Executive Management Green Card Jobs
Executive Management roles at the director, VP, and C-suite level regularly qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process. Employers document recruitment efforts, file an I-140 petition, and sponsor you for permanent residency, not just a temporary work authorization.
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Get Access To All JobsAbout Salesforce
Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
The Opportunity
Salesforce is reimagining how performance and talent practices support employees, managers, and the business. This role will shape a clearer, more integrated approach to performance and talent management, improving manager effectiveness, employee experience, decision quality, and business outcomes.
The Director, Enterprise Performance & Talent will define the strategy and operating blueprint for key practices including goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions. This leader will identify the strategic choices that matter, frame tradeoffs, clarify downstream impacts, and translate strategy into practical requirements, roadmaps, and decision materials for implementation partners.
What This Role Owns
1. Performance and Talent Strategy
- Develop the strategy for modernizing performance and talent practices across the employee and manager lifecycle.
- Define the outcomes, principles, and strategic choices behind the work using data, stakeholder input, and employee and manager pain points.
- Connect philosophy, process, technology, data, governance, and employee experience into a coherent system with clear decisions and measurable outcomes.
2. AI-Enabled Experience Design
- Shape how AI and agents improve performance and talent workflows, including coaching, feedback quality, decision support, planning, and workflow simplification.
- Partner with product, technology, analytics, HR, and business stakeholders to define requirements for AI-enabled employee and manager experiences.
- Establish responsible design principles for human judgment, fairness, privacy, transparency, auditability, and data use.
3. Matrix Leadership and Decision Readiness
- Lead through influence across a complex, global stakeholder environment without direct reporting authority.
- Frame strategic decisions, clarify tradeoffs, and show how choices affect employees, managers, business leaders, operations, systems, and change management.
- Own the translation of strategy into executable plans, clear decision points, operating milestones, and measurable outcomes across Talent, Product, Technology, Analytics, HR, and business partners.
- Create executive-ready materials that make recommendations, risks, dependencies, implementation handoffs, and open decisions clear.
4. Adoption, Measurement, and Continuous Improvement
- Define the change approach needed for managers and employees to understand and adopt new performance and talent practices.
- Establish success metrics across adoption, manager effectiveness, feedback quality, decision quality, employee trust, productivity, retention, and talent outcomes.
- Use data and feedback loops to test assumptions, refine the strategy, and simplify processes so they are easier to use, trust, and connect to business impact.
Expected Outcomes
Within the first 6 to 12 months, this leader should deliver:
- An enterprise strategy and concise change narrative for performance and talent practices.
- An end-to-end experience blueprint for goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions.
- Requirements and guardrails for AI-enabled performance and talent experiences.
- A practical roadmap with owners, milestones, risks, dependencies, decisions, and implementation handoffs.
- Decision-ready materials for senior leaders and cross-functional partners.
- A measurement framework that shows progress against employee, manager, talent, and business outcomes.
Qualifications
- 10+ years of experience in Talent Management, Performance Management, HR strategy, HR technology, organizational effectiveness, people analytics, or a related field.
- Strong strategy background in performance and talent practices, ideally including check-ins, feedback, year-end review, calibration, talent reviews, promotions, skills, or manager effectiveness.
- Experience shaping enterprise programs or transformation efforts in a large, complex, global organization.
- Ability to move from ambiguity to clear strategic choices, tradeoffs, requirements, and practical execution plans.
- Strong belief in the potential for AI and agents to reshape how talent strategy, planning, and execution are delivered.
- Product and systems mindset, with experience translating strategy into roadmaps, requirements, pilots, operating models, and measurable outcomes.
- Strong executive communication, facilitation, stakeholder management, data storytelling, and decision-framing skills.
- Proven ability to lead through influence, operate with ownership, and build alignment across matrixed teams.
Success Profile
The strongest candidate combines strategic talent expertise with operator-level follow-through. They can move ambiguous work from concept to decision to execution, create alignment across senior stakeholders, and ensure implementation partners have clear requirements, owners, timelines, and success measures. They should be energized by using AI and agents to improve performance and talent experiences while preserving human judgment where it matters most.
