Green Card Employee Relations Specialist Jobs
Employee Relations Specialist roles qualify for EB-2 or EB-3 green card sponsorship when employers file PERM labor certification with the DOL, documenting that no qualified U.S. worker is available. Most positions require a bachelor's degree in HR or a related field, making EB-3 the common pathway, though advanced-degree professionals may qualify under EB-2.
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Get Access To All JobsIt's fun to work in a company where people truly BELIEVE in what they're doing!
We're committed to bringing passion and customer focus to the business.
Public Partnerships LLC supports individuals with disabilities or chronic illnesses and aging adults, to remain in their homes and communities and “self” direct their own long-term home care. Our role as the nation’s largest and most experienced Financial Management Service provider is to assist those eligible Medicaid recipients to choose and pay for their own support workers and services within their state-approved personalized budget. We are appointed by states and managed healthcare organizations to better serve more of their residents and members requiring long-term care and ensure the efficient use of taxpayer funded services.
Our culture attracts and rewards people who are results-oriented and strive to exceed customer expectations. We desire motivated candidates who are excited to join our fast-paced, entrepreneurial environment, and who want to make a difference in helping transform the lives of the consumers we serve.
Job Summary
The Director of Employee Relations (ER) is responsible for leading the organization’s employee relations strategy, with a primary focus on overseeing and conducting complex workplace investigations. This role also leads the organization’s reasonable accommodation program, ensuring a consistent, compliant, and employee-centered approach to accommodations. The Director serves as a trusted advisor to senior leadership and partners closely with HR, Legal, Compliance, and business leaders to ensure fair, consistent, and legally compliant handling of employee concerns while fostering a positive workplace culture and mitigating organizational risk. The Director collaborates cross-functionally across Human Resources and business functions to deliver proactive ER strategies, effective investigations, and compliant accommodation practices that enhance both business outcomes and employee experience.
Key Responsibilities
Investigations Leadership
- Lead and oversee all internal workplace investigations (e.g., harassment, discrimination, retaliation, ethics violations, policy breaches)
- Conduct complex, high-risk, or executive-level investigations
- Ensure investigations are timely, thorough, impartial, and well-documented
- Provide findings, risk assessments, and recommendations to senior leadership
- Maintain investigation protocols and standards aligned with legal and regulatory requirements
Employee Relations Strategy & Consultation
- Develop and implement ER strategies, policies, and practices that foster a respectful and inclusive workplace
- Identify trends and root causes of employee concerns and recommend proactive solutions
- Partner with HR Business Partners and leaders on complex employee issues and conflict resolution
- Drive consistency in disciplinary actions and corrective measures across the organization
Accommodation Program Leadership
- Lead and oversee the organization’s reasonable accommodation process (e.g., ADA, PWFA, religious accommodations, and related state/local requirements)
- Ensure a consistent, compliant, and timely interactive process across all functions and locations
- Provide guidance on complex or sensitive accommodation requests, including those involving medical restrictions, leave intersections, and return-to-work scenarios
- Partner with Legal, HR, and business leaders to assess undue hardship and organizational risk
- Oversee documentation, tracking, and reporting of accommodation requests and outcomes
- Develop policies, procedures, and training to ensure effective and equitable accommodation practices
- Monitor trends and recommend proactive solutions to improve accessibility and reduce risk
Risk Management & Compliance
- Ensure compliance with employment laws and regulations (e.g., EEO, ADA, FMLA, PWFA, and state/local laws)
- Partner with Legal on litigation risk and external agency matters (EEOC, DOL, etc.)
