Green Card Director Of People Jobs
Director Of People roles qualify for EB-2 or EB-3 green card sponsorship when the position requires an advanced degree in human resources, organizational development, or a related field. Employers file a PERM labor certification with DOL before sponsoring you, documenting that no qualified U.S. worker was available for the role.
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Get Access To All JobsWORK SCHEDULE:
- Work Schedule: Hybrid work arrangement with at least 2 days per week on-site.
BUDGETED SALARY:
- $104,412 - $127,926 per annum
SCHOOL/UNIT DESCRIPTION:
Dean of Research / Office of Technology Licensing: The Office of Technology Licensing (OTL) was established in 1970 to manage the intellectual property assets of Stanford University. OTL evaluates, markets, and licenses technology owned by the University. OTL's mission is to encourage effective technology transfer for the public benefit as well as generating royalty income for Stanford to benefit research and education. OTL is one of the country's most active offices in the field of technology transfer from the university to industry. Our staff, most of whom are professionals engaged directly in licensing, manages over 3,000 active dockets.
Position Summary:
The Office of Technology Licensing (OTL) is seeking an experienced professional to lead employee development, performance management, and workforce engagement initiatives for a team of approximately 70 employees. Reporting to the Director of Business Operations, the People and Performance Development Manager will help employees grow, equip managers to provide effective feedback, and strengthen an engaged and productive workplace.
The role’s primary focus is developing and implementing programs that support clear goals, ongoing coaching, meaningful performance evaluations, and career development. Working closely with managers, the Director of Business Operations, and DoR HR, the Manager will identify development needs, recommend training opportunities, support performance improvement, and provide guidance on employee relations matters. The role will also strengthen onboarding and employee integration, including follow-up conversations with new employees and their managers.
In partnership with Business Operations and HR colleagues, the role will support job descriptions, reclassification requests, compensation planning, organizational changes, and coordination of complex HR matters in accordance with Stanford policies and procedures.
Beyond these responsibilities, the Manager will lead cross-functional operational projects, improve workflows, and analyze HR and program data to recommend practical improvements. This is an individual contributor role that collaborates with HR Support and other OTL colleagues.
The ideal candidate brings demonstrated experience in employee development and performance management, including coaching managers, supporting constructive performance conversations, designing learning initiatives, and translating employee and organizational needs into effective programs. Strong judgment, discretion, facilitation skills, and the ability to build productive relationships across teams are essential to supporting OTL’s people and mission.
PREFERRED/DESIRED QUALIFICATIONS:
- Demonstrated experience in employee development and performance management, including goal setting, ongoing feedback, performance evaluations, and development planning.
- Experience coaching managers through constructive performance conversations, identifying development needs, and supporting performance improvement in partnership with HR specialists.
- Experience designing, implementing, and evaluating training and professional development programs that support staff growth and organizational needs.
- Ability to strengthen onboarding and employee integration through structured follow-up, manager collaboration, and assessment of new employee needs.
- Sound judgment and discretion in handling sensitive employee relations matters, interpreting policies, and partnering with HR colleagues on complex personnel issues.
- Working knowledge of HR processes related to job descriptions, reclassifications, compensation adjustments, organizational changes, and leaves of absence.
- Ability to analyze HR and program data, identify trends, and translate findings into practical recommendations for leadership.
- Strong communication and facilitation skills, including experience developing clear process documentation and delivering training on performance management and collaboration.
- Experience leading cross-functional projects and improving workflows, with the ability to influence and collaborate effectively without direct supervisory authority.
Core Duties:
- Independently implement, administer and evaluate day-to-day activities of the unit, function or program by identifying and executing tasks and objectives, making recommendations that impact policies and programs, and assigning resources to achieve the goals of the program.
- Collect and analyze data, create reports, review and explain trends; formulate and evaluate alternative solutions and/or recommendations to achieve the goals of the program or function.
- Analyze and interpret policies; develop, revise and implement procedures for program or function.
- Represent the program or function as the key contact and subject matter expert within the department, unit or school. Commit resources and provide information and/or training. May also represent the program or function to external/internal stakeholders and constituencies.
- Organize and/or participate in outreach activities that may include developing communications and training, planning/promoting events and/or conferences.
- May participate in development of budgets, monitor, and approve expenditures. May perform limited forecasting and provide recommendations that determine the budget.
