Green Card Division Vice President Jobs
Division Vice President roles qualify for EB-2 or EB-3 green card sponsorship when employers can demonstrate that no qualified U.S. worker is available through the PERM labor certification process. Sponsorship leads to permanent residency, not a temporary status, making it a long-term commitment for both you and your employer.
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Get Access To All JobsLOCATION:
Mount Prospect, IL, US, 60056
INTRODUCTION:
The Division Vice President of HR for MCT division of AMETEK is an exciting opportunity to manage the development and delivery of programs to improve the operating performance. The successful candidate must be a strategic yet action-oriented leader who can partner with the leadership team to accelerate strategy implementation. Candidates must have strong collaboration skills, strategic thinking ability, a sharp eye for talent, and unquestioned integrity.
The position reports directly to the Vice President & General Manager of the Division, with dotted line oversight of the Business Unit HR Managers.
ROLE AND RESPONSIBILITIES:
- Serve as a senior advisor, coach, and trusted resource to the GM and leadership team. Provide leadership and direction to the management team and business unit HR leaders to resolve HR problems, manage organizational change and drive success.
- Develop and implement a divisional HR plan, supporting the strategic and annual operating plans of the businesses.
- Drive programs to support talent recruitment, development, and career path management and develop sustaining practices across the business units.
- Stay tuned to the employment marketplace to charter required activities to keep the division nimble and relevant to employees.
- Lead HR due diligence and integration activities for acquisitions in the Division.
- Provide oversight and direction to HR and business managers on employee relations, engagement, development and retention initiatives.
- Evaluate Division opportunities to improve effectiveness in areas such as organizational structure, work processes, teamwork, and leadership.
- Collaborate with Corporate HR on AMETEK HR processes and policies to be deployed in the Division.
- Travel regularly (~ 30%) to the various international and domestic locations to keep a pulse on employee engagement.
BASIC QUALIFICATIONS:
- Bachelor’s degree required; Master’s degree preferred.
- Minimum of 10 years of progressive and diverse practical experience in Human Resources leadership in a multi-site manufacturing environment.
- Adept at recruiting and managing talent to ensure that the business is positioned for growth and excellence.
- An ability to influence senior executives, establish and maintain partnerships, and provide thought leadership.
- Proficiency in managing international employees preferred.
COMPENSATION
- Employee Type: Salaried
- Currency: USD
- Salary Minimum: 250,000
- Salary Maximum: 275,000
- Incentive: Yes
Disclaimer: Where a specific pay range is noted, it is a good faith estimate at the time of this posting. The actual salary offered will be based on experience, skills, qualifications, market/business considerations, and geographic location.
For more information on AMETEK's competitive benefits, please click here.
AMETEK, Inc. is a leading global provider of industrial technology solutions serving a diverse set of attractive niche markets with annual sales over $7.5 billion.
AMETEK is committed to making a safer, sustainable, and more productive world a reality. We use differentiated technology solutions to solve our customers’ most complex challenges. We employ 22,000 colleagues, in 35 countries, that are grounded by our core values: Ethics and Integrity, Respect for the Individual, Inclusion, Teamwork, and Social Responsibility. AMETEK is a component of the S&P 500.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. Individuals who need a reasonable accommodation because of a disability for any part of the employment process should call 1 (866) 263-8359.
LOCATION:
Mount Prospect, IL, US, 60056
INTRODUCTION:
The Division Vice President of HR for MCT division of AMETEK is an exciting opportunity to manage the development and delivery of programs to improve the operating performance. The successful candidate must be a strategic yet action-oriented leader who can partner with the leadership team to accelerate strategy implementation. Candidates must have strong collaboration skills, strategic thinking ability, a sharp eye for talent, and unquestioned integrity.
The position reports directly to the Vice President & General Manager of the Division, with dotted line oversight of the Business Unit HR Managers.
ROLE AND RESPONSIBILITIES:
- Serve as a senior advisor, coach, and trusted resource to the GM and leadership team. Provide leadership and direction to the management team and business unit HR leaders to resolve HR problems, manage organizational change and drive success.
- Develop and implement a divisional HR plan, supporting the strategic and annual operating plans of the businesses.
- Drive programs to support talent recruitment, development, and career path management and develop sustaining practices across the business units.
- Stay tuned to the employment marketplace to charter required activities to keep the division nimble and relevant to employees.
- Lead HR due diligence and integration activities for acquisitions in the Division.
- Provide oversight and direction to HR and business managers on employee relations, engagement, development and retention initiatives.
- Evaluate Division opportunities to improve effectiveness in areas such as organizational structure, work processes, teamwork, and leadership.
- Collaborate with Corporate HR on AMETEK HR processes and policies to be deployed in the Division.
- Travel regularly (~ 30%) to the various international and domestic locations to keep a pulse on employee engagement.
BASIC QUALIFICATIONS:
- Bachelor’s degree required; Master’s degree preferred.
- Minimum of 10 years of progressive and diverse practical experience in Human Resources leadership in a multi-site manufacturing environment.