- Maintain documentation and reporting for audits and compliance requirements
- Mitigate legal and reputational risks through sound employee relations and accommodation practices
Leadership & Team Development
- Lead and develop a team of employee relations professionals and/or investigators (and accommodation specialists, if applicable)
- Establish performance goals, provide coaching, and build investigative and case management capabilities
- Create scalable processes, tools, and training for ER and accommodation case management
Stakeholder Partnership & Influence
- Serve as a trusted advisor to senior leadership and executives
- Collaborate with HR, Legal, Ethics/Compliance, and Security teams
- Support leadership in navigating sensitive employee relations and accommodation situations
Training & Workforce Enablement
- Design and deliver training on workplace conduct, investigations, accommodations, and conflict management
- Promote a speak-up culture and awareness of reporting channels and accommodation processes
- Implement preventative initiatives based on trends and organizational data
Data, Analytics & Reporting
- Track and analyze ER and accommodation metrics (case volume, types, timeliness, outcomes, trends)
- Provide insights and reporting to leadership
- Use data to guide strategic improvements, risk mitigation, and organizational effectiveness
Required Skills
- Expert investigative skills and sound judgment
- Deep knowledge of employee relations practices and the interactive accommodation process
- Strong knowledge of employment laws and regulatory requirements
- High emotional intelligence, discretion, and confidentiality
- Strong conflict resolution and mediation skills
- Excellent interpersonal and executive communication skills with ability to influence at all levels
- Advanced analytical and problem-solving capabilities
- Ability to manage multiple high-risk, sensitive, and complex situations simultaneously
- Proficiency in HR systems (Workday preferred) and Microsoft Office Suite (Excel, PowerPoint, Word).
Qualifications
Education:
Bachelor’s degree in Human Resources, Business, or related field (Master’s degree or JD preferred).
Experience:
- 8–12+ years of progressive HR/Employee Relations experience
- Significant experience conducting and managing workplace investigations
- Demonstrated experience managing or overseeing accommodation programs
- Strong knowledge of employment law, compliance, and regulatory frameworks
- Proven leadership and team management experience
- Experience in multi-state or complex organizational environments preferred
Certifications:
SHRM-CP, PHR, SHRM-SCP, SPHR preferred
Working Conditions:
Hybrid (Latham, NY) – combination of on-site and remote work with occasional business travel
Compensation Range: $148,000 - $166,500 annually
This role is eligible for a base salary within the posted range. Actual compensation will be determined based on a variety of factors, including skills, experience, and geographic location. Compensation may vary for positions based in high cost-of-labor markets.
The above is intended to describe the general contents and requirements of work being performed by people assigned to this classification. It is not intended to be construed as an exhaustive statement of all duties, responsibilities, or skills of personnel so classified.
PPL is an Equal Opportunity Employer dedicated to celebrating diversity and intentionally creating a culture of inclusion. We believe that we work best when our employees feel empowered and accepted, and that starts by honoring each of our unique life experiences. At PPL, all aspects of employment regarding recruitment, hiring, training, promotion, compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, and social and recreational programs are based on merit, business needs, job requirements, and individual qualifications. We do not discriminate on the basis of race, color, religion or belief, national, social, or ethnic origin, sex, gender identity and/or expression, age, physical, mental, or sensory disability, sexual orientation, marital, civil union, or domestic partnership status, past or present military service, citizenship status, family medical history or genetic information, family or parental status, or any other status protected under federal, state, or local law. PPL will not tolerate discrimination or harassment based on any of these characteristics.
If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!
It's fun to work in a company where people truly BELIEVE in what they're doing!
We're committed to bringing passion and customer focus to the business.
Public Partnerships LLC supports individuals with disabilities or chronic illnesses and aging adults, to remain in their homes and communities and “self” direct their own long-term home care. Our role as the nation’s largest and most experienced Financial Management Service provider is to assist those eligible Medicaid recipients to choose and pay for their own support workers and services within their state-approved personalized budget. We are appointed by states and managed healthcare organizations to better serve more of their residents and members requiring long-term care and ensure the efficient use of taxpayer funded services.
Our culture attracts and rewards people who are results-oriented and strive to exceed customer expectations. We desire motivated candidates who are excited to join our fast-paced, entrepreneurial environment, and who want to make a difference in helping transform the lives of the consumers we serve.
Job Summary
The Director of Employee Relations (ER) is responsible for leading the organization’s employee relations strategy, with a primary focus on overseeing and conducting complex workplace investigations. This role also leads the organization’s reasonable accommodation program, ensuring a consistent, compliant, and employee-centered approach to accommodations. The Director serves as a trusted advisor to senior leadership and partners closely with HR, Legal, Compliance, and business leaders to ensure fair, consistent, and legally compliant handling of employee concerns while fostering a positive workplace culture and mitigating organizational risk. The Director collaborates cross-functionally across Human Resources and business functions to deliver proactive ER strategies, effective investigations, and compliant accommodation practices that enhance both business outcomes and employee experience.