- May direct staff to perform various tasks and assignments. May also supervise staff.
Minimum Education and Experience:
Bachelor’s degree and three years of relevant experience, or combination of education and relevant experience.
Knowledge, Skills and Abilities:
- Demonstrated ability to prioritize own work and multi-task.
- Demonstrated excellent organizational skills.
- Demonstrated ability to take initiative and ownership of projects.
- Ability to communicate effectively both orally and in writing.
- Ability to routinely and independently exercise sound judgment in making decisions.
- Demonstrated experience working independently and as part of a team.
- Relevant subject matter knowledge.
- Ability to direct the work of others, for jobs requiring supervision.
WORK SCHEDULE:
- Work Schedule: Hybrid work arrangement with at least 2 days per week on-site.
BUDGETED SALARY:
- $104,412 - $127,926 per annum
SCHOOL/UNIT DESCRIPTION:
Dean of Research / Office of Technology Licensing: The Office of Technology Licensing (OTL) was established in 1970 to manage the intellectual property assets of Stanford University. OTL evaluates, markets, and licenses technology owned by the University. OTL's mission is to encourage effective technology transfer for the public benefit as well as generating royalty income for Stanford to benefit research and education. OTL is one of the country's most active offices in the field of technology transfer from the university to industry. Our staff, most of whom are professionals engaged directly in licensing, manages over 3,000 active dockets.
Position Summary:
The Office of Technology Licensing (OTL) is seeking an experienced professional to lead employee development, performance management, and workforce engagement initiatives for a team of approximately 70 employees. Reporting to the Director of Business Operations, the People and Performance Development Manager will help employees grow, equip managers to provide effective feedback, and strengthen an engaged and productive workplace.
The role’s primary focus is developing and implementing programs that support clear goals, ongoing coaching, meaningful performance evaluations, and career development. Working closely with managers, the Director of Business Operations, and DoR HR, the Manager will identify development needs, recommend training opportunities, support performance improvement, and provide guidance on employee relations matters. The role will also strengthen onboarding and employee integration, including follow-up conversations with new employees and their managers.
In partnership with Business Operations and HR colleagues, the role will support job descriptions, reclassification requests, compensation planning, organizational changes, and coordination of complex HR matters in accordance with Stanford policies and procedures.
Beyond these responsibilities, the Manager will lead cross-functional operational projects, improve workflows, and analyze HR and program data to recommend practical improvements. This is an individual contributor role that collaborates with HR Support and other OTL colleagues.
The ideal candidate brings demonstrated experience in employee development and performance management, including coaching managers, supporting constructive performance conversations, designing learning initiatives, and translating employee and organizational needs into effective programs. Strong judgment, discretion, facilitation skills, and the ability to build productive relationships across teams are essential to supporting OTL’s people and mission.
PREFERRED/DESIRED QUALIFICATIONS:
- Demonstrated experience in employee development and performance management, including goal setting, ongoing feedback, performance evaluations, and development planning.
- Experience coaching managers through constructive performance conversations, identifying development needs, and supporting performance improvement in partnership with HR specialists.
- Experience designing, implementing, and evaluating training and professional development programs that support staff growth and organizational needs.
- Ability to strengthen onboarding and employee integration through structured follow-up, manager collaboration, and assessment of new employee needs.
- Sound judgment and discretion in handling sensitive employee relations matters, interpreting policies, and partnering with HR colleagues on complex personnel issues.
- Working knowledge of HR processes related to job descriptions, reclassifications, compensation adjustments, organizational changes, and leaves of absence.
- Ability to analyze HR and program data, identify trends, and translate findings into practical recommendations for leadership.
- Strong communication and facilitation skills, including experience developing clear process documentation and delivering training on performance management and collaboration.
- Experience leading cross-functional projects and improving workflows, with the ability to influence and collaborate effectively without direct supervisory authority.
Core Duties:
- Independently implement, administer and evaluate day-to-day activities of the unit, function or program by identifying and executing tasks and objectives, making recommendations that impact policies and programs, and assigning resources to achieve the goals of the program.
- Collect and analyze data, create reports, review and explain trends; formulate and evaluate alternative solutions and/or recommendations to achieve the goals of the program or function.
- Analyze and interpret policies; develop, revise and implement procedures for program or function.
