Green Card Director of Payroll Jobs
Director of Payroll roles qualify for EB-2 or EB-3 green card sponsorship when employers can demonstrate no qualified U.S. worker is available through the PERM labor certification process. Advanced-degree professionals and candidates with strong credentials in multi-state payroll compliance, HRIS systems, and tax reporting are well-positioned for permanent sponsorship.
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Baker Tilly is a leading advisory, tax and assurance firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles, Chicago and Boston. Baker Tilly Advisory Group, LP and Baker Tilly US, LLP (Baker Tilly) provide professional services through an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable laws, regulations and professional standards. Baker Tilly US, LLP is a licensed independent CPA firm that provides attest services to its clients. Baker Tilly Advisory Group, LP and its subsidiary entities provide tax and business advisory services to their clients. Baker Tilly Advisory Group, LP and its subsidiary entities are not licensed CPA firms.
Baker Tilly Advisory Group, LP and Baker Tilly US, LLP, trading as Baker Tilly, are independent members of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 141 territories, with 43,000 professionals and a combined worldwide revenue of $5.2 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Instagram.
Please discuss the work location status with your Baker Tilly talent acquisition professional to understand the requirements for an opportunity you are exploring.
Baker Tilly is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status, gender identity, sexual orientation, or any other legally protected basis, in accordance with applicable federal, state or local law.
Any unsolicited resumes submitted through our website or to Baker Tilly Advisory Group, LP, employee e-mail accounts are considered property of Baker Tilly Advisory Group, LP, and are not subject to payment of agency fees. In order to be an authorized recruitment agency ("search firm") for Baker Tilly Advisory Group, LP, there must be a formal written agreement in place and the agency must be invited, by Baker Tilly's Talent Attraction team, to submit candidates for review via our applicant tracking system.
Job Description
Baker Tilly is seeking a Managing Director, HR & Payroll – Managed Services to lead the strategy, growth, and delivery of our recurring and non-recurring HR and payroll services. This executive leadership role will own practice strategy, profitable growth, client portfolio performance, service quality, talent leadership, and market presence while helping scale the practice nationally.
The Managing Director will serve as a trusted advisor to C-suite and senior client stakeholders, originate and expand strategic relationships, and align people, process, technology, risk management, and commercial priorities. This leader will connect HR, payroll, benefits, tax, accounting, technology, risk, marketing, and other firm leaders to deliver differentiated solutions and consistent client outcomes.
This is a senior leadership role for an executive who combines deep HR, payroll, and benefits expertise with strong commercial instincts, operational discipline, and the ability to build and lead a high-performing managed services practice.
Key Responsibilities and Leadership Expectations
- Own and execute the service line strategy, operating model, annual plan, and multi-year growth agenda for the Managed Services HRS Payroll & HR practice, with accountability for revenue growth, profitability, utilization, capacity, investment priorities, quality, and client retention.
- Translate firm strategy and market trends into differentiated HR and payroll solutions, scalable delivery models, and measurable business outcomes; establish governance, decision rights, performance measures, and escalation protocols that support consistent execution.
- Executive-sponsor a portfolio of strategic and complex client relationships, maintaining trusted advisor relationships with C-suite and senior stakeholders and leading the response to high-risk, high-impact, or escalated client matters.
- Oversee service delivery standards, client experience, quality controls, engagement economics, and continuous improvement across the portfolio, including strategic and operational guidance related to HR strategy, payroll operations, benefits, organizational design, workforce infrastructure, and business continuity.
- Originate new client relationships and expand existing accounts through executive-level business development, cross-selling, centers of influence, and strategic partnerships; own or sponsor priority pursuits from qualification and solution design through pricing, negotiation, and executive presentation.
- Build and activate relationships with insurance brokers, C-suite leaders, referral partners, and other centers of influence, and represent Baker Tilly nationally through thought leadership, industry forums, webinars, publications, speaking engagements, and strategic alliances.
- Build, organize, and lead a high-performing leadership team; forecast workforce and capability needs; and create clear accountability, coaching expectations, career paths, succession plans, and development opportunities for practice professionals.
