Green Card Director of Talent Management Jobs
Director of Talent Management roles qualify for EB-2 or EB-3 green card sponsorship through the PERM labor certification process, where employers document recruitment efforts and prevailing wage compliance before filing an I-140 immigrant petition. For nationals of high-demand countries, priority date backlogs can extend timelines significantly, so starting the sponsorship conversation early matters.
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Get Access To All JobsINTRODUCTION
Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast.
JOB SUMMARY
The Sr Director, Skills Intelligence leads the enterprise skills strategy, translating business priorities and future workforce needs into the skills required to build, buy, borrow, or automate. This role establishes the architecture, governance, technology, and adoption model that embeds trusted skills intelligence across workforce planning, talent management, learning, performance, recruitment, and internal mobility. In partnership with business and HR leaders, this role uses AI, analytics, and market insights to improve workforce decisions, employee opportunity, and measurable business outcomes.
Responsibilities:
- Lead the enterprise Skills Intelligence function, defining the strategy, roadmap, operating model, governance, and measures of success.
- Translate business strategy into priority skills and assess skill supply, demand, proficiency, gaps, and risk to guide build, buy, borrow, mobility, and automation decisions.
- Create and govern the enterprise skills architecture, including taxonomy, proficiency frameworks, validation methods, standards, and decision rights.
- Apply AI, automation, analytics, and market intelligence to infer and validate skills, identify adjacencies, match talent to opportunities, and keep skills profiles current.
- Partner with business, HR, and technology leaders to embed skills into workforce planning, talent, learning, performance, recruitment, and internal mobility decisions.
- Drive leader, HR, and employee adoption by making skills-based practices simple, transparent, and valuable for development, career visibility, and access to opportunity.
- Ensure skills data quality, privacy, interoperability, bias monitoring, transparency, and appropriate human oversight.
- Measure impact through workforce readiness, internal mobility, targeted development, hiring effectiveness, talent deployment, adoption, and business performance.
EMPLOYEES AT ALL LEVELS ARE EXPECTED TO:
- Understand our Operating Principles; make them the guidelines for how you do your job.
- Own the customer experience think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.
- Know your stuff be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.
- Win as a team make big things happen by working together and being open to new ideas.
- Be an active part of the Net Promoter System a way of working that brings more employee and customer feedback into the company by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.
- Drive results and growth.
- Support a culture of inclusion in how you work and lead.
- Do what's right for each other, our customers, investors and our communities.
DISCLAIMER: This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications.
Comcast is an equal opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information, or any other basis protected by applicable law.
SKILLS:
Executive Leadership; Business Acumen; Organizational Development (OD); Change Management; Stakeholder Management; Strategic Thinking; Leadership Development Programs
Base pay is one part of the Total Rewards that Comcast provides to compensate and recognize employees for their work. Most sales positions are eligible for a Commission under the terms of an applicable plan, while most non-sales positions are eligible for a Bonus. Additionally, Comcast provides best-in-class Benefits to eligible employees. We believe that benefits should connect you to the support you need when it matters most, and should help you care for those who matter most. That’s why we provide an array of options, expert guidance and always-on tools, that are personalized to meet the needs of your reality - to help support you physically, financially and emotionally through the big milestones and in your everyday life. Please visit the compensation and benefits summary on our careers site for more details.
INTRODUCTION
Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast.
JOB SUMMARY
The Sr Director, Skills Intelligence leads the enterprise skills strategy, translating business priorities and future workforce needs into the skills required to build, buy, borrow, or automate. This role establishes the architecture, governance, technology, and adoption model that embeds trusted skills intelligence across workforce planning, talent management, learning, performance, recruitment, and internal mobility. In partnership with business and HR leaders, this role uses AI, analytics, and market insights to improve workforce decisions, employee opportunity, and measurable business outcomes.
Responsibilities:
- Lead the enterprise Skills Intelligence function, defining the strategy, roadmap, operating model, governance, and measures of success.
- Translate business strategy into priority skills and assess skill supply, demand, proficiency, gaps, and risk to guide build, buy, borrow, mobility, and automation decisions.
- Create and govern the enterprise skills architecture, including taxonomy, proficiency frameworks, validation methods, standards, and decision rights.
- Apply AI, automation, analytics, and market intelligence to infer and validate skills, identify adjacencies, match talent to opportunities, and keep skills profiles current.
- Partner with business, HR, and technology leaders to embed skills into workforce planning, talent, learning, performance, recruitment, and internal mobility decisions.
- Drive leader, HR, and employee adoption by making skills-based practices simple, transparent, and valuable for development, career visibility, and access to opportunity.
- Ensure skills data quality, privacy, interoperability, bias monitoring, transparency, and appropriate human oversight.
- Measure impact through workforce readiness, internal mobility, targeted development, hiring effectiveness, talent deployment, adoption, and business performance.
