Green Card Director Head Of Jobs
Director and Head Of roles at U.S. companies can qualify for EB-2 or EB-3 green card sponsorship through the PERM labor certification process. Employers document that no qualified U.S. worker is available before filing an I-140 petition, making leadership-level sponsorship a structured, permanent path to residency rather than a temporary authorization.
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Get Access To All JobsINTRODUCTION
Morgan Stanley is a leading global financial services firm providing a wide range of investment banking, securities, investment management and wealth management services. The Firm's employees serve clients worldwide including corporations, governments, and individuals from more than 1,200 offices in 43 countries. As a market leader, the talent and passion of our people is critical to our success. Together, we share a common set of values rooted in integrity, excellence, and strong team ethic. Morgan Stanley can provide a superior foundation for building a professional career - a place for people to learn, to achieve and grow. A philosophy that balances personal lifestyles, perspectives and needs is an important part of our culture.
The Conduct, Controls & Governance team within Wealth Management Client Segment Risk is responsible for the oversight of scams and exploitation risk and internal fraud.
Regarding scams, the team creates processes and controls to detect and prevent clients who distribute funds outside the firm at the behest of third parties in furtherance of scams.
Regarding exploitation, the team supports the business in addressing the risks associated with vulnerable clients with a focus on senior clients, including reporting to various governmental authorities.
Regarding internal fraud, the team in coordination with multiple key first and second line stakeholders performs analysis of internal fraud incidents to identify areas for possible control and process enhancements, among other functions.
WM Client Segment Risk’s Conduct, Controls and Governance team is hiring a VP to lead its Scams and Exploitation Risk Team (SERT) and Internal Fraud.
PRIMARY RESPONSIBILITIES
Strategy: Roadmap & Program Direction
- Define and execute the strategic roadmap for the SERT and Internal Fraud programs.
- Evaluate emerging risks, regulatory developments, industry practices and technology solutions to inform program direction.
- Prioritize initiatives that improve client outcomes, reduce inefficiencies and strengthen the control environment.
Technology: Tools, Automation & Delivery
- Own the technology book of work supporting SERT.
- Partner with Technology, Data (Machine Learning), AI, and Operations teams to further enhance our capability of detecting and preventing risks related to SERT and Internal Fraud.
- Drive adoption of automation, analytics, artificial intelligence, and workflow tools.
Governance & Process: Thresholds, Escalation, Oversight & Quality Assurance
- Design and enhance governance frameworks supporting SERT and Internal Fraud activities.
- Establish where necessary risk tolerance thresholds and escalation protocols.
- Use data analytics and trend reporting to identify themes and resource prioritization opportunities.
- Strengthen engagement with first-line partners, second-line partners, and senior stakeholders.
- Identify control gaps and oversee remediation efforts.
QUALIFICATIONS
- 10+ years of experience in risk management, fraud, financial crimes, compliance, investigations, operational risk, controls, or a related discipline.
- Demonstrated experience leading risk mitigation strategic initiatives.
- Strong understanding of control design.
- Proven ability to build relationships and influence stakeholders across multiple functions and levels of seniority.
- Strong analytical, strategic thinking, and problem-solving capabilities.
- Excellent written and verbal communication skills, including the ability to present to executive leadership.
- Experience working with data analytics, workflow automation, AI, or technology-enabled risk solutions preferred.
WHAT YOU CAN EXPECT FROM MORGAN STANLEY:
At Morgan Stanley, we raise, manage and allocate capital for our clients – helping them reach their goals. We do it in a way that’s differentiated – and we’ve done that for 90 years. Our values - putting clients first, doing the right thing, leading with exceptional ideas, committing to diversity and inclusion, and giving back - aren’t just beliefs, they guide the decisions we make every day to do what's best for our clients, communities and more than 80,000 employees in 1,200 offices across 42 countries. At Morgan Stanley, you’ll find an opportunity to work alongside the best and the brightest, in an environment where you are supported and empowered. Our teams are relentless collaborators and creative thinkers, fueled by their diverse backgrounds and experiences. We are proud to support our employees and their families at every point along their work-life journey, offering some of the most attractive and comprehensive employee benefits and perks in the industry. There’s also ample opportunity to move about the business for those who show passion and grit in their work.