- Adept at recruiting and managing talent to ensure that the business is positioned for growth and excellence.
- An ability to influence senior executives, establish and maintain partnerships, and provide thought leadership.
- Proficiency in managing international employees preferred.
COMPENSATION
- Employee Type: Salaried
- Currency: USD
- Salary Minimum: 250,000
- Salary Maximum: 275,000
- Incentive: Yes
Disclaimer: Where a specific pay range is noted, it is a good faith estimate at the time of this posting. The actual salary offered will be based on experience, skills, qualifications, market/business considerations, and geographic location.
For more information on AMETEK's competitive benefits, please click here.
AMETEK, Inc. is a leading global provider of industrial technology solutions serving a diverse set of attractive niche markets with annual sales over $7.5 billion.
AMETEK is committed to making a safer, sustainable, and more productive world a reality. We use differentiated technology solutions to solve our customers’ most complex challenges. We employ 22,000 colleagues, in 35 countries, that are grounded by our core values: Ethics and Integrity, Respect for the Individual, Inclusion, Teamwork, and Social Responsibility. AMETEK is a component of the S&P 500.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. Individuals who need a reasonable accommodation because of a disability for any part of the employment process should call 1 (866) 263-8359.
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Get Access To All JobsTips for Finding Green Card Sponsorship in Division Vice President
Document progressive leadership experience precisely
PERM requires your employer to define the job's minimum requirements, and your credentials must meet them exactly. Compile promotion letters, org charts, and performance reviews that trace your advancement from manager to executive, since gaps in documented progression create audit risk.
Target companies with active PERM filing history
Use Migrate Mate to search for employers who have sponsored Division Vice President or comparable executive roles through the PERM process. Filing history signals that a company's legal and HR teams already understand the recruitment obligations and long processing timelines involved.
Request EB-2 classification before the offer is finalized
If your role requires an advanced degree or a bachelor's degree plus five years of progressive experience in the specific specialty, push for EB-2 rather than EB-3 during offer negotiations. EB-2 can shorten your overall wait if your priority date is current for your country of chargeability.
Understand the PERM recruitment test before accepting an offer
Your employer must run a DOL-mandated recruitment campaign, including newspaper ads and internal postings, before PERM is filed. Confirm with the hiring team that they're prepared to conduct this test correctly, since a flawed recruitment record is the leading cause of PERM denials and audits.
Check your priority date against the Visa Bulletin early
Nationals of high-demand countries like India and China face significant backlogs in employment-based categories. Pull the most recent DOS Visa Bulletin and compare your likely priority date against the Final Action Date for your preference category and country before you commit to a sponsoring employer.
Preserve your priority date if you change employers
Once your I-140 is approved, that priority date is portable to a new employer's I-140 filing. If your I-485 has been pending 180 days or more, AC21 portability also lets you move to a same or similar occupation without restarting the green card process from PERM.
Green Card Division Vice President: Frequently Asked Questions
Does a Division Vice President role qualify for EB-2 or EB-3 green card sponsorship?
Most Division Vice President positions qualify for EB-2 sponsorship because they require an advanced degree or a bachelor's degree combined with five or more years of progressive specialized experience. If the role is defined to require only a bachelor's degree and standard management experience, it may fall under EB-3 instead. The classification depends on how your employer documents the job requirements in the PERM application, not on your personal credentials alone.
How does green card sponsorship differ from H-1B sponsorship for a Division Vice President?
H-1B visa sponsorship gives you temporary work authorization in three-year increments and requires an LCA filed with DOL. Green card sponsorship through EB-2 or EB-3 leads to permanent residency and involves a different process: PERM labor certification, an I-140 immigrant petition, and finally an I-485 adjustment of status or consular processing. There is no lottery for employment-based green cards, but per-country annual limits mean nationals from high-demand countries can face multi-year priority date backlogs before filing the I-485.
How long does the PERM process take for executive-level roles?
PERM itself typically takes many months from the prevailing wage determination through DOL to a final certification decision, and executive roles can attract audits that extend the timeline further. After PERM certification, your employer files the I-140 with USCIS, and you can file the I-485 only once your priority date is current in the Visa Bulletin. For nationals of countries with significant backlogs, the total wait from PERM filing to green card approval can extend well beyond the initial PERM and I-140 stages.
How do I find employers who have sponsored Division Vice President roles through PERM before?
Migrate Mate lets you search for U.S. employers with verified employment-based sponsorship history by role and location, so you can focus your applications on companies that have already committed legal and HR resources to the PERM process. This matters for senior roles because PERM requires the employer to define minimum requirements, run a compliant recruitment campaign, and sustain the sponsorship through I-140 approval, all of which demand institutional experience that not every company has.
Can I change employers after my green card process has started?
Two distinct portability rules apply depending on how far along your case is. Once your I-140 is approved, your priority date is portable to a new employer's I-140, but the new employer must still complete PERM and file a fresh I-140. If your I-485 has been pending 180 days or more, AC21 portability lets you move to a new employer in the same or a similar occupation without restarting from PERM, as long as the new role is consistent with the original job description.