- Sponsor the practice technology roadmap and prioritize investments in HCM, payroll, workflow, data, automation, reporting, training, and process improvement to improve scale, controls, quality, and client value.
- Use performance data and client feedback to improve offerings and inform resource and investment decisions while overseeing budgets, forecasts, billing discipline, reporting, and management information required to operate and grow the practice.
- Maintain executive oversight of engagement risk, contractual commitments, client acceptance, independence considerations, data handling, and applicable professional and legal requirements; reinforce ethical conduct, confidentiality, sound judgment, and adherence to firm policies.
Ideal Candidate Profile
The successful candidate will be an experienced executive leader with deep expertise across HR, payroll, benefits, managed services, consulting, or related professional services. This individual will have demonstrated success leading complex client portfolios, building and growing strategic relationships, developing leaders, and operating a scaled service business with accountability for growth, profitability, quality, and client outcomes.
The ideal leader is strategic and enterprise-minded, commercially oriented, credible with senior executives, decisive in complex situations, and collaborative across organizational boundaries. They are client-centered, curious, innovative, and committed to technology-enabled improvement while maintaining high standards for quality, ethics, and service.
Required Experience
- Bachelor's degree in Business, Accounting, Finance, HR, or a related field.
- CPP and/or SPHR, SHRM-SCP, CEBS, or other relevant professional credentials.
- 15+ years of progressively responsible experience, including significant leadership responsibility in HR, payroll, benefits, managed services, consulting, or a related professional services environment.
- Demonstrated success serving multiple clients across industries and managing complex relationships, engagements, and delivery priorities.
- Strong technical payroll, HR, and benefits experience, including the ability to direct work involving technical and legal considerations and engage appropriate specialists.
- Experience with Intuit QuickBooks Online, ADP, and/or other HCM and payroll technology platforms.
- Proven business development experience with a demonstrated track record of originating and growing client relationships and an established professional network, including relationships with insurance brokers, C-suite leaders, and other centers of influence.
- Strong executive presence, communication, presentation, relationship management, analytical, organizational, interpersonal, and decision-making skills.
- Ability to lead and supervise others, manage competing priorities, exercise sound ethical judgment, and deliver quality work with urgency.
The pay rate range for this job position is $182,150 - $345,330. Actual compensation is influenced by a variety of relevant factors including but not limited to applicant's skills, prior experience, qualifications, degrees, professional certifications, work arrangements, and geographic location. Baker Tilly offers a comprehensive compensation and benefits package to eligible employees.
Overview
Baker Tilly is a leading advisory, tax and assurance firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles, Chicago and Boston. Baker Tilly Advisory Group, LP and Baker Tilly US, LLP (Baker Tilly) provide professional services through an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable laws, regulations and professional standards. Baker Tilly US, LLP is a licensed independent CPA firm that provides attest services to its clients. Baker Tilly Advisory Group, LP and its subsidiary entities provide tax and business advisory services to their clients. Baker Tilly Advisory Group, LP and its subsidiary entities are not licensed CPA firms.
Baker Tilly Advisory Group, LP and Baker Tilly US, LLP, trading as Baker Tilly, are independent members of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 141 territories, with 43,000 professionals and a combined worldwide revenue of $5.2 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Instagram.
Please discuss the work location status with your Baker Tilly talent acquisition professional to understand the requirements for an opportunity you are exploring.
Baker Tilly is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status, gender identity, sexual orientation, or any other legally protected basis, in accordance with applicable federal, state or local law.
Any unsolicited resumes submitted through our website or to Baker Tilly Advisory Group, LP, employee e-mail accounts are considered property of Baker Tilly Advisory Group, LP, and are not subject to payment of agency fees. In order to be an authorized recruitment agency ("search firm") for Baker Tilly Advisory Group, LP, there must be a formal written agreement in place and the agency must be invited, by Baker Tilly's Talent Attraction team, to submit candidates for review via our applicant tracking system.
Job Description
Baker Tilly is seeking a Managing Director, HR & Payroll – Managed Services to lead the strategy, growth, and delivery of our recurring and non-recurring HR and payroll services. This executive leadership role will own practice strategy, profitable growth, client portfolio performance, service quality, talent leadership, and market presence while helping scale the practice nationally.
