from H-1B for this role?
H-1B visa is a temporary work authorization renewed in three-year increments with an annual lottery that limits availability. Green card sponsorship via PERM and I-140 leads to permanent residency with no lottery and no renewal requirement. The tradeoff is time: PERM labor certification alone takes six months to over a year, and priority date backlogs affect nationals from India and China. For most other nationalities at the EB-3 level, current priority dates mean the wait is manageable.
What does the PERM process look like for an Application Development Lead?
Your employer files a PERM labor certification with DOL, which requires them to prove no qualified U.S. worker was available for the role at the prevailing wage. This involves a recruitment campaign with documented results. Once DOL certifies the application, your employer files Form I-140 with USCIS to establish your immigrant visa petition. If your priority date is current, you can file for adjustment of status concurrently or shortly after.
How do I find Application Development Lead jobs with green card sponsorship?
Standard job boards don't filter by sponsorship willingness, so most searches waste time on employers who won't sponsor. Migrate Mate is built specifically for employment-based green card candidates and surfaces Application Development Lead roles at employers with a verified history of PERM filings. Searching there first narrows your list to companies that have already navigated the process and are likely to do it again.
Can my employer start PERM sponsorship while I'm on H-1B status?
Yes, and starting early is strategically important. Filing PERM while on H-1B doesn't affect your current status, and an approved I-140 lets you extend H-1B beyond the standard six-year cap in one-year or three-year increments under AC21 portability rules. For Application Development Lead candidates from countries with long EB-2 or EB-3 backlogs, initiating PERM in year one of employment rather than year two or three can significantly reduce total time to a green card.