Green Card Brand Executive Jobs
Brand Executive jobs with green card sponsorship require employers to complete PERM labor certification with the Department of Labor before filing an I-140 immigrant petition with USCIS. EB-2 covers advanced-degree professionals and EB-3 covers those with a bachelor's degree, both leading to lawful permanent residency rather than a temporary status.
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Authentic. Supportive. Fun. To experience human resources at Ulta Beauty is to step out of the mundane and into an environment alive with optimistic energy. After all, success breeds opportunity, and the opportunities to help drive an organization at the top of its game to even greater heights are as uncommon as they are satisfying.
It’s fast, it’s ambitious, it’s anchored in trust. With the chance to move or flex based on new or existing interests and passions. If you want that rare culture of lived values, where “team” truly means something. Where the drive for excellence is balanced with a genuine desire to help and encourage. And where the mark you make will be seen and recognized—we challenge you to dream bigger. To imagine the possibilities.
THE IMPACT YOU CAN HAVE
The Executive Recruitment & Employment Brand Manager is a strategic talent leader responsible for identifying, attracting, and securing top executive talent while elevating Ulta Beauty’s employment brand in the external market. This role partners closely with senior leadership to build a strong, diverse leadership bench and amplifies Ulta Beauty’s reputation as an employer of choice through a compelling, differentiated executive talent narrative.
YOU'LL ACCOMPLISH THESE GOALS BY:
- Lead end-to-end executive search for VP, SVP, and critical enterprise leadership roles across all enterprise functions
- Translate Ulta Beauty’s growth strategy into forward-looking executive hiring plans
- Build and maintain diverse, high-quality leadership pipelines aligned to succession planning priorities
- Identify emerging leadership trends across retail, beauty, and consumer industries
- Serve as a trusted advisor to Executive Committee members and senior leaders
- Lead intake, calibration, and selection discussions with a focus on capability, leadership behaviors, and culture alignment
- Provide market insights, talent intelligence, and competitive positioning
- Own and evolve Ulta Beauty’s executive employment brand strategy in partnership with HR, Communications, and Marketing
- Shape and articulate a compelling Executive Value Proposition (EVP) aligned to Ulta Beauty’s purpose, growth, and culture
- Ensure consistent, high-impact storytelling across executive search materials, candidate interactions, and external touchpoints
- Partner to activate the brand externally (e.g., thought leadership, executive talent mapping, industry engagement, and search firm alignment)
- Equip senior leaders with messaging and narratives to effectively attract top talent
- Continuously assess market perception and strengthen Ulta Beauty’s positioning as a destination for diverse executive talent
- Deliver a high-touch, “white-glove” executive candidate experience that reflects Ulta Beauty’s brand and values
- Ensure every candidate interaction reinforces Ulta Beauty’s culture of inclusivity, authenticity, and guest obsession
- Drive seamless execution from outreach through offer and onboarding
- Leverage direct sourcing, industry networks, and executive search partners to identify top-tier talent
- Build deep pipelines across retail, digital, consumer products, and adjacent industries
- Monitor competitor activity, talent trends, and brand perception to inform both recruiting and employment branding strategies
- Manage and optimize relationships with retained executive search firms
- Ensure partners effectively represent Ulta Beauty’s brand and deliver diverse, high-caliber candidate slates
- Track performance, drive accountability, and align partners to strategic priorities
- Drive consistent, efficient executive recruiting processes with strong governance
- Track and report key metrics (pipeline health, slate diversity, time-to-fill, acceptance rates, brand engagement)
- Leverage data and insights to continuously improve both recruiting outcomes and employment brand effectiveness
THE ESSENTIALS OF SUCCESS
- 8–12+ years of executive recruiting experience (corporate and/or retained search)
- Proven success placing VP+ leaders in complex, fast-paced organizations
- Experience contributing to or leading employment branding or EVP initiatives
- Strong executive presence and ability to influence senior stakeholders
- Deep sourcing expertise and established executive talent networks
- Experience in retail, beauty, consumer, or omnichannel organizations
- Background working cross-functionally with marketing/communications on employer brand
- Experience supporting transformation, growth, or digital innovation environments
WORKING CONDITIONS
- Normal office demands
COMPENSATION
- The pay range for this position is $106,000.00 - $170,000.00 / Year with the opportunity for eligible associates to earn additional compensation pursuant to the Company’s bonus plan. Exact pay will be based on factors including, but not limited to relevant education, qualifications, certifications, experience, level, shift, geographic location, and business and organizational needs. Full-time positions are eligible for paid time off, health, dental, vision, life and disability benefits. Part-time positions are eligible for dental, vision, life, and disability benefits.