LOCATION
New York:
Expected base pay rates for the role will be between $115,000 and $190,000 per year at the commencement of employment. However, base pay if hired will be determined on an individualized basis and is only part of the total compensation package, which, depending on the position, may also include commission earnings, incentive compensation, discretionary bonuses, other short and long-term incentive packages, and other Morgan Stanley sponsored benefit programs.
Morgan Stanley is an equal opportunity employer committed to building and maintaining a workforce that is diverse in experience and background. Our recruiting efforts reflect our strong commitment to a culture of inclusion, where individuals are hired, developed, and advanced based on their skills and talents.
Our workforce reflects a broad cross-section of the global communities in which we operate, bringing a variety of backgrounds, talents, perspectives, and experiences.
For more information, please visit: https://www.morganstanley.com/people-opportunities/eeo.
INTRODUCTION
Morgan Stanley is a leading global financial services firm providing a wide range of investment banking, securities, investment management and wealth management services. The Firm's employees serve clients worldwide including corporations, governments, and individuals from more than 1,200 offices in 43 countries. As a market leader, the talent and passion of our people is critical to our success. Together, we share a common set of values rooted in integrity, excellence, and strong team ethic. Morgan Stanley can provide a superior foundation for building a professional career - a place for people to learn, to achieve and grow. A philosophy that balances personal lifestyles, perspectives and needs is an important part of our culture.
The Conduct, Controls & Governance team within Wealth Management Client Segment Risk is responsible for the oversight of scams and exploitation risk and internal fraud.
Regarding scams, the team creates processes and controls to detect and prevent clients who distribute funds outside the firm at the behest of third parties in furtherance of scams.
Regarding exploitation, the team supports the business in addressing the risks associated with vulnerable clients with a focus on senior clients, including reporting to various governmental authorities.
Regarding internal fraud, the team in coordination with multiple key first and second line stakeholders performs analysis of internal fraud incidents to identify areas for possible control and process enhancements, among other functions.
WM Client Segment Risk’s Conduct, Controls and Governance team is hiring a VP to lead its Scams and Exploitation Risk Team (SERT) and Internal Fraud.
PRIMARY RESPONSIBILITIES
Strategy: Roadmap & Program Direction
- Define and execute the strategic roadmap for the SERT and Internal Fraud programs.
- Evaluate emerging risks, regulatory developments, industry practices and technology solutions to inform program direction.
- Prioritize initiatives that improve client outcomes, reduce inefficiencies and strengthen the control environment.
Technology: Tools, Automation & Delivery
- Own the technology book of work supporting SERT.
- Partner with Technology, Data (Machine Learning), AI, and Operations teams to further enhance our capability of detecting and preventing risks related to SERT and Internal Fraud.
- Drive adoption of automation, analytics, artificial intelligence, and workflow tools.
Governance & Process: Thresholds, Escalation, Oversight & Quality Assurance
- Design and enhance governance frameworks supporting SERT and Internal Fraud activities.
- Establish where necessary risk tolerance thresholds and escalation protocols.
- Use data analytics and trend reporting to identify themes and resource prioritization opportunities.
- Strengthen engagement with first-line partners, second-line partners, and senior stakeholders.
- Identify control gaps and oversee remediation efforts.
QUALIFICATIONS
- 10+ years of experience in risk management, fraud, financial crimes, compliance, investigations, operational risk, controls, or a related discipline.
- Demonstrated experience leading risk mitigation strategic initiatives.
- Strong understanding of control design.
- Proven ability to build relationships and influence stakeholders across multiple functions and levels of seniority.
- Strong analytical, strategic thinking, and problem-solving capabilities.
- Excellent written and verbal communication skills, including the ability to present to executive leadership.
- Experience working with data analytics, workflow automation, AI, or technology-enabled risk solutions preferred.
WHAT YOU CAN EXPECT FROM MORGAN STANLEY:
At Morgan Stanley, we raise, manage and allocate capital for our clients – helping them reach their goals. We do it in a way that’s differentiated – and we’ve done that for 90 years. Our values - putting clients first, doing the right thing, leading with exceptional ideas, committing to diversity and inclusion, and giving back - aren’t just beliefs, they guide the decisions we make every day to do what's best for our clients, communities and more than 80,000 employees in 1,200 offices across 42 countries. At Morgan Stanley, you’ll find an opportunity to work alongside the best and the brightest, in an environment where you are supported and empowered. Our teams are relentless collaborators and creative thinkers, fueled by their diverse backgrounds and experiences. We are proud to support our employees and their families at every point along their work-life journey, offering some of the most attractive and comprehensive employee benefits and perks in the industry. There’s also ample opportunity to move about the business for those who show passion and grit in their work.
