Green Card Application Development Manager Jobs
Application Development Manager 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 for the role. Sponsoring employers file an I-140 immigrant petition after PERM certification, putting you on a path to lawful permanent residency.
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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 127+ Green Card Application Development Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Application Development Manager Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as an Application Development Manager
Align your credentials to EB-2 requirements
EB-2 eligibility requires a U.S. master's degree or foreign equivalent, or a bachelor's plus five progressive years of specialized experience. Document your architecture decisions, team leadership scope, and systems you've owned to build a strong advanced-degree or credentials case.
Target employers with active PERM filing history
Search DOL PERM disclosure data to identify tech employers who regularly file labor certifications for software and IT management roles. Companies with established PERM pipelines for application development positions process your case faster and with less internal friction.
Search green card roles on Migrate Mate
Use Migrate Mate to filter Application Development Manager openings by employers with documented green card sponsorship history, so you're not cold-applying to companies that have never run PERM for a management-level technical role.
Verify your role meets the specialty occupation standard
PERM for Application Development Managers succeeds when the job description requires a specific degree field tied to the duties. Review the O*NET profile for this occupation to confirm that your employer's job requirements align with documented industry norms before filing.
Ask about concurrent I-140 and I-485 filing eligibility
If your priority date is current when your employer files the I-140, you can file your I-485 adjustment of status at the same time. This concurrent filing strategy lets you start accruing employment authorization while USCIS adjudicates your permanent residency case.
Request a prevailing wage audit before your offer is finalized
Your employer must pay at least the DOL prevailing wage for your job zone and location throughout the PERM process. Cross-check the posted wage against the OFLC Wage Search for your SOC code and metro area before your offer letter is signed.
Green Card Application Development Manager: Frequently Asked Questions
Does an Application Development Manager role qualify for EB-2 or EB-3 sponsorship?
Both categories are available depending on your credentials. EB-2 applies if your role requires a master's degree or equivalent, or if you hold a bachelor's plus five years of progressive specialized experience. EB-3 covers the role as a skilled professional position requiring at least a bachelor's degree. Your employer's job description and the PERM labor certification filing determine which category is used.
How does green card sponsorship differ from H-1B for this role?
Green card sponsorship through PERM and I-140 is permanent rather than temporary, and EB-3 has no annual lottery. H-1B visa status runs for up to six years and requires cap selection. PERM involves a formal DOL recruitment process that can take six to eighteen months before USCIS even sees the I-140 petition, but the end result is lawful permanent residency rather than a renewable temporary status.
What does the PERM labor certification process involve for a management-level tech role?
Your employer conducts a mandatory recruitment campaign, including job postings, Sunday newspaper ads, and internal notice, to demonstrate no qualified U.S. worker is available for the Application Development Manager position. DOL then certifies the PERM application. For management roles, audits are common, so your employer's attorney should document every recruitment step carefully before filing.
How do I find Application Development Manager jobs that include green card sponsorship?
Most job postings don't explicitly advertise PERM sponsorship, so searching by title alone misses most opportunities. Migrate Mate lets you filter by employers with active green card sponsorship history for technical and management roles, giving you a targeted list of companies already familiar with the PERM process for positions at this level.
Can I change employers after my I-140 is approved but before I get my green card?
Yes, under AC21 portability rules, you can change to a same or similar job classification after your I-140 has been approved for 180 days and your I-485 is pending. Application Development Manager roles have broad occupational flexibility under this rule. USCIS evaluates whether the new role is in the same or a closely related SOC code, so document the similarity carefully.