Green Card Director of Human Resources Operations Jobs
Director of Human Resources Operations roles qualify for EB-2 or EB-3 green card sponsorship through the PERM labor certification process, which requires employers to demonstrate no qualified U.S. workers are available. Advanced-degree HR leaders and seasoned operations professionals both have viable pathways to lawful permanent residency through employer-sponsored petitions.
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Get Access To All JobsAbout Ouster
At Ouster, we believe that only what is real truly matters. We are building the sensory foundation for Physical AI and global automation, creating high-performance digital lidar sensors and software solutions that allow machines to see, understand, and interact with the physical world in real time.
From enabling autonomous vehicles and smart infrastructure to safeguarding industrial facilities and robotics, our unified platform of hardware and AI perception models turns complex spatial data into real-world safety and efficiency. We iterate tirelessly to build tools that solve real-world challenges, driven by a simple truth: the future will be shaped by creators, not by talkers.
If you thrive on solving hard engineering problems, shipping tangible hardware and software, and making safety accessible to all, this is where you will do your best work.
The role
We're hiring our first Director, People Strategic Operations & Communications. Reporting to the Chief People Officer, you'll make the CPO, the People team and company leaders more effective by bringing strategy, communications and execution together.
You'll pick up the work that lives between teams, bring structure to ambiguity, and find a way to get it done. This is a chance to build a new function from the ground up alongside an experienced People leadership team.
Drive People strategy. Shape People priorities and OKRs, and tell the story to executives and the board. Own the People scorecard with our analytics team, turning headcount, hiring, attrition and engagement data into clear insight and action.
Be the CPO's partner and proxy. Keep priorities, decisions and follow-ups moving across the People team and cross-functionally.
Lead internal communications. Build our internal comms strategy, channels, intranet, and calendar for a global workforce. Partner with the CEO and executives on key messages, own town halls, and lead internal communications for a seamless employee experience.
Run strategic programs. Lead complex cross-functional strategic work such as M&A integration, and global expansion workstreams, with clear plans, owners and cadences.
Strengthen how Ouster operates. Partner with cross-functional leadership on operating principles, cadences and meetings, and plan People team and leadership offsites in San Francisco and around the world.
What you bring
- 10+ years across management consulting, strategy and operations, chief of staff or program leadership, ideally a mix of consulting and operating roles.
- Experience in fast-paced, high-growth companies.
- A builder who thrives in ambiguity and brings “find a way” energy.
- Interdisciplinary range: comfortable moving between strategy, data, communications and execution in the same day.
- Data-driven and metrics-oriented, with a strong grasp of people analytics.
- Executive presence: Trusted by the C-suite and equally effective with frontline employees and cross-functional partners.
- Obsessively organized and timely, with sharp attention to detail and the strategic view intact.
- A clear, concise writer and communicator who can make complex topics simple.
- Sound judgment and discretion with confidential information.
Nice to have
- Experience in or alongside a People or HR organization.
- M&A integration, European works council, or global offsite and event experience.
- Hardware, deep tech or public-company experience.
- Working proficiency in French.
Location
San Francisco Bay Area, hybrid, with periodic international travel.
Compensation
The base pay will be dependent on your skills, work experience, location, and qualifications. This role may also be eligible for equity & benefits. ($185,000 — $255,000 USD)
Ouster is an Equal Employment Opportunity employer that pursues and hires a diverse workforce. Ouster does not make employment decisions on the basis of race, color, religion, ethnic or national origin, nationality, sex, gender, gender-identity, sexual orientation, disability, age, military status, or any other basis protected by local, state, or federal laws. Ouster also strives for a healthy and safe workplace, and prohibits harassment of any kind. Pursuant to the San Francisco Fair Chance Ordinance, Ouster considers qualified applicants with arrest and conviction records for employment. If you have a disability or special need that requires accommodation, please let us know.
About Ouster
At Ouster, we believe that only what is real truly matters. We are building the sensory foundation for Physical AI and global automation, creating high-performance digital lidar sensors and software solutions that allow machines to see, understand, and interact with the physical world in real time.
From enabling autonomous vehicles and smart infrastructure to safeguarding industrial facilities and robotics, our unified platform of hardware and AI perception models turns complex spatial data into real-world safety and efficiency. We iterate tirelessly to build tools that solve real-world challenges, driven by a simple truth: the future will be shaped by creators, not by talkers.
If you thrive on solving hard engineering problems, shipping tangible hardware and software, and making safety accessible to all, this is where you will do your best work.
The role
We're hiring our first Director, People Strategic Operations & Communications. Reporting to the Chief People Officer, you'll make the CPO, the People team and company leaders more effective by bringing strategy, communications and execution together.
You'll pick up the work that lives between teams, bring structure to ambiguity, and find a way to get it done. This is a chance to build a new function from the ground up alongside an experienced People leadership team.
Drive People strategy. Shape People priorities and OKRs, and tell the story to executives and the board. Own the People scorecard with our analytics team, turning headcount, hiring, attrition and engagement data into clear insight and action.
Be the CPO's partner and proxy. Keep priorities, decisions and follow-ups moving across the People team and cross-functionally.
Lead internal communications. Build our internal comms strategy, channels, intranet, and calendar for a global workforce. Partner with the CEO and executives on key messages, own town halls, and lead internal communications for a seamless employee experience.
Run strategic programs. Lead complex cross-functional strategic work such as M&A integration, and global expansion workstreams, with clear plans, owners and cadences.
Strengthen how Ouster operates. Partner with cross-functional leadership on operating principles, cadences and meetings, and plan People team and leadership offsites in San Francisco and around the world.