Unleash Your Potential
When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.
Accommodations
If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form.
Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates’ resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt-out options.
Posting Statement
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com.
At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.
The typical base salary range for this position is $164,000 - $261,500 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $196,800 - $285,300 annually.
The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
About Salesforce
Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
The Opportunity
Salesforce is reimagining how performance and talent practices support employees, managers, and the business. This role will shape a clearer, more integrated approach to performance and talent management, improving manager effectiveness, employee experience, decision quality, and business outcomes.
The Director, Enterprise Performance & Talent will define the strategy and operating blueprint for key practices including goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions. This leader will identify the strategic choices that matter, frame tradeoffs, clarify downstream impacts, and translate strategy into practical requirements, roadmaps, and decision materials for implementation partners.
What This Role Owns
1. Performance and Talent Strategy
- Develop the strategy for modernizing performance and talent practices across the employee and manager lifecycle.
- Define the outcomes, principles, and strategic choices behind the work using data, stakeholder input, and employee and manager pain points.
- Connect philosophy, process, technology, data, governance, and employee experience into a coherent system with clear decisions and measurable outcomes.
2. AI-Enabled Experience Design
- Shape how AI and agents improve performance and talent workflows, including coaching, feedback quality, decision support, planning, and workflow simplification.
- Partner with product, technology, analytics, HR, and business stakeholders to define requirements for AI-enabled employee and manager experiences.
- Establish responsible design principles for human judgment, fairness, privacy, transparency, auditability, and data use.
3. Matrix Leadership and Decision Readiness
- Lead through influence across a complex, global stakeholder environment without direct reporting authority.
- Frame strategic decisions, clarify tradeoffs, and show how choices affect employees, managers, business leaders, operations, systems, and change management.
- Own the translation of strategy into executable plans, clear decision points, operating milestones, and measurable outcomes across Talent, Product, Technology, Analytics, HR, and business partners.
- Create executive-ready materials that make recommendations, risks, dependencies, implementation handoffs, and open decisions clear.
4. Adoption, Measurement, and Continuous Improvement
- Define the change approach needed for managers and employees to understand and adopt new performance and talent practices.
- Establish success metrics across adoption, manager effectiveness, feedback quality, decision quality, employee trust, productivity, retention, and talent outcomes.
- Use data and feedback loops to test assumptions, refine the strategy, and simplify processes so they are easier to use, trust, and connect to business impact.
Expected Outcomes
Within the first 6 to 12 months, this leader should deliver:
- An enterprise strategy and concise change narrative for performance and talent practices.
- An end-to-end experience blueprint for goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions.
- Requirements and guardrails for AI-enabled performance and talent experiences.
- A practical roadmap with owners, milestones, risks, dependencies, decisions, and implementation handoffs.
- Decision-ready materials for senior leaders and cross-functional partners.
- A measurement framework that shows progress against employee, manager, talent, and business outcomes.
Qualifications
- 10+ years of experience in Talent Management, Performance Management, HR strategy, HR technology, organizational effectiveness, people analytics, or a related field.
- Strong strategy background in performance and talent practices, ideally including check-ins, feedback, year-end review, calibration, talent reviews, promotions, skills, or manager effectiveness.
- Experience shaping enterprise programs or transformation efforts in a large, complex, global organization.
- Ability to move from ambiguity to clear strategic choices, tradeoffs, requirements, and practical execution plans.
- Strong belief in the potential for AI and agents to reshape how talent strategy, planning, and execution are delivered.
- Product and systems mindset, with experience translating strategy into roadmaps, requirements, pilots, operating models, and measurable outcomes.
- Strong executive communication, facilitation, stakeholder management, data storytelling, and decision-framing skills.
- Proven ability to lead through influence, operate with ownership, and build alignment across matrixed teams.
