Green Card Financial Planning Analysis Jobs
Financial Planning Analysis roles qualify for EB-2 and EB-3 green card sponsorship through PERM labor certification, where employers document that no qualified U.S. worker is available before filing your I-140 petition. FP&A positions typically meet the advanced-degree standard, making direct sponsorship a realistic path for foreign professionals with corporate finance credentials.
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Get Access To All JobsJob Title: Financial Planning and Analysis Management
Working Title: University of Utah Health Financial Planning and Analysis Manager
Career Progression Track: M00
Track Level: M5 - Associate Director, M4 - Senior Manager
FLSA Code: Administrative
Patient Sensitive Job Code?: No
Standard Hours per Week: 40
Full Time or Part Time?: Full Time
Shift: Day
Work Schedule Summary: Work location expectations for Coordinated Services roles will follow University policy for remote, hybrid, and in-person work arrangements. Currently expected to work a minimum three days per week on site. Managers work location will be with the units they support, dependent on workspace availability.
VP Area: President
Department: 00286 - Budget and Analysis
Location: Campus
City: Salt Lake City, UT
Type of Recruitment: External Posting
Pay Rate Range: $130,000-$165,000 dependent on level placement
Close Date: 12/18/2026
Priority Review Date (Note - Posting may close at any time): 11/18/2026
Job Summary
Financial Planning and Analysis (FP& A) Manager
The FP&A Manager provides leadership and oversight for FP&A Partners, ensuring accurate forecasting, budgeting, and transactional financial activities. The role supports complex financial planning needs and oversees consistent execution of FP&A processes within assigned units. It serves as a mid-level management role where workload and complexity require dedicated oversight.
Responsibilities
Financial Oversight
- Maintain a comprehensive understanding of assigned unit(s) financial position and advise leaders on resource availability, constraints, and trade-offs.
- Develop and prepare department budgets as part of the annual budget cycle, ensuring accuracy, completeness, and alignment with institutional budget guidance.
- Monitor and review departmental budget performance throughout the year to ensure expenditures align with approved allocations and identify variances requiring corrective action.
- Collaborate with Financial Services on budgeting matters, new initiatives, and tax-related issues impacting assigned units.
- Develop specialized financial reports and analysis for institutional leadership, coordinating with FP&A Directors in units and departments to meet area-specific needs.
- Design the financial strategy for assigned area(s) in alignment with institutional goals, Central Finance guidance, and work with FP&A Directors to ensure alignment to region strategy.
- Provide position management and workforce funding oversight by reviewing and validating position funding, payroll distributions, and staffing-related financial impacts to ensure alignment with approved budgets, funding sources, and institutional requirements.
- Identify opportunities to support FP&A staff development and engagement by assessing unit needs and coordinating appropriate financial resources.
- Analyze and address finance-related complaints, concerns, and recommendations; resolve moderately complex issues independently and escalate more complex or sensitive matters to the FP&A Director as appropriate.
- Lead the annual budget cycle for assigned units by consolidating departmental budget submissions, preparing required documentation, and ensuring accuracy and completeness of operating and capital budget requests.
- Represent the portfolio in institutional budget hearings and present budget requests to the CFO, providing justification, analysis, and funding rationale.
- Partner with unit leadership to implement action plans informed by feedback from internal and external stakeholders served by FP&A Partners.
- Ensure department leaders understand their sources of financial support, applicable funding restrictions, and institutional requirements.
People Leadership
- Supervise, coach, and prioritize the work of FP&A Partners assigned to supported units.
- Provide guidance and subject-matter expertise to FP&A Partners on complex or escalated financial issues.
- Advise college & division leadership on financial best practices and principles of fiscal stewardship.
- Coordinate with FP&A Directors and/or Partners to assess unit level training needs are met for FP&A and other administrative staff, related to financial skills and process knowledge.
Policy & Compliance
- Evaluate and document unit-level financial processes; monitor adherence to established standard operating procedures (SOPs); and identify opportunities for improvement or escalation, as appropriate.
