Green Card Director Of Technology Jobs
Director Of Technology roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires your employer to document that no qualified U.S. worker is available for the position. Tech leadership roles with specialized degree requirements and systems oversight responsibilities are well-suited to employment-based permanent residency pathways.
Find Green Card Director Of Technology JobsOverview
Showing 5 of 139+ Director Of Technology jobs
See all 139+ Director Of Technology Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Director Of Technology roles.
Get Access To All JobsHead of HR Technology Integrations & Platform Engineering (VP / Director)
Who we are looking for
We are seeking a senior, hands-on technology leader to own and modernize the global HR integration and platform engineering function supporting Workday and the broader HR technology ecosystem.
This role will lead the architecture, governance, and operational resilience of 180+ Workday integrations, while shaping the future of HR data platforms, analytics, and AI enablement, including the use of modern data platforms such as Databricks.
The ideal candidate is a technical player-coach with deep expertise in Workday integrations, API and file-based data exchange, and enterprise platform engineering, combined with proven experience leading global teams in complex, regulated environments.
This is a VP/Director-level leadership role with high visibility across HR, Technology, Cybersecurity, Data, and senior business leadership. The successful candidate must be equally comfortable reviewing detailed integration designs, guiding engineers, and influencing enterprise strategy.
Why this role matters
This role owns one of the most critical technology layers in the enterprise — the integration and data backbone connecting Workday to the broader ecosystem.
You will:
- Drive modernization from legacy file-based integrations to API-driven and event-based architectures
- Shape the HR data strategy, enabling analytics, reporting, and AI use cases
- Strengthen security, compliance, and audit readiness across all integrations
- Influence enterprise decisions across HR, Data, Cybersecurity, and Architecture
This is a unique opportunity to combine deep technical leadership, large-scale platform ownership, and enterprise transformation impact.
What you will be responsible for
1. Platform Strategy & Engineering Leadership
- Own the HR integration and platform engineering strategy, roadmap, and standards across Workday and connected systems
- Lead modernization toward API-first, scalable, and event-driven integration patterns
- Establish KPIs for integration health, reliability, SLA performance, and audit readiness
- Partner with HR, Data, Cybersecurity, and Architecture leaders to align delivery with enterprise priorities
2. Workday Integration Architecture & Governance
- Own end-to-end governance of 180+ Workday integrations, ensuring scalability, security, and operational resilience
- Define and enforce standards across:
- Workday Studio, EIB, Core Connectors, PECI, RaaS
- REST/SOAP APIs and middleware
- Secure file transfer and data exchange frameworks
- Drive improvements in monitoring, observability, incident management, and change control
- Ensure all integrations meet enterprise data, security, and compliance standards
3. Hands-on Technical Leadership
- Act as a senior technical authority for complex integration and platform issues
- Guide engineering teams on:
- API design and integration patterns
- Data mapping, validation, and reconciliation
- Performance, scalability, and fault tolerance
- Oversee secure data movement across:
- SFTP, NDM, PGP encryption, scheduling frameworks, and network controls
- Partner with cybersecurity teams on IAM, MFA, encryption, and data protection controls
4. Data, Analytics & Platform Integration (Including Databricks)
- Lead integration strategy supporting the HR data ecosystem and data lake architecture
- Enable data pipelines for analytics, reporting, and AI use cases
- Drive adoption of modern data platforms (e.g., Databricks) to support:
- Scalable HR data processing
- Advanced analytics and workforce insights
- Data engineering and pipeline standardization
- Ensure strong data governance, lineage, quality, and privacy controls
5. Delivery, Operations & Risk Management
- Balance delivery across BAU operations, regulatory commitments, and transformation initiatives
- Ensure robust disaster recovery, business continuity, and operational resilience
- Drive disciplined SDLC, ARB governance, and change management practices
- Lead remediation efforts tied to cybersecurity and regulatory programs
6. People Leadership & Organizational Development
- Lead, mentor, and scale a global team of integration engineers and HR technology specialists
- Build a high-performing engineering culture focused on:
- Accountability and delivery excellence
- Technical depth and continuous learning
- Clear communication and stakeholder engagement
- Manage capacity, prioritization, and vendor partnerships
Must-Have Qualifications
- 15+ years of experience in enterprise technology, HR systems, or integration engineering
- Deep hands-on expertise with Workday integration technologies:
- Studio, EIB, Core Connectors, PECI, XML/XSLT, RaaS
- REST and SOAP APIs
- Strong experience with:
- API architecture and middleware patterns
- Secure file transfer (SFTP, NDM), encryption, and data exchange frameworks
- Proven leadership of large-scale, global integration ecosystems
- Experience in regulated industries (financial services preferred)
- Strong understanding of cybersecurity, IAM, MFA, encryption, and audit controls
- Demonstrated ability to lead and develop high-performing technical teams
Preferred Qualifications
- Experience with Databricks or similar data platforms (Snowflake, Azure Data Lake, etc.)