What you bring
- 10+ years across management consulting, strategy and operations, chief of staff or program leadership, ideally a mix of consulting and operating roles.
- Experience in fast-paced, high-growth companies.
- A builder who thrives in ambiguity and brings “find a way” energy.
- Interdisciplinary range: comfortable moving between strategy, data, communications and execution in the same day.
- Data-driven and metrics-oriented, with a strong grasp of people analytics.
- Executive presence: Trusted by the C-suite and equally effective with frontline employees and cross-functional partners.
- Obsessively organized and timely, with sharp attention to detail and the strategic view intact.
- A clear, concise writer and communicator who can make complex topics simple.
- Sound judgment and discretion with confidential information.
Nice to have
- Experience in or alongside a People or HR organization.
- M&A integration, European works council, or global offsite and event experience.
- Hardware, deep tech or public-company experience.
- Working proficiency in French.
Location
San Francisco Bay Area, hybrid, with periodic international travel.
Compensation
The base pay will be dependent on your skills, work experience, location, and qualifications. This role may also be eligible for equity & benefits. ($185,000 — $255,000 USD)
Ouster is an Equal Employment Opportunity employer that pursues and hires a diverse workforce. Ouster does not make employment decisions on the basis of race, color, religion, ethnic or national origin, nationality, sex, gender, gender-identity, sexual orientation, disability, age, military status, or any other basis protected by local, state, or federal laws. Ouster also strives for a healthy and safe workplace, and prohibits harassment of any kind. Pursuant to the San Francisco Fair Chance Ordinance, Ouster considers qualified applicants with arrest and conviction records for employment. If you have a disability or special need that requires accommodation, please let us know.
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Get Access To All JobsTips for Finding Green Card Sponsorship in Director of Human Resources Operations
Document progressive HR leadership experience early
Compile performance reviews, org charts showing reporting lines, and metrics from workforce initiatives you led. PERM audits scrutinize whether the sponsored role genuinely requires the experience you're claiming, so contemporaneous documentation carries more weight than a reconstructed resume.
Identify employers with PERM filing history
Search Migrate Mate to find companies that have sponsored Director-level HR Operations roles through the green card process. Prior PERM filings in the same occupation signal that the employer already understands the recruitment-test requirements and has an immigration infrastructure in place.
Verify your prevailing wage category before negotiating
Use the OFLC Wage Search to look up the prevailing wage for HR operations directors in your target metro before you receive an offer. If the employer's offer falls below the Level III or IV wage, your PERM application starts at a structural disadvantage that's difficult to fix mid-process.
Understand how EB-2 and EB-3 affect your timeline
If you hold a master's degree or a bachelor's plus five years of progressive HR experience, your employer can file under EB-2, which typically has shorter backlogs for most nationalities. Nationals from high-demand countries should check the USCIS Visa Bulletin before choosing a category, since priority-date backlogs vary significantly by country of birth.
Ask employers about concurrent I-485 filing eligibility
When a visa number is immediately available for your preference category and country, your employer can file the I-140 and your I-485 adjustment-of-status application at the same time. This concurrent filing strategy lets you receive an Employment Authorization Document while the green card is pending, reducing your dependence on a single employer.
Align your O*NET occupation code with your actual duties
PERM job descriptions are benchmarked against O*NET task lists for the relevant SOC code. If your Director of Human Resources Operations role blends strategic planning with shared-services oversight, ensure the job description reflects the specific duties DOL will compare against that occupational profile to avoid a denial on scope grounds.
Green Card Director of Human Resources Operations: Frequently Asked Questions
Does a Director of Human Resources Operations role qualify for EB-2 or EB-3 green card sponsorship?
Both categories can apply. EB-2 fits candidates with a master's degree in human resources, business administration, or a related field, or a bachelor's degree plus at least five years of progressive HR leadership experience. EB-3 covers professionals with a qualifying bachelor's degree. The employer's PERM labor certification must specify the minimum requirements, so the category is determined before the job is posted.
How is green card sponsorship different from H-1B sponsorship for this role?
Green card sponsorship leads to lawful permanent residency rather than a temporary status. The PERM process requires the employer to conduct a formal recruitment test, obtain a prevailing wage determination from DOL, and demonstrate no qualified U.S. workers applied. There is no lottery involved, but EB-2 and EB-3 have per-country annual limits, and nationals of high-demand countries can face priority-date backlogs before a visa number becomes available.
How do I find employers who sponsor green cards for HR Operations Director positions?
Migrate Mate lets you search for companies with verified PERM filing history in HR leadership occupations, so you can target employers who have already navigated the process for similar roles. Focusing your outreach on organizations with an established immigration infrastructure saves significant time, since employers unfamiliar with PERM often back out after learning the recruitment-test and timeline requirements.
Can I change employers after my green card process has started?
Yes, under two distinct rules. If your I-485 has been pending for at least 180 days and the new role is in the same or a substantially similar occupation, AC21 portability allows you to change employers without restarting the adjustment process. Separately, once an I-140 is approved, the priority date from that petition can often be carried over to a new employer's I-140, protecting your place in the backlog queue even if you switch jobs before filing the I-485.
What makes the PERM recruitment test challenging for Director of Human Resources Operations roles?
DOL requires the employer to run mandatory advertisements, including print and internet postings, and to document that no qualified U.S. applicants were rejected without lawful cause. For senior HR roles, the job requirements must be tied to genuine business necessity rather than custom-tailored to fit a single candidate. Overly narrow experience requirements are a leading cause of PERM audits, and the recruitment window must be completed before the application is filed.