EMPLOYEES AT ALL LEVELS ARE EXPECTED TO:
- Understand our Operating Principles; make them the guidelines for how you do your job.
- Own the customer experience think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.
- Know your stuff be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.
- Win as a team make big things happen by working together and being open to new ideas.
- Be an active part of the Net Promoter System a way of working that brings more employee and customer feedback into the company by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.
- Drive results and growth.
- Support a culture of inclusion in how you work and lead.
- Do what's right for each other, our customers, investors and our communities.
DISCLAIMER: This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications.
Comcast is an equal opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information, or any other basis protected by applicable law.
SKILLS:
Executive Leadership; Business Acumen; Organizational Development (OD); Change Management; Stakeholder Management; Strategic Thinking; Leadership Development Programs
Base pay is one part of the Total Rewards that Comcast provides to compensate and recognize employees for their work. Most sales positions are eligible for a Commission under the terms of an applicable plan, while most non-sales positions are eligible for a Bonus. Additionally, Comcast provides best-in-class Benefits to eligible employees. We believe that benefits should connect you to the support you need when it matters most, and should help you care for those who matter most. That’s why we provide an array of options, expert guidance and always-on tools, that are personalized to meet the needs of your reality - to help support you physically, financially and emotionally through the big milestones and in your everyday life. Please visit the compensation and benefits summary on our careers site for more details.
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Get Access To All JobsTips for Finding Green Card Sponsorship in Director of Talent Management
Document progressive HR leadership experience early
PERM filings for Director of Talent Management roles often cite EB-3 skilled worker or EB-2 advanced-degree criteria. Gather performance reviews, org charts, and promotion letters now to demonstrate the progressive leadership experience DOL and USCIS require.
Verify your prevailing wage category before negotiating
Use the OFLC Wage Search to look up prevailing wage levels for talent management director roles in your target city. Your offered salary must meet or exceed the certified wage, so knowing the threshold before salary discussions protects your PERM eligibility.
Search Migrate Mate to find sponsoring employers
Migrate Mate lists U.S. employers with verified employment-based green card sponsorship history, searchable by role and location. Filtering to companies that have sponsored similar director-level HR roles helps you target outreach where PERM sponsorship is already established practice.
Ask about priority date strategy during offer negotiations
If you're a national of India or China, ask prospective employers whether they'll file under EB-2 or EB-3 and whether concurrent I-485 filing is possible. These choices directly affect how long you wait for a visa number to become available.
Align your O*NET occupation code with the job description
PERM requires the job duties to match a recognized occupation. Cross-reference your offer letter's duties against the O*NET profile for talent management directors so the employer's recruitment ads and minimum requirements are consistent, reducing audit risk.
Understand AC21 portability before accepting an offer
Once your I-485 has been pending for 180 days or more, AC21 portability lets you change to a same or similar occupation without restarting the green card process. Confirm the new employer's role qualifies as similar before resigning, to protect your priority date.
Green Card Director of Talent Management: Frequently Asked Questions
Does a Director of Talent Management role qualify for EB-2 or EB-3 green card sponsorship?
Most Director of Talent Management positions qualify under EB-2 if the role requires an advanced degree in human resources, organizational development, or a related field, or a bachelor's degree plus five years of progressive experience. EB-3 covers professionals with a bachelor's degree. The employer's offer letter and minimum requirements determine which category PERM is filed under.
How is green card sponsorship different from H-1B sponsorship for this role?
H-1B visa is a temporary nonimmigrant status, while employment-based green card sponsorship leads to lawful permanent residence. The PERM process requires the employer to conduct a formal DOL-supervised recruitment test, obtain a prevailing wage determination, and demonstrate no qualified U.S. workers are available, before filing an I-140 immigrant petition with USCIS. There is no lottery, but per-country numerical limits can create long priority date backlogs for nationals of high-demand countries.
How do I find employers who sponsor green cards for Director of Talent Management jobs?
Migrate Mate lists U.S. employers with verified employment-based green card sponsorship history, searchable by role and location. Targeting companies that have sponsored director-level HR or talent management positions before is more effective than applying broadly, since PERM requires significant employer investment and organizations already familiar with the process are more likely to sponsor again.
What happens to my green card case if I change employers while my I-485 is pending?
Under AC21 job portability, you can change employers once your I-485 has been pending for 180 days or more, provided the new Director of Talent Management or similar HR leadership role is in the same or a substantially similar occupation. Your approved I-140 priority date carries over to the new employer's petition, so you don't lose your place in line.
What documents should I prepare before approaching employers about PERM sponsorship?
Collect academic transcripts and degree certificates, performance reviews documenting progressive leadership responsibility, letters from prior employers detailing your specific HR director duties, and any professional certifications relevant to talent management. PERM audits often demand contemporaneous proof of qualifications, and having these documents organized before an offer is made speeds up the employer's filing timeline.