- Experience enabling HR data lakes, analytics, and AI-driven use cases
- Familiarity with integration/middleware platforms (e.g., MuleSoft, Boomi, Informatica)
- Workday certifications or advanced Workday training
- Experience with:
- Linux, SQL Server, Oracle
- Autosys or enterprise scheduling tools
- Monitoring/observability platforms (e.g., Splunk)
- Experience managing global vendor delivery models
Salary Range:
$120,000 - $217,500 Annual
The range quoted above applies to the role in the primary location specified. If the candidate would ultimately work outside of the primary location above, the applicable range could differ.
Employees are eligible to participate in State Street’s comprehensive benefits program, which includes: our retirement savings plan (401K) with company match; insurance coverage including basic life, medical, dental, vision, long-term disability, and other optional additional coverages; paid-time off including vacation, sick leave, short term disability, and family care responsibilities; access to our Employee Assistance Program; incentive compensation including eligibility for annual performance-based awards (excluding certain sales roles subject to sales incentive plans); and, eligibility for certain tax advantaged savings plans.
About State Street
Across the globe, institutional investors rely on us to help them manage risk, respond to challenges, and drive performance and profitability. We keep our clients at the heart of everything we do, and smart, engaged employees are essential to our continued success.
We are committed to fostering an environment where every employee feels valued and empowered to reach their full potential. As an essential partner in our shared success, you’ll benefit from inclusive development opportunities, flexible work-life support, paid volunteer days, and vibrant employee networks that keep you connected to what matters most. Join us in shaping the future.
As an Equal Opportunity Employer, we consider all qualified applicants for all positions without regard to race, creed, color, religion, national origin, ancestry, ethnicity, age, disability, genetic information, sex, sexual orientation, gender identity or expression, citizenship, marital status, domestic partnership or civil union status, familial status, military and veteran status, and other characteristics protected by applicable law.
Job Application Disclosure:
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Head of HR Technology Integrations & Platform Engineering (VP / Director)
Who we are looking for
We are seeking a senior, hands-on technology leader to own and modernize the global HR integration and platform engineering function supporting Workday and the broader HR technology ecosystem.
This role will lead the architecture, governance, and operational resilience of 180+ Workday integrations, while shaping the future of HR data platforms, analytics, and AI enablement, including the use of modern data platforms such as Databricks.
The ideal candidate is a technical player-coach with deep expertise in Workday integrations, API and file-based data exchange, and enterprise platform engineering, combined with proven experience leading global teams in complex, regulated environments.
This is a VP/Director-level leadership role with high visibility across HR, Technology, Cybersecurity, Data, and senior business leadership. The successful candidate must be equally comfortable reviewing detailed integration designs, guiding engineers, and influencing enterprise strategy.
Why this role matters
This role owns one of the most critical technology layers in the enterprise — the integration and data backbone connecting Workday to the broader ecosystem.
You will:
- Drive modernization from legacy file-based integrations to API-driven and event-based architectures
- Shape the HR data strategy, enabling analytics, reporting, and AI use cases
- Strengthen security, compliance, and audit readiness across all integrations
- Influence enterprise decisions across HR, Data, Cybersecurity, and Architecture
This is a unique opportunity to combine deep technical leadership, large-scale platform ownership, and enterprise transformation impact.