At Ulta Beauty (NASDAQ: ULTA), the possibilities are beautiful. Ulta Beauty is the largest North American beauty retailer and the premier beauty destination for cosmetics, fragrance, skin care products, hair care products and salon services. We bring possibilities to life through the power of beauty each and every day in our stores and online with more than 25,000 products from approximately 500 well-established and emerging beauty brands across all categories and price points, including Ulta Beauty’s own private label. Ulta Beauty also offers a full-service salon in every store featuring—hair, skin, brow, and make-up services.
We will consider for employment all qualified applicants, including those with arrest records, conviction records, or other criminal histories, in a manner consistent with the requirements of any applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York City Fair Chance Act.
Overview:
Authentic. Supportive. Fun. To experience human resources at Ulta Beauty is to step out of the mundane and into an environment alive with optimistic energy. After all, success breeds opportunity, and the opportunities to help drive an organization at the top of its game to even greater heights are as uncommon as they are satisfying.
It’s fast, it’s ambitious, it’s anchored in trust. With the chance to move or flex based on new or existing interests and passions. If you want that rare culture of lived values, where “team” truly means something. Where the drive for excellence is balanced with a genuine desire to help and encourage. And where the mark you make will be seen and recognized—we challenge you to dream bigger. To imagine the possibilities.
THE IMPACT YOU CAN HAVE
The Executive Recruitment & Employment Brand Manager is a strategic talent leader responsible for identifying, attracting, and securing top executive talent while elevating Ulta Beauty’s employment brand in the external market. This role partners closely with senior leadership to build a strong, diverse leadership bench and amplifies Ulta Beauty’s reputation as an employer of choice through a compelling, differentiated executive talent narrative.
YOU'LL ACCOMPLISH THESE GOALS BY:
- Lead end-to-end executive search for VP, SVP, and critical enterprise leadership roles across all enterprise functions
- Translate Ulta Beauty’s growth strategy into forward-looking executive hiring plans
- Build and maintain diverse, high-quality leadership pipelines aligned to succession planning priorities
- Identify emerging leadership trends across retail, beauty, and consumer industries
- Serve as a trusted advisor to Executive Committee members and senior leaders
- Lead intake, calibration, and selection discussions with a focus on capability, leadership behaviors, and culture alignment
- Provide market insights, talent intelligence, and competitive positioning
- Own and evolve Ulta Beauty’s executive employment brand strategy in partnership with HR, Communications, and Marketing
- Shape and articulate a compelling Executive Value Proposition (EVP) aligned to Ulta Beauty’s purpose, growth, and culture
- Ensure consistent, high-impact storytelling across executive search materials, candidate interactions, and external touchpoints
- Partner to activate the brand externally (e.g., thought leadership, executive talent mapping, industry engagement, and search firm alignment)
- Equip senior leaders with messaging and narratives to effectively attract top talent
- Continuously assess market perception and strengthen Ulta Beauty’s positioning as a destination for diverse executive talent
- Deliver a high-touch, “white-glove” executive candidate experience that reflects Ulta Beauty’s brand and values
- Ensure every candidate interaction reinforces Ulta Beauty’s culture of inclusivity, authenticity, and guest obsession
- Drive seamless execution from outreach through offer and onboarding
- Leverage direct sourcing, industry networks, and executive search partners to identify top-tier talent
- Build deep pipelines across retail, digital, consumer products, and adjacent industries
- Monitor competitor activity, talent trends, and brand perception to inform both recruiting and employment branding strategies
- Manage and optimize relationships with retained executive search firms
- Ensure partners effectively represent Ulta Beauty’s brand and deliver diverse, high-caliber candidate slates
- Track performance, drive accountability, and align partners to strategic priorities
- Drive consistent, efficient executive recruiting processes with strong governance
- Track and report key metrics (pipeline health, slate diversity, time-to-fill, acceptance rates, brand engagement)
- Leverage data and insights to continuously improve both recruiting outcomes and employment brand effectiveness
THE ESSENTIALS OF SUCCESS
- 8–12+ years of executive recruiting experience (corporate and/or retained search)
- Proven success placing VP+ leaders in complex, fast-paced organizations
- Experience contributing to or leading employment branding or EVP initiatives
- Strong executive presence and ability to influence senior stakeholders
- Deep sourcing expertise and established executive talent networks
- Experience in retail, beauty, consumer, or omnichannel organizations
- Background working cross-functionally with marketing/communications on employer brand
- Experience supporting transformation, growth, or digital innovation environments
WORKING CONDITIONS
- Normal office demands
COMPENSATION
- The pay range for this position is $106,000.00 - $170,000.00 / Year with the opportunity for eligible associates to earn additional compensation pursuant to the Company’s bonus plan. Exact pay will be based on factors including, but not limited to relevant education, qualifications, certifications, experience, level, shift, geographic location, and business and organizational needs. Full-time positions are eligible for paid time off, health, dental, vision, life and disability benefits. Part-time positions are eligible for dental, vision, life, and disability benefits.