The Managing Director will serve as a trusted advisor to C-suite and senior client stakeholders, originate and expand strategic relationships, and align people, process, technology, risk management, and commercial priorities. This leader will connect HR, payroll, benefits, tax, accounting, technology, risk, marketing, and other firm leaders to deliver differentiated solutions and consistent client outcomes.
This is a senior leadership role for an executive who combines deep HR, payroll, and benefits expertise with strong commercial instincts, operational discipline, and the ability to build and lead a high-performing managed services practice.
Key Responsibilities and Leadership Expectations
- Own and execute the service line strategy, operating model, annual plan, and multi-year growth agenda for the Managed Services HRS Payroll & HR practice, with accountability for revenue growth, profitability, utilization, capacity, investment priorities, quality, and client retention.
- Translate firm strategy and market trends into differentiated HR and payroll solutions, scalable delivery models, and measurable business outcomes; establish governance, decision rights, performance measures, and escalation protocols that support consistent execution.
- Executive-sponsor a portfolio of strategic and complex client relationships, maintaining trusted advisor relationships with C-suite and senior stakeholders and leading the response to high-risk, high-impact, or escalated client matters.
- Oversee service delivery standards, client experience, quality controls, engagement economics, and continuous improvement across the portfolio, including strategic and operational guidance related to HR strategy, payroll operations, benefits, organizational design, workforce infrastructure, and business continuity.
- Originate new client relationships and expand existing accounts through executive-level business development, cross-selling, centers of influence, and strategic partnerships; own or sponsor priority pursuits from qualification and solution design through pricing, negotiation, and executive presentation.
- Build and activate relationships with insurance brokers, C-suite leaders, referral partners, and other centers of influence, and represent Baker Tilly nationally through thought leadership, industry forums, webinars, publications, speaking engagements, and strategic alliances.
- Build, organize, and lead a high-performing leadership team; forecast workforce and capability needs; and create clear accountability, coaching expectations, career paths, succession plans, and development opportunities for practice professionals.
- Sponsor the practice technology roadmap and prioritize investments in HCM, payroll, workflow, data, automation, reporting, training, and process improvement to improve scale, controls, quality, and client value.
- Use performance data and client feedback to improve offerings and inform resource and investment decisions while overseeing budgets, forecasts, billing discipline, reporting, and management information required to operate and grow the practice.
- Maintain executive oversight of engagement risk, contractual commitments, client acceptance, independence considerations, data handling, and applicable professional and legal requirements; reinforce ethical conduct, confidentiality, sound judgment, and adherence to firm policies.
Ideal Candidate Profile
The successful candidate will be an experienced executive leader with deep expertise across HR, payroll, benefits, managed services, consulting, or related professional services. This individual will have demonstrated success leading complex client portfolios, building and growing strategic relationships, developing leaders, and operating a scaled service business with accountability for growth, profitability, quality, and client outcomes.
The ideal leader is strategic and enterprise-minded, commercially oriented, credible with senior executives, decisive in complex situations, and collaborative across organizational boundaries. They are client-centered, curious, innovative, and committed to technology-enabled improvement while maintaining high standards for quality, ethics, and service.
Required Experience
- Bachelor's degree in Business, Accounting, Finance, HR, or a related field.
- CPP and/or SPHR, SHRM-SCP, CEBS, or other relevant professional credentials.
- 15+ years of progressively responsible experience, including significant leadership responsibility in HR, payroll, benefits, managed services, consulting, or a related professional services environment.
- Demonstrated success serving multiple clients across industries and managing complex relationships, engagements, and delivery priorities.
- Strong technical payroll, HR, and benefits experience, including the ability to direct work involving technical and legal considerations and engage appropriate specialists.
- Experience with Intuit QuickBooks Online, ADP, and/or other HCM and payroll technology platforms.
- Proven business development experience with a demonstrated track record of originating and growing client relationships and an established professional network, including relationships with insurance brokers, C-suite leaders, and other centers of influence.
- Strong executive presence, communication, presentation, relationship management, analytical, organizational, interpersonal, and decision-making skills.