LOCATION
New York:
Expected base pay rates for the role will be between $115,000 and $190,000 per year at the commencement of employment. However, base pay if hired will be determined on an individualized basis and is only part of the total compensation package, which, depending on the position, may also include commission earnings, incentive compensation, discretionary bonuses, other short and long-term incentive packages, and other Morgan Stanley sponsored benefit programs.
Morgan Stanley is an equal opportunity employer committed to building and maintaining a workforce that is diverse in experience and background. Our recruiting efforts reflect our strong commitment to a culture of inclusion, where individuals are hired, developed, and advanced based on their skills and talents.
Our workforce reflects a broad cross-section of the global communities in which we operate, bringing a variety of backgrounds, talents, perspectives, and experiences.
For more information, please visit: https://www.morganstanley.com/people-opportunities/eeo.
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Get Access To All JobsTips for Finding Green Card Sponsorship in Director Head Of
Document your advanced degree equivalency early
Many Director roles require an advanced degree for EB-2 eligibility. If your credentials come from outside the U.S., get a credential evaluation before your first employer conversation so the PERM job description can be written around your actual qualifications.
Target employers with dedicated immigration programs
Large technology, financial services, and healthcare companies routinely sponsor Director-level roles through PERM. Prioritize organizations that already have immigration counsel on retainer, since leadership hires require more complex prevailing-wage analysis than entry-level filings.
Search green card sponsoring roles on Migrate Mate
Use Migrate Mate to filter Director and Head Of openings by employers with active EB-2 and EB-3 sponsorship history. Targeting companies that have completed PERM filings for similar roles cuts your search time significantly.
Verify prevailing wage before negotiating your offer
The DOL sets wage floors by job zone and location using the OFLC Wage Search. For Director roles, your offer must meet or exceed the Level III or Level IV prevailing wage for your metro area, or the PERM filing will fail at the certification stage.
Negotiate a written sponsorship commitment in your offer letter
Get explicit written agreement from your employer that they'll file PERM after your probationary period. Director hires often involve longer onboarding timelines, so clarifying when the I-140 process starts protects you if internal priorities shift.
Understand EB-2 NIW as a parallel self-petition path
If your Director role serves a U.S. national interest, the National Interest Waiver lets you self-petition for EB-2 without a PERM filing or employer sponsorship. USCIS evaluates your merit and the broader benefit of your work independently of any single employer.
Green Card Director Head Of: Frequently Asked Questions
Do Director and Head Of roles typically qualify for EB-2 or EB-3 sponsorship?
Most Director and Head Of positions qualify under EB-2 because they require an advanced degree or its equivalent. If the role specifies a bachelor's degree with several years of progressive experience, EB-3 is also available. The employer's PERM job description determines the category, so the minimum requirements listed in that document are what USCIS and DOL evaluate, not just your personal credentials.
How does green card sponsorship differ from H-1B sponsorship for a Director-level hire?
H-1B visa sponsorship is temporary and subject to an annual lottery, which creates uncertainty for both you and the employer. PERM-based EB-2 or EB-3 sponsorship has no annual lottery at the petition stage and leads to permanent residency. The tradeoff is time: the PERM labor market test and I-140 adjudication typically add 12 to 24 months before you reach the adjustment of status stage.
What makes a Director role harder to sponsor than an individual contributor role?
PERM requires the employer to advertise the role openly and document that no qualified U.S. worker applied. For Director positions, the job requirements are scrutinized more closely because overly specific qualifications can trigger a DOL audit. Employers must also justify why the role requires an advanced degree rather than just experience, which means the job description drafting stage carries more risk than it does for standard professional roles.
How can I find Director and Head Of roles where the employer is already open to green card sponsorship?
Migrate Mate lets you search Director and Head Of openings filtered by employers with documented EB-2 and EB-3 sponsorship activity. Identifying companies that have already navigated PERM for comparable roles is the fastest way to avoid employers who are open to sponsorship in principle but unfamiliar with the actual process.
Can I change employers after my I-140 is approved but before I have a green card?
Yes. Once your I-140 has been approved and your priority date is current, portability rules under AC21 allow you to move to a new employer in the same or similar occupational classification without losing your place in the green card queue. For Director-level moves, the key is that the new role must be substantially similar in duties and required skills to the role described in your original PERM application.