Green Card Deputy Program Manager Jobs
Deputy Program Manager jobs with green card sponsorship require employers to complete PERM labor certification with the Department of Labor before filing an I-140 petition with USCIS. This multi-step process leads to lawful permanent residence, making it one of the most durable paths for foreign professionals managing complex government or defense programs.
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Strategic Resources, Inc. (SRI) is an international, ISO 9001/20000/27001 Certified, CMMI Level 3 Rated full-service provider with more than 38 years’ experience in the Federal, Military, and Commercial Marketplaces. SRI is seeking committed and passionate professionals to provide critical services to Veterans.
Overview: The purpose of the MFLC Program is to provide confidential counseling, consultation, outreach, and program management services that support the readiness, resilience, and well-being of eligible military service members, their families, and survivors. Through a proactive and embedded service delivery model, licensed counselors will provide accessible preventative support that help eligible military service members and their families address the unique challenges associated with military life. These services are intended to reduce barriers to seeking counseling, promote early problem resolution, and strengthen the overall resilience of the military community. The MFLC Program currently deploys more than 2,500 licensed counselors to military installations throughout the United States (U.S.) and in more than 25 foreign countries.
Duties: The Deputy Program Manager (DPM) shall assist the Program Manager (PM) in managing the daily operations of this contract. The DPM will assist the PM with providing overall leadership and guidance for all contractor personnel assigned to the contract, including assigning tasks to contractor personnel, supervising ongoing technical efforts, managing overall contract performance to ensure optimal use of assigned resources and subcontractors. In the absence of the PM, the DPM is ultimately responsible for the quality and efficiency of the contract, including service delivery, technical matters, and business processes. The DPM must be able to demonstrate the authority to commit the contractor’s organization and make decisions for the contractor’s organization in response to Government issues, concerns, and comments, as well as be proactive in alerting the Government to potential contractual, programmatic, or resource limitations issues.
The DPM will assist the PM with overseeing and executing the following responsibilities:
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Ensure consistent availability of qualified MFLC personnel and services through effective workforce management, flexible staffing strategies, and timely fulfillment of the required MFLC assignments, while maintaining an operational bench of licensed, cleared, and credentialed counselors and support personnel to enable rapid response to emergent requirements, reduce service gaps, and sustain continuity of service care across all assignment types.
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Provide high-quality, prevention-focused counseling, consultation, and outreach services that address the unique stressors of military life across diverse populations and environments and enhance participants’ ability to cope with the many challenges associated with the complex dynamics unique to the military service environment. Services shall remain adaptable to assignment type, geographic location, and evolving participant needs while maintaining the MFLC Program’s core principles of confidentiality and accessibility.
-
Ensure military dependents (children and youth) increase their ability to develop strong relationships, solve problems, and adequately express and manage their emotions to increase school readiness and lifelong success. Ensure Military families cope with deployments, relocation, and the other demands of military life. These demands are especially difficult for children who may have to attend new schools, with little to no control over where they go.
-
Increase the visibility, awareness, and use of the MFLC Program for eligible participants through performance of the contract tasks.
-
Ensure seamless lines of communication and coordination across the entire footprint (prime contractor and subcontractor staff (if applicable)) to ensure a unified program execution. This includes real-time information sharing, coordinated resource management, standardized reporting procedures, and integrated service delivery approaches across the entire contractor team regardless of organizational relationships.
-
Providing comprehensive support for pilot program initiatives and studies. The contractor shall provide flexible support for current and future pilot programs, studies, and congressional mandates related to MFLC services. This includes supporting innovative service delivery models, data collection for program effectiveness studies, and deployment of resources to non-traditional settings.
-
Providing innovative real-time data capture and reporting through an evolving, automated IT system, and the application of AI.
Required Qualifications:
- Five years’ experience managing a program of similar complexity and scope.
Desired Qualifications:
- Master’s degree in clinical counseling and/or clinical social work, with direct service experience.
- Five years of experience working with a military or DoD organization(s).
- Five years of experience leading integrated teams consisting of either Adult or CYB counseling personnel.
- At least five years’ experience planning, directing, coordinating, and managing proposed methodologies and approaches of projects similar to the work and environment described in the overview.
- At least two years’ experience managing SLAs under an incentive based contract.
- An active PMI Project Management Professional or PMI PMP Certification.
- A Secret level clearance, at a minimum.