What you will be responsible for
1. Platform Strategy & Engineering Leadership
- Own the HR integration and platform engineering strategy, roadmap, and standards across Workday and connected systems
- Lead modernization toward API-first, scalable, and event-driven integration patterns
- Establish KPIs for integration health, reliability, SLA performance, and audit readiness
- Partner with HR, Data, Cybersecurity, and Architecture leaders to align delivery with enterprise priorities
2. Workday Integration Architecture & Governance
- Own end-to-end governance of 180+ Workday integrations, ensuring scalability, security, and operational resilience
- Define and enforce standards across:
- Workday Studio, EIB, Core Connectors, PECI, RaaS
- REST/SOAP APIs and middleware
- Secure file transfer and data exchange frameworks
- Drive improvements in monitoring, observability, incident management, and change control
- Ensure all integrations meet enterprise data, security, and compliance standards
3. Hands-on Technical Leadership
- Act as a senior technical authority for complex integration and platform issues
- Guide engineering teams on:
- API design and integration patterns
- Data mapping, validation, and reconciliation
- Performance, scalability, and fault tolerance
- Oversee secure data movement across:
- SFTP, NDM, PGP encryption, scheduling frameworks, and network controls
- Partner with cybersecurity teams on IAM, MFA, encryption, and data protection controls
4. Data, Analytics & Platform Integration (Including Databricks)
- Lead integration strategy supporting the HR data ecosystem and data lake architecture
- Enable data pipelines for analytics, reporting, and AI use cases
- Drive adoption of modern data platforms (e.g., Databricks) to support:
- Scalable HR data processing
- Advanced analytics and workforce insights
- Data engineering and pipeline standardization
- Ensure strong data governance, lineage, quality, and privacy controls
5. Delivery, Operations & Risk Management
- Balance delivery across BAU operations, regulatory commitments, and transformation initiatives
- Ensure robust disaster recovery, business continuity, and operational resilience
- Drive disciplined SDLC, ARB governance, and change management practices
- Lead remediation efforts tied to cybersecurity and regulatory programs
6. People Leadership & Organizational Development
- Lead, mentor, and scale a global team of integration engineers and HR technology specialists
- Build a high-performing engineering culture focused on:
- Accountability and delivery excellence
- Technical depth and continuous learning
- Clear communication and stakeholder engagement
- Manage capacity, prioritization, and vendor partnerships
Must-Have Qualifications
- 15+ years of experience in enterprise technology, HR systems, or integration engineering
- Deep hands-on expertise with Workday integration technologies:
- Studio, EIB, Core Connectors, PECI, XML/XSLT, RaaS
- REST and SOAP APIs
- Strong experience with:
- API architecture and middleware patterns
- Secure file transfer (SFTP, NDM), encryption, and data exchange frameworks
- Proven leadership of large-scale, global integration ecosystems
- Experience in regulated industries (financial services preferred)
- Strong understanding of cybersecurity, IAM, MFA, encryption, and audit controls
- Demonstrated ability to lead and develop high-performing technical teams
Preferred Qualifications
- Experience with Databricks or similar data platforms (Snowflake, Azure Data Lake, etc.)
- Experience enabling HR data lakes, analytics, and AI-driven use cases
- Familiarity with integration/middleware platforms (e.g., MuleSoft, Boomi, Informatica)
- Workday certifications or advanced Workday training
- Experience with:
- Linux, SQL Server, Oracle
- Autosys or enterprise scheduling tools
- Monitoring/observability platforms (e.g., Splunk)
- Experience managing global vendor delivery models
Salary Range:
$120,000 - $217,500 Annual
The range quoted above applies to the role in the primary location specified. If the candidate would ultimately work outside of the primary location above, the applicable range could differ.
Employees are eligible to participate in State Street’s comprehensive benefits program, which includes: our retirement savings plan (401K) with company match; insurance coverage including basic life, medical, dental, vision, long-term disability, and other optional additional coverages; paid-time off including vacation, sick leave, short term disability, and family care responsibilities; access to our Employee Assistance Program; incentive compensation including eligibility for annual performance-based awards (excluding certain sales roles subject to sales incentive plans); and, eligibility for certain tax advantaged savings plans.