Key Responsibilities
Investigations Leadership
- Lead and oversee all internal workplace investigations (e.g., harassment, discrimination, retaliation, ethics violations, policy breaches)
- Conduct complex, high-risk, or executive-level investigations
- Ensure investigations are timely, thorough, impartial, and well-documented
- Provide findings, risk assessments, and recommendations to senior leadership
- Maintain investigation protocols and standards aligned with legal and regulatory requirements
Employee Relations Strategy & Consultation
- Develop and implement ER strategies, policies, and practices that foster a respectful and inclusive workplace
- Identify trends and root causes of employee concerns and recommend proactive solutions
- Partner with HR Business Partners and leaders on complex employee issues and conflict resolution
- Drive consistency in disciplinary actions and corrective measures across the organization
Accommodation Program Leadership
- Lead and oversee the organization’s reasonable accommodation process (e.g., ADA, PWFA, religious accommodations, and related state/local requirements)
- Ensure a consistent, compliant, and timely interactive process across all functions and locations
- Provide guidance on complex or sensitive accommodation requests, including those involving medical restrictions, leave intersections, and return-to-work scenarios
- Partner with Legal, HR, and business leaders to assess undue hardship and organizational risk
- Oversee documentation, tracking, and reporting of accommodation requests and outcomes
- Develop policies, procedures, and training to ensure effective and equitable accommodation practices
- Monitor trends and recommend proactive solutions to improve accessibility and reduce risk
Risk Management & Compliance
- Ensure compliance with employment laws and regulations (e.g., EEO, ADA, FMLA, PWFA, and state/local laws)
- Partner with Legal on litigation risk and external agency matters (EEOC, DOL, etc.)
- Maintain documentation and reporting for audits and compliance requirements
- Mitigate legal and reputational risks through sound employee relations and accommodation practices
Leadership & Team Development
- Lead and develop a team of employee relations professionals and/or investigators (and accommodation specialists, if applicable)
- Establish performance goals, provide coaching, and build investigative and case management capabilities
- Create scalable processes, tools, and training for ER and accommodation case management
Stakeholder Partnership & Influence
- Serve as a trusted advisor to senior leadership and executives
- Collaborate with HR, Legal, Ethics/Compliance, and Security teams
- Support leadership in navigating sensitive employee relations and accommodation situations
Training & Workforce Enablement
- Design and deliver training on workplace conduct, investigations, accommodations, and conflict management
- Promote a speak-up culture and awareness of reporting channels and accommodation processes
- Implement preventative initiatives based on trends and organizational data
Data, Analytics & Reporting
- Track and analyze ER and accommodation metrics (case volume, types, timeliness, outcomes, trends)
- Provide insights and reporting to leadership
- Use data to guide strategic improvements, risk mitigation, and organizational effectiveness
Required Skills
- Expert investigative skills and sound judgment
- Deep knowledge of employee relations practices and the interactive accommodation process
- Strong knowledge of employment laws and regulatory requirements
- High emotional intelligence, discretion, and confidentiality
- Strong conflict resolution and mediation skills
- Excellent interpersonal and executive communication skills with ability to influence at all levels
- Advanced analytical and problem-solving capabilities
- Ability to manage multiple high-risk, sensitive, and complex situations simultaneously
- Proficiency in HR systems (Workday preferred) and Microsoft Office Suite (Excel, PowerPoint, Word).
Qualifications
Education:
Bachelor’s degree in Human Resources, Business, or related field (Master’s degree or JD preferred).
Experience:
- 8–12+ years of progressive HR/Employee Relations experience
- Significant experience conducting and managing workplace investigations
- Demonstrated experience managing or overseeing accommodation programs
- Strong knowledge of employment law, compliance, and regulatory frameworks
- Proven leadership and team management experience
- Experience in multi-state or complex organizational environments preferred
Certifications:
SHRM-CP, PHR, SHRM-SCP, SPHR preferred
Working Conditions:
Hybrid (Latham, NY) – combination of on-site and remote work with occasional business travel
Compensation Range: $148,000 - $166,500 annually
This role is eligible for a base salary within the posted range. Actual compensation will be determined based on a variety of factors, including skills, experience, and geographic location. Compensation may vary for positions based in high cost-of-labor markets.
The above is intended to describe the general contents and requirements of work being performed by people assigned to this classification. It is not intended to be construed as an exhaustive statement of all duties, responsibilities, or skills of personnel so classified.