Equal Employment Opportunity:
In order to provide equal employment and advancement opportunities to all individuals, employment decisions will be based on merit, qualifications, and abilities. SRI does not discriminate against any person because of race, color, creed, religion, sex, national origin, disability, age, genetic information, or any other characteristic protected by law (referred to as “protected status”). This nondiscrimination policy extends to all terms, conditions, and privileges of employment as well as the use of all company facilities, participation in all company-sponsored activities, and all employment actions such as promotions, compensation, benefits, and termination of employment.
This job description is intended to outline the general nature and level of work being performed. It is not intended to be a comprehensive list of all responsibilities, duties and skills required of the position. Additional tasks may be assigned as needed.
Deputy Program Manager
Strategic Resources, Inc. (SRI) is an international, ISO 9001/20000/27001 Certified, CMMI Level 3 Rated full-service provider with more than 38 years’ experience in the Federal, Military, and Commercial Marketplaces. SRI is seeking committed and passionate professionals to provide critical services to Veterans.
Overview: The purpose of the MFLC Program is to provide confidential counseling, consultation, outreach, and program management services that support the readiness, resilience, and well-being of eligible military service members, their families, and survivors. Through a proactive and embedded service delivery model, licensed counselors will provide accessible preventative support that help eligible military service members and their families address the unique challenges associated with military life. These services are intended to reduce barriers to seeking counseling, promote early problem resolution, and strengthen the overall resilience of the military community. The MFLC Program currently deploys more than 2,500 licensed counselors to military installations throughout the United States (U.S.) and in more than 25 foreign countries.
Duties: The Deputy Program Manager (DPM) shall assist the Program Manager (PM) in managing the daily operations of this contract. The DPM will assist the PM with providing overall leadership and guidance for all contractor personnel assigned to the contract, including assigning tasks to contractor personnel, supervising ongoing technical efforts, managing overall contract performance to ensure optimal use of assigned resources and subcontractors. In the absence of the PM, the DPM is ultimately responsible for the quality and efficiency of the contract, including service delivery, technical matters, and business processes. The DPM must be able to demonstrate the authority to commit the contractor’s organization and make decisions for the contractor’s organization in response to Government issues, concerns, and comments, as well as be proactive in alerting the Government to potential contractual, programmatic, or resource limitations issues.
The DPM will assist the PM with overseeing and executing the following responsibilities:
-
Ensure consistent availability of qualified MFLC personnel and services through effective workforce management, flexible staffing strategies, and timely fulfillment of the required MFLC assignments, while maintaining an operational bench of licensed, cleared, and credentialed counselors and support personnel to enable rapid response to emergent requirements, reduce service gaps, and sustain continuity of service care across all assignment types.
-
Provide high-quality, prevention-focused counseling, consultation, and outreach services that address the unique stressors of military life across diverse populations and environments and enhance participants’ ability to cope with the many challenges associated with the complex dynamics unique to the military service environment. Services shall remain adaptable to assignment type, geographic location, and evolving participant needs while maintaining the MFLC Program’s core principles of confidentiality and accessibility.
-
Ensure military dependents (children and youth) increase their ability to develop strong relationships, solve problems, and adequately express and manage their emotions to increase school readiness and lifelong success. Ensure Military families cope with deployments, relocation, and the other demands of military life. These demands are especially difficult for children who may have to attend new schools, with little to no control over where they go.
-
Increase the visibility, awareness, and use of the MFLC Program for eligible participants through performance of the contract tasks.
-
Ensure seamless lines of communication and coordination across the entire footprint (prime contractor and subcontractor staff (if applicable)) to ensure a unified program execution. This includes real-time information sharing, coordinated resource management, standardized reporting procedures, and integrated service delivery approaches across the entire contractor team regardless of organizational relationships.
-
Providing comprehensive support for pilot program initiatives and studies. The contractor shall provide flexible support for current and future pilot programs, studies, and congressional mandates related to MFLC services. This includes supporting innovative service delivery models, data collection for program effectiveness studies, and deployment of resources to non-traditional settings.
-
Providing innovative real-time data capture and reporting through an evolving, automated IT system, and the application of AI.
Required Qualifications:
- Five years’ experience managing a program of similar complexity and scope.
Desired Qualifications:
- Master’s degree in clinical counseling and/or clinical social work, with direct service experience.
- Five years of experience working with a military or DoD organization(s).
- Five years of experience leading integrated teams consisting of either Adult or CYB counseling personnel.