- Collaborate with other regional directors and central partners to establish and maintain standard operating procedures (SOPs) that promote consistency, efficiency, and compliance across the institution.
- Ensure consistent execution of standard FP&A processes across assigned units.
- Advise and support units on proper and timely month-end and year-end close procedures.
- Advise unit leaders on university financial policies and procedures and monitor adherence to applicable guidelines.
Minimum Qualifications
Requires:
- A bachelor’s degree (or equivalency) +8 years of directly related work experience OR:
- A master’s degree (or equivalency) + 6 years of directly related work experience.
Note: 1 year of higher education can be substituted for 1 year of directly related work experience.
Department may place employee at one of the following job levels:
Senior Manager, Financial Planning and Analysis Management: Serves as a mid-level management role where workload and complexity require dedicated oversight. Requires a bachelor’s (or equivalency) + 8 years or a master’s (or equivalency) + 6 years of directly related work experience.
This is a Senior Manager-Level position in the Management track.
Job Code: M29134
Grade: M21
Expected Pay Range: $130,000 - $150,000
Associate Director, Financial Planning and Analysis Management: Serves as a mid-level management role where workload and complexity require dedicated oversight. Third-level manager. Manage the activities of first-level and second-level managers and/or supervisors. Responsible for hiring, firing, performance appraisals, and pay reviews. Broad knowledge of the field with proven leadership skills.
Requires a bachelor’s (or equivalency) + 10 years or a master’s (or equivalency) + 8 years of directly related work experience.
This is an Associate Director-Level position in the Management track.
Job Code: M29135
Grade: M23
Expected Pay Range: $150,000 to $165,000
Preferences
Type: Benefited Staff
Special Instructions Summary
Additional Information
The University is a participating employer with Utah Retirement Systems (“URS”). Eligible new hires with prior URS service may elect to enroll in URS if they make the election before they become eligible for retirement (usually the first day of work). Contact Human Resources at (801) 581-7447 for information. Individuals who previously retired and are receiving monthly retirement benefits from URS are subject to URS’ post-retirement rules and restrictions. Please contact Utah Retirement Systems at (801) 366-7770 or (800) 695-4877 or University Human Resource Management at (801) 581-7447 if you have questions regarding the post-retirement rules.
This position may require the successful completion of a criminal background check and/or drug screen.
The University of Utah values candidates who have experience working in settings with students and possess a strong commitment to improving access to higher education.
Veterans’ preference is extended to qualified applicants, upon request and consistent with University policy and Utah state law. Upon request, reasonable accommodations in the application process will be provided to individuals with disabilities.
Consistent with state and federal law, the University of Utah does not discriminate based upon race, ethnicity, color, religion, national origin, age, disability, sex, sexual orientation, gender, gender identity, gender expression, pregnancy, pregnancy-related conditions, genetic information, or protected veteran’s status. The University does not discriminate on the basis of sex in the education program or activity that it operates, as required by Title IX and 34 CFR part 106. The requirement not to discriminate in education programs or activities extends to admission and employment. Inquiries about the application of Title IX and its regulations may be referred to the Title IX Coordinator, to the Department of Education, Office for Civil Rights, or both.
To request a reasonable accommodation for a disability or if you or someone you know has experienced discrimination or sexual misconduct including sexual harassment, you may contact the Director/Title IX Coordinator in the Office of Equal Opportunity and Title IX (OEO). More information, including the Director/Title IX Coordinator’s office address, electronic mail address, and telephone number can be located at the: University of Utah Non-Discrimination page.
Online reports may be submitted at https://oeo.utah.edu.
https://publicsafety.utah.edu/safetyreport/ This report includes statistics about criminal offenses, hate crimes, arrests and referrals for disciplinary action, and Violence Against Women Act offenses. They also provide information about safety and security-related services offered by the University of Utah. A paper copy can be obtained by request at the Department of Public Safety located at 1658 East 500 South.
