Green Card Employee Relations Manager Jobs
Employee Relations Manager roles qualify for EB-2 or EB-3 green card sponsorship when the position requires a bachelor's degree or higher in human resources, labor relations, or a related field. Employers file a PERM labor certification with DOL before sponsoring you, documenting that no qualified U.S. worker is available for the role.
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The North American Employee Relations (ER) team supports Field Operations organizations across fulfillment and logistics business lines. The central objective of our team is to ensure treatment of employees that is fair, respectful, and consistent with our framework of our core business values and objectives. To support that objective, this position’s responsibilities fall into proactive and reactive categories. This position focuses initially and primarily on proactive initiatives designed to promote employee experience. The ER Manager demonstrates the ability to collaborate with and influence stakeholders including, but not limited to: field operations managers, human resources, safety, legal, and contractors; to analyze multiple levels of employee and partner feedback to identify risks and gaps; to create, audit, and sustain positive workplace relations programs; and to design and conduct positive workplace relations training that drives best practices. The position also works reactively on crisis-oriented situations that may arise at a single site/station, with a geographic region, or network-wide and typically must be successfully addressed under severe time constraints. Ability to balance time between projects, proactive initiatives, and crisis-response is a critical component for success in the position.
The Employee Relations Manager will possess employee relations expertise, excellent judgment, and highly developed analytical, interpersonal, and communication skills. The Manager will be comfortable both presenting to senior leaders and communicating with frontline employees. The successful Manager will be a strong project manager, capable of independently owning large-scale, network-wide projects. The Manager will quickly become an important “source of truth” regarding whether the organization is meeting its core values and principles.
This is a full-time position that reports to an Employee Relations Principal. The successful candidate must be capable of traveling domestically at least 50% of the time with potential for additional travel when necessary, and at times with short notice. The position requires on-site presence at least three days each week, but overall location can be open.
Key job responsibilities
The ER Manager also will work reactively on crisis-oriented situations that typically can only be successfully addressed under severe time constraints. An ER Manager will work reactively on employee relations issues that may arise at a single site/station, within a specific geographic region, or network wide. Balancing time between projects and crisis-response is a critical component for success. This position will focus initially and primarily on proactive initiatives designed to promote employee experience.
- Detect and Mitigate Risks: Apply employee relations expertise to successfully identify trends, gaps, and challenges; execute solution-focused strategies and programs to mitigate risks.
- Crisis Management: Work reactively on crisis-oriented partner issues under time limitations while exercising strong judgment.
- Project Management: Independently own large-scale, network-wide projects delivered on time that improve frontline partner experience.
- Analyze and Interpret Data: Exercise strong analytical skills using data and anecdotes to develop persuasive narratives and recommendations; demonstrated ability to define and measure success of programs.
- Artificial Intelligence (AI): Use AI tools and technologies to analyze data, automate routine tasks, and develop improve processes and communications.
- Communicate Effectively: Rapidly produce high-quality written communications that concisely analyze problems and recommend solutions; design and deliver highly engaging training sessions.
- Collaborate: Build constructive relationships with critical stakeholders to share information and influence change.
- Problem Solve: Work independently with minimal supervision, in ambiguous situations, and persevere over internal and external barriers to drive resolutions.
- Work at Scale: Launch and manage sustainable mechanisms for entire networks.
- Hire & Develop the Best: Support the development and growth of our field employee relations team. This role may have direct reports including Employee Relations Managers and/or Specialists. Employee Relations Managers also mentor Employee Relations Specialists.
BASIC QUALIFICATIONS
- 7+ years of employee relations, labor relations, or labor/employment law experience
- Knowledge of Microsoft Office applications (Excel, Word, SharePoint, and PowerPoint)
- Experience supporting large hourly workforces
- Experience analyzing and using metrics to identify improvements in employee
- Bachelor's degree
PREFERRED QUALIFICATIONS
- Advanced degree, JD, or other specialized training in labor/employee relations
- Experience building and launching programs that measurably impact positive engagement
- Works well in a fast-paced environment, flexible, able to change direction quickly and manage projects through ambiguity and constant change
- Excellent organizational skills and attention to detail, able to juggle and prioritize multiple tasks simultaneously while delivering on commitments
- Outstanding communication skills in written and verbal form; extensive public speaking, training, and/or leadership communication skills
- Solid sense of accountability, high-quality judgment and sound decision-making
- Ability to handle confidential information and escalate issues when appropriate
- Ability to quickly connect with people across a wide variety of cultural and socio-economic backgrounds
- Fluency in multiple languages
- Previous experience managing operations
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.