- At least five years’ experience planning, directing, coordinating, and managing proposed methodologies and approaches of projects similar to the work and environment described in the overview.
- At least two years’ experience managing SLAs under an incentive based contract.
- An active PMI Project Management Professional or PMI PMP Certification.
- A Secret level clearance, at a minimum.
Equal Employment Opportunity:
In order to provide equal employment and advancement opportunities to all individuals, employment decisions will be based on merit, qualifications, and abilities. SRI does not discriminate against any person because of race, color, creed, religion, sex, national origin, disability, age, genetic information, or any other characteristic protected by law (referred to as “protected status”). This nondiscrimination policy extends to all terms, conditions, and privileges of employment as well as the use of all company facilities, participation in all company-sponsored activities, and all employment actions such as promotions, compensation, benefits, and termination of employment.
This job description is intended to outline the general nature and level of work being performed. It is not intended to be a comprehensive list of all responsibilities, duties and skills required of the position. Additional tasks may be assigned as needed.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Deputy Program Manager
Align your credentials with EB-2 requirements
Deputy Program Manager roles often qualify under EB-2 if you hold an advanced degree or a bachelor's degree backed by five years of progressive program management experience. Document each promotion and scope expansion now, PERM adjudicators scrutinize whether your experience is truly progressive, not just repetitive.
Target defense and federal contractors first
Federal contractors and defense primes file PERM petitions routinely for Deputy Program Managers because contract continuity depends on retaining experienced foreign nationals. Focus your search on employers holding active multi-year government contracts, where the business case for sponsorship is built into workforce planning.
Search verified sponsors on Migrate Mate
Use Migrate Mate to identify employers with confirmed green card sponsorship history for program management roles. Seeing which organizations have already navigated PERM for similar positions tells you far more than a job posting that vaguely mentions sponsorship eligibility.
Verify prevailing wage before negotiating your offer
Your employer must pay at least the DOL prevailing wage for your position, level, and work location throughout the green card process. Run your title and geography through the OFLC Wage Search before salary discussions so you know the floor and can negotiate above it without jeopardizing the PERM filing.
Understand how priority dates affect your timeline
Once your employer files the PERM application with DOL and your I-140 is approved by USCIS, your priority date is set. Nationals from high-demand countries like India or China can face substantial backlogs before a visa number becomes available, so factor this into your long-term career planning early.
Secure your I-140 approval before changing jobs
If you need to change employers, wait until your I-485 has been pending at least 180 days and the new role falls within the same or a similar occupation under AC21 portability rules. An approved I-140 from a prior employer also lets you retain your original priority date with a new sponsor.
Green Card Deputy Program Manager: Frequently Asked Questions
What makes a Deputy Program Manager role eligible for EB-2 versus EB-3 green card sponsorship?
EB-2 applies if the role requires an advanced degree or a bachelor's degree plus five years of progressive experience in program management. EB-3 covers roles requiring a bachelor's degree or at least two years of skilled work experience. Your employer's HR and immigration counsel will determine which category fits based on the actual job requirements, not your personal credentials alone.
How does green card sponsorship differ from H-1B sponsorship for Deputy Program Managers?
H-1B visa is a temporary nonimmigrant status tied to a specific employer and subject to an annual lottery. Green card sponsorship through PERM is permanent: your employer files a prevailing wage determination and a formal recruitment test with DOL, then submits an I-140 petition to USCIS. No lottery is involved, but per-country numerical limits mean nationals of high-demand countries may wait years for a visa number to become current.
How do I find Deputy Program Manager employers who sponsor green cards?
Search Migrate Mate to identify employers with verified green card sponsorship history specifically for program management roles. Filtering by sponsorship history rather than relying on job posting language removes guesswork and focuses your applications on organizations that have already committed resources to navigating the PERM process for similar positions.
What does the PERM recruitment process mean for my job search timeline?
Before filing PERM with DOL, your employer must conduct a formal recruitment campaign to test whether qualified U.S. workers are available for the role. This process takes several months and must follow strict DOL advertising requirements. As a candidate, you should expect the full PERM-to-I-140 sequence to take well over a year before an adjustment of status or consular processing step begins.
Can I keep my priority date if I switch employers after my I-140 is approved?
Yes, in most cases. Once an I-140 petition has been approved by USCIS, that priority date can transfer to a new employer's I-140 for the same or a similar occupational category. Separately, AC21 portability allows you to change to a same or similar job if your I-485 has been pending 180 days or more. These are two distinct rules that can both work in your favor.