About State Street
Across the globe, institutional investors rely on us to help them manage risk, respond to challenges, and drive performance and profitability. We keep our clients at the heart of everything we do, and smart, engaged employees are essential to our continued success.
We are committed to fostering an environment where every employee feels valued and empowered to reach their full potential. As an essential partner in our shared success, you’ll benefit from inclusive development opportunities, flexible work-life support, paid volunteer days, and vibrant employee networks that keep you connected to what matters most. Join us in shaping the future.
As an Equal Opportunity Employer, we consider all qualified applicants for all positions without regard to race, creed, color, religion, national origin, ancestry, ethnicity, age, disability, genetic information, sex, sexual orientation, gender identity or expression, citizenship, marital status, domestic partnership or civil union status, familial status, military and veteran status, and other characteristics protected by applicable law.
Job Application Disclosure:
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
See all 139+ Green Card Director Of Technology Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Director Of Technology Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Director Of Technology
Align your credentials to EB-2 requirements
Directors of Technology typically need a master's degree or a bachelor's plus five years of progressive experience to qualify for EB-2. Document promotions, scope expansions, and team growth in writing before your employer files the I-140.
Research employer PERM filing history before applying
Target companies that have filed PERM labor certifications for technology leadership roles before. Employers with existing green card pipelines understand the DOL audit risk and prevailing wage obligations specific to director-level positions.
Negotiate green card sponsorship into your offer letter
Ask your employer to commit to EB-2 or EB-3 sponsorship before signing. Director-level offers often have leverage for this conversation, and getting the commitment in writing prevents delays after your first anniversary.
Verify your role's prevailing wage using OFLC Wage Search
PERM requires your offered salary to meet the DOL prevailing wage for your specific location and SOC code. Director of Technology roles often fall into Level III or IV wage tiers, so confirm the classification before your employer submits the labor certification.
Use Migrate Mate to find employers sponsoring green cards
Search by job title and location on Migrate Mate to surface Director Of Technology openings at employers with verified green card sponsorship history. Filter by EB-2 or EB-3 to focus your applications on companies already running active PERM pipelines.
Understand how your country affects your green card timeline
EB-2 and EB-3 priority dates move at different speeds depending on your birth country. Professionals born in India or China can face multi-year backlogs even after PERM approval, so factor this into your planning once you have an I-140 receipt.
Green Card Director Of Technology: Frequently Asked Questions
Does a Director Of Technology role qualify for EB-2 or EB-3 green card sponsorship?
Director Of Technology positions typically qualify for both EB-2 and EB-3, depending on your credentials and how your employer structures the job requirements. EB-2 applies when the role requires an advanced degree or equivalent. EB-3 covers roles requiring at least a bachelor's degree. Your employer must file a PERM labor certification with DOL before either petition can proceed.
How is the PERM green card process different from H-1B sponsorship for this role?
PERM sponsorship leads to permanent residency, not a temporary status. Unlike H-1B visa, there is no annual lottery for EB-3 petitions, and employers can start the PERM process without waiting for a registration window. The tradeoff is time: PERM requires a supervised DOL recruitment process that can take six to twelve months before the I-140 is even filed.
What documentation should I prepare before asking an employer to sponsor my green card?
Compile official records of your degrees, transcripts, and any professional certifications before you start the sponsorship conversation. For Director Of Technology roles, you should also document your technical scope, the systems you own, team size, and budget authority. This evidence supports the employer's EB-2 or EB-3 petition and reduces the risk of a USCIS Request for Evidence.
Where can I find Director Of Technology jobs that already offer green card sponsorship?
Migrate Mate lets you search specifically for Director Of Technology openings at employers with a verified history of green card sponsorship. Filtering by EB-2 or EB-3 narrows results to companies already running PERM pipelines, which saves significant time compared to asking employers who have never sponsored a foreign worker before.
Can I switch employers after my green card sponsorship starts?
You can change employers after your I-140 is approved and your priority date is current, under AC21 portability rules, as long as the new role is in the same or a similar occupational classification. For Director Of Technology roles, USCIS reviews whether the new position involves comparable technical leadership responsibilities, so document the overlap carefully before making any move.