At Ulta Beauty (NASDAQ: ULTA), the possibilities are beautiful. Ulta Beauty is the largest North American beauty retailer and the premier beauty destination for cosmetics, fragrance, skin care products, hair care products and salon services. We bring possibilities to life through the power of beauty each and every day in our stores and online with more than 25,000 products from approximately 500 well-established and emerging beauty brands across all categories and price points, including Ulta Beauty’s own private label. Ulta Beauty also offers a full-service salon in every store featuring—hair, skin, brow, and make-up services.
We will consider for employment all qualified applicants, including those with arrest records, conviction records, or other criminal histories, in a manner consistent with the requirements of any applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York City Fair Chance Act.
See all 44+ Green Card Brand Executive Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship in Brand Executive
Align your credentials with EB-2 or EB-3
Pull your official transcripts and employment records before you start applying. EB-2 requires an advanced degree or a bachelor's plus five years of progressive experience; EB-3 covers a bachelor's degree alone. Knowing your category shapes which employers you should prioritize.
Look up prevailing wages before negotiating
Your employer's PERM filing must certify they'll pay at least the prevailing wage for your SOC code and work location. Use the OFLC Wage Search to find the wage level before you receive an offer, so you can benchmark whether the salary supports a defensible PERM filing.
Find sponsors through Migrate Mate
Search for Brand Executive roles on Migrate Mate, which lists U.S. employers with verified employment-based green card sponsorship history by role and city. Targeting companies with an established PERM filing track record shortens the time between offer and petition.
Confirm the employer runs a full PERM recruitment test
PERM requires the employer to conduct a genuine, DOL-prescribed recruitment effort before filing, including print and online job ads. Ask hiring managers whether their legal team has run PERM before; first-time sponsors sometimes underestimate the documentation burden and stall mid-process.
File an I-140 as early as your priority date allows
Your priority date is set when USCIS receives the I-140, not when PERM is filed. Nationals from India and China can face significant backlogs, so getting the I-140 approved quickly locks in an earlier priority date and protects your place in the queue if you later change employers.
Use AC21 portability if you switch jobs mid-process
Once your I-485 adjustment-of-status application has been pending 180 days or more, AC21 lets you move to a new employer in the same or similar occupation without losing your priority date, as long as the original I-140 was already approved. Document the occupational similarity carefully with USCIS.
Green Card Brand Executive: Frequently Asked Questions
What makes a Brand Executive role qualify for EB-2 or EB-3 green card sponsorship?
EB-2 applies when the position requires an advanced degree, such as an MBA, or a bachelor's degree plus at least five years of progressive brand management experience. EB-3 covers roles that require a bachelor's degree. Because Brand Executive positions typically demand a specific marketing or business degree and substantial leadership experience, they fit both categories depending on the employer's stated minimum requirements in the PERM job description.
How does green card sponsorship for a Brand Executive differ from H-1B sponsorship?
H-1B visa is a temporary nonimmigrant status tied to a specific employer, while green card sponsorship through EB-2 or EB-3 leads to lawful permanent residency. The PERM process requires the employer to conduct a formal DOL-approved recruitment test and obtain a prevailing wage determination before filing, steps that do not exist for H-1B. Priority-date backlogs, particularly for Indian and Chinese nationals, mean the timeline to permanent residency can extend well beyond the H-1B cap-gap window.
How can I find Brand Executive employers who actively sponsor green cards?
Migrate Mate lists U.S. employers with verified employment-based green card sponsorship history, searchable by role and location. Focusing on companies that have completed PERM filings for marketing and brand roles before reduces the risk of an employer agreeing to sponsor in principle but stalling when the legal complexity becomes clear.
What does the PERM recruitment test mean for a Brand Executive job search?
DOL requires the sponsoring employer to advertise the Brand Executive position through specific channels, including two Sunday print ads, a job fair or similar recruitment source, and an internal posting, before certifying that no qualified U.S. worker is available. The job description used in those ads must match the duties and minimum requirements exactly as written in the PERM application, which affects how the offer letter and role scope are structured.
Can I change employers after my green card process has started?
Once your I-485 has been pending with USCIS for at least 180 days and your original I-140 was approved, AC21 portability allows you to move to a new employer in a same or similar occupational classification without restarting the process. For Brand Executive roles, the new position must align with the SOC code and duties on record. Your approved I-140 priority date can also be carried to a new employer's petition, preserving your place in the backlog queue.