- Ability to lead and supervise others, manage competing priorities, exercise sound ethical judgment, and deliver quality work with urgency.
The pay rate range for this job position is $182,150 - $345,330. Actual compensation is influenced by a variety of relevant factors including but not limited to applicant's skills, prior experience, qualifications, degrees, professional certifications, work arrangements, and geographic location. Baker Tilly offers a comprehensive compensation and benefits package to eligible employees.
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Get Access To All JobsTips for Finding Green Card Sponsorship in Director of Payroll
Document your payroll credentials strategically
Gather transcripts, CPP or FPC certifications, and letters from prior employers that quantify your scope, such as headcount managed and payroll systems implemented. DOL requires this evidence to support EB-2 advanced-degree or EB-3 skilled-worker classification during PERM.
Use OFLC Wage Search before salary negotiations
Look up the prevailing wage for Director of Payroll using the OFLC Wage Search before accepting an offer. PERM requires your employer to pay at or above that figure, so knowing the wage level early prevents offers that cannot legally support your sponsorship.
Find green-card-sponsoring employers on Migrate Mate
Search Migrate Mate to identify employers with verified EB-2 and EB-3 green card sponsorship history for payroll leadership roles. Focusing your applications on companies that have already completed PERM filings reduces the risk of pursuing employers unfamiliar with the process.
Target companies with centralized payroll operations
Employers running multi-entity or multi-state payroll are more likely to view a Director of Payroll as a specialized, hard-to-fill role, which strengthens your PERM recruitment test. Mid-to-large employers with consolidated HR functions are your strongest candidates for sustained sponsorship commitment.
Clarify I-140 approval before accepting a competing offer
Once your employer files your I-140 petition with USCIS, your priority date is established. If you're weighing a job change before your I-485 has been pending 180 days, understand that AC21 portability won't yet apply and you may need to restart the PERM process entirely.
Prepare for the PERM recruitment audit window
DOL can audit your PERM filing for up to five years. Ask your sponsoring employer to retain all recruitment records, including job posting dates, applicant logs, and rejection rationale, since gaps in that documentation can jeopardize your green card even after I-140 approval.
Green Card Director of Payroll: Frequently Asked Questions
Does a Director of Payroll role qualify for EB-2 or EB-3 green card sponsorship?
Directors of Payroll typically qualify under EB-2 if the position requires an advanced degree in accounting, finance, or a related field, or a bachelor's degree plus five years of progressive experience. EB-3 covers roles requiring a bachelor's degree or at least two years of skilled experience. Your employer's job description and your credentials together determine which category USCIS accepts.
How is green card sponsorship different from H-1B sponsorship for a payroll director?
Green card sponsorship results in lawful permanent residence, not a temporary work status. It requires PERM labor certification filed with DOL, a prevailing wage determination, and a formal U.S. recruitment test before USCIS can approve your I-140 petition. Unlike the H-1B visa, there is no annual lottery, but employment-based green cards do have per-country numerical limits, and nationals from high-demand countries like India or China can face significant priority-date backlogs before final approval.
What does the PERM process look like for a Director of Payroll position?
Your employer starts by obtaining a prevailing wage determination from DOL, then conducts a mandatory recruitment campaign to demonstrate no qualified U.S. worker is available. That recruitment must follow strict DOL posting requirements. After recruitment concludes, your employer files the PERM application. If certified, they then file your I-140 with USCIS to formally establish your immigrant petition and your priority date.
How do I find employers willing to sponsor a Director of Payroll for a green card?
Migrate Mate lists U.S. employers with verified EB-2 and EB-3 green card sponsorship history, searchable by role and location. Focusing on companies that have previously completed PERM filings for payroll or finance leadership roles means you're targeting employers who understand the process and have already committed the legal resources it requires.
Can I change employers after my green card sponsorship is underway?
It depends on where you are in the process. If your I-485 has been pending with USCIS for at least 180 days and your I-140 was approved, AC21 job portability lets you move to a same or similar occupation without restarting the green card process. Before that 180-day threshold, changing employers typically requires your new employer to begin a fresh PERM filing, though your priority date from an approved I-140 can carry over.