PPL is an Equal Opportunity Employer dedicated to celebrating diversity and intentionally creating a culture of inclusion. We believe that we work best when our employees feel empowered and accepted, and that starts by honoring each of our unique life experiences. At PPL, all aspects of employment regarding recruitment, hiring, training, promotion, compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, and social and recreational programs are based on merit, business needs, job requirements, and individual qualifications. We do not discriminate on the basis of race, color, religion or belief, national, social, or ethnic origin, sex, gender identity and/or expression, age, physical, mental, or sensory disability, sexual orientation, marital, civil union, or domestic partnership status, past or present military service, citizenship status, family medical history or genetic information, family or parental status, or any other status protected under federal, state, or local law. PPL will not tolerate discrimination or harassment based on any of these characteristics.
If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!
See all 88+ Green Card Employee Relations Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Employee Relations Specialist Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as an Employee Relations Specialist
Document your HR credentials strategically
PERM requires your employer to verify your qualifications match the job description exactly. Gather official transcripts, professional certifications like SHRM-CP or PHR, and employment records that map directly to the posted Employee Relations Specialist duties before any sponsorship conversation begins.
Target employers with active PERM filing history
Search DOL PERM disclosure data to identify companies that have previously sponsored Employee Relations Specialists. Employers already familiar with the labor certification process for HR roles move faster and make fewer costly filing errors than first-time sponsors.
Raise sponsorship during the offer stage not before
Bring up green card sponsorship after a written offer is in hand, not during early interviews. Framing it as a retention tool rather than a hiring cost shifts the conversation and gives HR decision-makers a business case to present internally.
Verify the prevailing wage before negotiating salary
Your offered salary must meet or exceed the DOL-certified prevailing wage for Employee Relations Specialists in your work location. Use the OFLC Wage Search to check wage levels by county before negotiating, so your final offer doesn't jeopardize PERM certification.
Find sponsoring employers through Migrate Mate
Filter by Employee Relations Specialist roles with green card sponsorship history directly on Migrate Mate. The platform surfaces employers who have filed PERM or I-140 petitions for similar HR positions, cutting your research time significantly.
Understand concurrent filing to accelerate your timeline
If your priority date is current, your employer can file the I-140 immigrant petition and your I-485 adjustment of status simultaneously. For Employee Relations Specialists from low-backlog countries, this can compress the total green card timeline by a year or more.
Green Card Employee Relations Specialist: Frequently Asked Questions
Does an Employee Relations Specialist role qualify for EB-2 or EB-3 green card sponsorship?
Most Employee Relations Specialist positions qualify under EB-3 because the role typically requires a bachelor's degree in human resources, business, or a related field. If your employer requires a master's degree or equivalent advanced credentials for the specific position, EB-2 may apply. The sponsoring employer's minimum requirements, not your personal qualifications, determine which category PERM is filed under.
How does green card sponsorship differ from H-1B sponsorship for this role?
H-1B visa is a temporary work visa subject to an annual lottery cap, while EB-2 and EB-3 green card sponsorship leads to permanent residency with no annual lottery. The PERM process requires your employer to conduct a formal recruitment test before filing, which adds three to six months upfront, but the result is a permanent immigration benefit rather than a status that expires every three years.
How long does the green card process take for an Employee Relations Specialist?
The full timeline from PERM filing to green card approval typically runs two to four years for most nationalities, assuming no significant visa backlog. PERM labor certification alone takes six to twelve months, followed by USCIS adjudication of the I-140 petition. Nationals from India or China face substantially longer waits due to per-country demand exceeding annual visa supply.
What can I do to make myself a stronger PERM sponsorship candidate?
Align your credentials precisely to the job description your employer posts for PERM, since USCIS will scrutinize whether your qualifications match the stated minimum requirements. Professional certifications like SHRM-CP or PHR reinforce the specialized nature of the role. Reviewing your O*NET occupation profile for Employee Relations Specialists can help you and your employer frame the position's requirements accurately.
Where can I find Employee Relations Specialist jobs that offer green card sponsorship?
Migrate Mate lets you search specifically for Employee Relations Specialist roles where employers have a verified history of PERM or I-140 filings for HR positions. This filters out roles where sponsorship is theoretically possible but never practiced, so you spend time pursuing employers who have already navigated the PERM process for comparable roles.