COMPENSATION
-
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.
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USA, KY, Shepherdsville - 114,600.00 - 160,000.00 USD annually
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USA, PA, Hamburg - 127,400.00 - 172,300.00 USD annually
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USA, SC, West Columbia - 114,600.00 - 160,000.00 USD annually
DESCRIPTION
The North American Employee Relations (ER) team supports Field Operations organizations across fulfillment and logistics business lines. The central objective of our team is to ensure treatment of employees that is fair, respectful, and consistent with our framework of our core business values and objectives. To support that objective, this position’s responsibilities fall into proactive and reactive categories. This position focuses initially and primarily on proactive initiatives designed to promote employee experience. The ER Manager demonstrates the ability to collaborate with and influence stakeholders including, but not limited to: field operations managers, human resources, safety, legal, and contractors; to analyze multiple levels of employee and partner feedback to identify risks and gaps; to create, audit, and sustain positive workplace relations programs; and to design and conduct positive workplace relations training that drives best practices. The position also works reactively on crisis-oriented situations that may arise at a single site/station, with a geographic region, or network-wide and typically must be successfully addressed under severe time constraints. Ability to balance time between projects, proactive initiatives, and crisis-response is a critical component for success in the position.
The Employee Relations Manager will possess employee relations expertise, excellent judgment, and highly developed analytical, interpersonal, and communication skills. The Manager will be comfortable both presenting to senior leaders and communicating with frontline employees. The successful Manager will be a strong project manager, capable of independently owning large-scale, network-wide projects. The Manager will quickly become an important “source of truth” regarding whether the organization is meeting its core values and principles.
This is a full-time position that reports to an Employee Relations Principal. The successful candidate must be capable of traveling domestically at least 50% of the time with potential for additional travel when necessary, and at times with short notice. The position requires on-site presence at least three days each week, but overall location can be open.
Key job responsibilities
The ER Manager also will work reactively on crisis-oriented situations that typically can only be successfully addressed under severe time constraints. An ER Manager will work reactively on employee relations issues that may arise at a single site/station, within a specific geographic region, or network wide. Balancing time between projects and crisis-response is a critical component for success. This position will focus initially and primarily on proactive initiatives designed to promote employee experience.
- Detect and Mitigate Risks: Apply employee relations expertise to successfully identify trends, gaps, and challenges; execute solution-focused strategies and programs to mitigate risks.
- Crisis Management: Work reactively on crisis-oriented partner issues under time limitations while exercising strong judgment.
- Project Management: Independently own large-scale, network-wide projects delivered on time that improve frontline partner experience.
- Analyze and Interpret Data: Exercise strong analytical skills using data and anecdotes to develop persuasive narratives and recommendations; demonstrated ability to define and measure success of programs.
- Artificial Intelligence (AI): Use AI tools and technologies to analyze data, automate routine tasks, and develop improve processes and communications.
- Communicate Effectively: Rapidly produce high-quality written communications that concisely analyze problems and recommend solutions; design and deliver highly engaging training sessions.
- Collaborate: Build constructive relationships with critical stakeholders to share information and influence change.
- Problem Solve: Work independently with minimal supervision, in ambiguous situations, and persevere over internal and external barriers to drive resolutions.
- Work at Scale: Launch and manage sustainable mechanisms for entire networks.
- Hire & Develop the Best: Support the development and growth of our field employee relations team. This role may have direct reports including Employee Relations Managers and/or Specialists. Employee Relations Managers also mentor Employee Relations Specialists.
BASIC QUALIFICATIONS
- 7+ years of employee relations, labor relations, or labor/employment law experience
- Knowledge of Microsoft Office applications (Excel, Word, SharePoint, and PowerPoint)
- Experience supporting large hourly workforces
- Experience analyzing and using metrics to identify improvements in employee
- Bachelor's degree
PREFERRED QUALIFICATIONS
- Advanced degree, JD, or other specialized training in labor/employee relations
- Experience building and launching programs that measurably impact positive engagement
- Works well in a fast-paced environment, flexible, able to change direction quickly and manage projects through ambiguity and constant change
- Excellent organizational skills and attention to detail, able to juggle and prioritize multiple tasks simultaneously while delivering on commitments
- Outstanding communication skills in written and verbal form; extensive public speaking, training, and/or leadership communication skills
- Solid sense of accountability, high-quality judgment and sound decision-making
- Ability to handle confidential information and escalate issues when appropriate
- Ability to quickly connect with people across a wide variety of cultural and socio-economic backgrounds
- Fluency in multiple languages
- Previous experience managing operations
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.