Success Profile
The strongest candidate combines strategic talent expertise with operator-level follow-through. They can move ambiguous work from concept to decision to execution, create alignment across senior stakeholders, and ensure implementation partners have clear requirements, owners, timelines, and success measures. They should be energized by using AI and agents to improve performance and talent experiences while preserving human judgment where it matters most.
Unleash Your Potential
When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.
Accommodations
If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form.
Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates’ resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt-out options.
Posting Statement
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com.
At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.
The typical base salary range for this position is $164,000 - $261,500 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $196,800 - $285,300 annually.
The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
See all 7,698+ Executive Management jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Executive Management roles.
Get Access To All JobsTips for Finding Green Card Sponsorship in Executive Management
Document your leadership scope before applying
PERM requires your employer to define the role's minimum requirements precisely. Gather evidence of your P&L responsibility, team size, and strategic decision-making authority now, so your credentials align cleanly with the job description USCIS will scrutinize.
Target companies with active PERM filing history
Not every corporation sponsors green cards for executive roles. Use Migrate Mate to filter employers by EB-2 and EB-3 filing activity, so you're applying to organizations that have already navigated PERM for management-level positions, not starting that conversation from scratch.
Verify your role meets specialty occupation standards
Senior management positions sometimes face USCIS scrutiny over whether they genuinely require an advanced degree versus broad business experience. Review the O*NET profile for your specific executive title to confirm the education and specialization requirements that support an EB-2 classification.
Ask employers about their PERM recruitment timeline early
PERM requires the employer to complete a mandatory recruitment period before DOL will certify the labor condition. For executive roles, this process often runs six to twelve months before the I-140 can even be filed, so clarify the employer's readiness before accepting an offer.
Check prevailing wage for your management tier
DOL sets prevailing wages by occupation and geography. Use the OFLC Wage Search to confirm your offered salary meets the Level III or Level IV threshold for executive roles in your metro area before your employer files, since a wage shortfall can delay or derail PERM certification.
Understand how your country affects green card timing
EB-2 and EB-3 priority dates vary significantly by country of birth. Nationals of India and China face multi-year backlogs even after I-140 approval, while applicants from most other countries see much shorter waits. Factor this into your negotiations around starting date and employment agreement terms.
Executive Management jobs are hiring across the US. Find yours.
Find Executive Management JobsExecutive Management Green Card Sponsorship: Frequently Asked Questions
Do Executive Management roles qualify for EB-2 or EB-3 green card sponsorship?
Most executive and senior management positions qualify under EB-2 when the role requires an advanced degree or equivalent specialized experience. Roles with a standard bachelor's degree requirement can qualify under EB-3. The key factor is how the employer defines the minimum education and experience requirements in the PERM job description, which USCIS and DOL both review.
How does green card sponsorship differ from H-1B for Executive Management roles?
Green card sponsorship through PERM leads to permanent residency, not a temporary work authorization with a fixed expiration. There's no annual cap lottery for EB-2 or EB-3 petitions the way there is for H-1B. The process takes longer upfront because PERM requires a documented recruitment period, but the outcome is lawful permanent residence rather than status you must renew or extend every few years.
What makes an employer willing to sponsor a green card for an executive hire?
Employers who sponsor executive roles through PERM have typically concluded the role requires specialized qualifications they can't readily fill domestically. Large corporations with HR infrastructure and experienced immigration counsel are more likely to have an established PERM process. Asking about a company's prior green card filing history during late-stage interviews is a practical way to gauge their readiness before you commit.
How can I find Executive Management jobs where the employer actively sponsors green cards?
Migrate Mate lets you search for Executive Management roles filtered by employers with active EB-2 and EB-3 filing history, so you're not spending time on companies that have never sponsored a PERM-based green card. Filtering by role level and sponsorship track record significantly narrows your search to realistic opportunities from the start.
Can I negotiate my employment offer while a PERM application is pending?
You can negotiate salary above the prevailing wage DOL certifies, since PERM sets a floor, not a ceiling. What you can't do is change the job duties or title materially after PERM certification without restarting the process. Get offer terms in writing before PERM is filed and confirm that any future promotion or title change won't invalidate the underlying labor certification.
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