- Represent the program or function as the key contact and subject matter expert within the department, unit or school. Commit resources and provide information and/or training. May also represent the program or function to external/internal stakeholders and constituencies.
- Organize and/or participate in outreach activities that may include developing communications and training, planning/promoting events and/or conferences.
- May participate in development of budgets, monitor, and approve expenditures. May perform limited forecasting and provide recommendations that determine the budget.
- May direct staff to perform various tasks and assignments. May also supervise staff.
Minimum Education and Experience:
Bachelor’s degree and three years of relevant experience, or combination of education and relevant experience.
Knowledge, Skills and Abilities:
- Demonstrated ability to prioritize own work and multi-task.
- Demonstrated excellent organizational skills.
- Demonstrated ability to take initiative and ownership of projects.
- Ability to communicate effectively both orally and in writing.
- Ability to routinely and independently exercise sound judgment in making decisions.
- Demonstrated experience working independently and as part of a team.
- Relevant subject matter knowledge.
- Ability to direct the work of others, for jobs requiring supervision.
See all 754+ Green Card Director Of People Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship in Director Of People
Document your HR credentials before applying
Gather degree transcripts, professional certifications like SHRM-CP or PHR, and employment verification letters now. PERM audits frequently target People leadership roles, and clean credential packages reduce DOL review time significantly.
Target employers with dedicated HR leadership structures
Companies large enough to have a standalone Director Of People role are also structured enough to have in-house immigration support. Mid-size tech, healthcare, and professional services firms sponsoring EB-3 consistently are your strongest starting point.
Search for green card sponsors on Migrate Mate
Migrate Mate filters Director Of People listings by employers with active EB-2 and EB-3 sponsorship history, so you're not cold-applying to companies that have never filed PERM for People leadership positions.
Confirm the prevailing wage tier before negotiating
Use OFLC Wage Search to look up the prevailing wage for your specific job zone and location before any offer conversation. Your offered salary must meet or exceed the DOL-certified wage level for PERM to proceed.
Clarify whether EB-2 or EB-3 fits your degree
EB-2 requires the role to formally require an advanced degree, not just prefer one. If your employer lists a bachelor's as sufficient, the position likely qualifies only at EB-3. Get the job description requirements confirmed in writing before PERM filing begins.
Understand the PERM advertising timeline upfront
PERM requires your employer to complete DOL-mandated recruitment steps, including job postings and reporting, before filing. This recruitment window typically runs 30 to 60 days, meaning green card processing starts months before USCIS ever sees the I-140 petition.
Green Card Director Of People: Frequently Asked Questions
Does a Director Of People role qualify for EB-2 or EB-3 sponsorship?
It depends on how the employer writes the job requirements. If the position formally requires a master's degree or equivalent in human resources, organizational development, or a related field, EB-2 applies. If a bachelor's degree is the stated minimum, the role qualifies under EB-3 as a professional position. The job description language matters because DOL audits it during PERM.
How does green card sponsorship differ from H-1B for this role?
Green card sponsorship via PERM and I-140 leads to permanent residency, not a temporary status. There's no annual lottery for EB-3, and most nationalities outside India and China face manageable wait times. H-1B visa is capped at 85,000 annually with a lottery, while EB-3 green card filings are employer-driven and processed sequentially without a random selection component.
What does the PERM process look like for a Director Of People position?
Your employer files a PERM labor certification with DOL, documenting that the role was advertised and no qualified U.S. worker applied. For a Director Of People role, DOL scrutinizes whether the stated degree requirement is genuinely tied to the job duties. After PERM is certified, your employer files the I-140 immigrant petition with USCIS, and you apply to adjust status.
How do I find employers actively sponsoring green cards for People leadership roles?
Migrate Mate lets you filter Director Of People and similar HR leadership positions by employers with documented EB-2 and EB-3 sponsorship history. Rather than applying broadly and asking about sponsorship mid-interview, you can focus your outreach on companies that have already navigated PERM for comparable roles.
Can I switch employers after my PERM is filed but before I get my green card?
You can change employers under certain conditions once your I-140 has been approved for at least 180 days, as long as the new role is in the same or a similar occupational classification. For Director Of People positions, a move to a comparable People leadership role at a new company generally satisfies the same-or-similar requirement. Consult an immigration attorney before making any change.