COMPENSATION
-
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.
-
USA, KY, Shepherdsville - 114,600.00 - 160,000.00 USD annually
-
USA, PA, Hamburg - 127,400.00 - 172,300.00 USD annually
-
USA, SC, West Columbia - 114,600.00 - 160,000.00 USD annually
See all Green Card Employee Relations Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Employee Relations Manager Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as an Employee Relations Manager
Align your credentials to PERM requirements
PERM labor certifications specify a minimum education and experience threshold that you must meet exactly. Make sure your degree, field of study, and years of HR or labor relations experience match the posted job requirements before applying.
Target employers with HR compliance infrastructure
Mid-to-large employers with dedicated HR legal teams or in-house immigration counsel are far more likely to sponsor PERM cases for Employee Relations Managers. Look for companies that already maintain E-Verify enrollment, which signals familiarity with employment-based immigration filings.
Search green card sponsoring jobs on Migrate Mate
Use Migrate Mate to filter Employee Relations Manager openings by employers with active green card sponsorship history. This cuts out roles where sponsorship is unlikely and focuses your search on companies already navigating PERM filings.
Verify the prevailing wage before negotiating your offer
DOL sets a prevailing wage for your role and location that the employer must meet throughout the PERM process. Run your job title and worksite ZIP code through the OFLC Wage Search before accepting an offer to confirm the salary is PERM-compliant.
Negotiate PERM filing timelines into your offer letter
Ask your employer to commit to initiating PERM within a defined window after your start date, ideally six months. Without a written timeline, sponsorship can stall indefinitely while you remain on a temporary status with no green card clock running.
Understand EB-2 versus EB-3 eligibility for your profile
If you hold a master's degree in HR, organizational behavior, or labor relations, your employer may file under EB-2, which can shorten the wait for applicants from many countries. A bachelor's degree alone typically places you in EB-3 skilled worker category.
Green Card Employee Relations Manager: Frequently Asked Questions
Does an Employee Relations Manager role typically qualify for EB-2 or EB-3 sponsorship?
Employee Relations Manager positions usually qualify for EB-3 when the employer requires a bachelor's degree in human resources or a related field. If the role genuinely requires a master's degree or its equivalent in specialized labor relations or organizational behavior, EB-2 may apply. The distinction matters because EB-2 and EB-3 have different priority date backlogs depending on your country of birth.
How does green card sponsorship differ from H-1B sponsorship for this role?
H-1B visa sponsorship is temporary and subject to an annual lottery, while PERM-based green card sponsorship leads to permanent residency with no annual cap at the petition level. The tradeoff is time: PERM requires a DOL-supervised recruitment process that can take 12 to 18 months before USCIS even reviews the I-140 petition. For Employee Relations Managers already on H-1B visa, starting PERM early preserves job portability rights under AC21.
What does the PERM recruitment process mean for Employee Relations Manager candidates?
Before filing a PERM application, your employer must run a DOL-mandated recruitment campaign to test the U.S. labor market. This includes job postings, newspaper ads, and internal notices. You won't be involved directly, but the job description used in that recruitment must match the role you're being sponsored for. Any mismatch between the PERM description and your actual duties can jeopardize the case.
How can I find Employee Relations Manager jobs that include green card sponsorship?
Most job postings don't explicitly state whether PERM sponsorship is available, which makes targeting employers efficiently difficult. Migrate Mate filters openings by employers with documented green card sponsorship history, so you can focus on companies that have already navigated the PERM process for HR professionals rather than relying on generic job boards where sponsorship availability is unclear.
Can I change employers after my PERM is approved but before I get my green card?
Yes, if your I-140 has been approved for at least 180 days and your I-485 is pending, AC21 portability lets you move to a same or similar occupational role without restarting the green card process. Employee relations and HR management roles generally fall under the same SOC code grouping, but you'll want your new employer and USCIS to agree that the positions are substantially similar before you make the move.