As per University of Utah policy 5-108: Transfer of Benefits Eligible Staff Members, a new hire to the University of Utah who is still serving a 12 month probationary period will not be hired into another University of Utah job (a transfer) until the successful completion of the probationary period.
Job Title: Financial Planning and Analysis Management
Working Title: University of Utah Health Financial Planning and Analysis Manager
Career Progression Track: M00
Track Level: M5 - Associate Director, M4 - Senior Manager
FLSA Code: Administrative
Patient Sensitive Job Code?: No
Standard Hours per Week: 40
Full Time or Part Time?: Full Time
Shift: Day
Work Schedule Summary: Work location expectations for Coordinated Services roles will follow University policy for remote, hybrid, and in-person work arrangements. Currently expected to work a minimum three days per week on site. Managers work location will be with the units they support, dependent on workspace availability.
VP Area: President
Department: 00286 - Budget and Analysis
Location: Campus
City: Salt Lake City, UT
Type of Recruitment: External Posting
Pay Rate Range: $130,000-$165,000 dependent on level placement
Close Date: 12/18/2026
Priority Review Date (Note - Posting may close at any time): 11/18/2026
Job Summary
Financial Planning and Analysis (FP& A) Manager
The FP&A Manager provides leadership and oversight for FP&A Partners, ensuring accurate forecasting, budgeting, and transactional financial activities. The role supports complex financial planning needs and oversees consistent execution of FP&A processes within assigned units. It serves as a mid-level management role where workload and complexity require dedicated oversight.
Responsibilities
Financial Oversight
- Maintain a comprehensive understanding of assigned unit(s) financial position and advise leaders on resource availability, constraints, and trade-offs.
- Develop and prepare department budgets as part of the annual budget cycle, ensuring accuracy, completeness, and alignment with institutional budget guidance.
- Monitor and review departmental budget performance throughout the year to ensure expenditures align with approved allocations and identify variances requiring corrective action.
- Collaborate with Financial Services on budgeting matters, new initiatives, and tax-related issues impacting assigned units.
- Develop specialized financial reports and analysis for institutional leadership, coordinating with FP&A Directors in units and departments to meet area-specific needs.
- Design the financial strategy for assigned area(s) in alignment with institutional goals, Central Finance guidance, and work with FP&A Directors to ensure alignment to region strategy.
- Provide position management and workforce funding oversight by reviewing and validating position funding, payroll distributions, and staffing-related financial impacts to ensure alignment with approved budgets, funding sources, and institutional requirements.
- Identify opportunities to support FP&A staff development and engagement by assessing unit needs and coordinating appropriate financial resources.
- Analyze and address finance-related complaints, concerns, and recommendations; resolve moderately complex issues independently and escalate more complex or sensitive matters to the FP&A Director as appropriate.
- Lead the annual budget cycle for assigned units by consolidating departmental budget submissions, preparing required documentation, and ensuring accuracy and completeness of operating and capital budget requests.
- Represent the portfolio in institutional budget hearings and present budget requests to the CFO, providing justification, analysis, and funding rationale.
- Partner with unit leadership to implement action plans informed by feedback from internal and external stakeholders served by FP&A Partners.
- Ensure department leaders understand their sources of financial support, applicable funding restrictions, and institutional requirements.
People Leadership
- Supervise, coach, and prioritize the work of FP&A Partners assigned to supported units.
- Provide guidance and subject-matter expertise to FP&A Partners on complex or escalated financial issues.
- Advise college & division leadership on financial best practices and principles of fiscal stewardship.
- Coordinate with FP&A Directors and/or Partners to assess unit level training needs are met for FP&A and other administrative staff, related to financial skills and process knowledge.
Policy & Compliance
- Evaluate and document unit-level financial processes; monitor adherence to established standard operating procedures (SOPs); and identify opportunities for improvement or escalation, as appropriate.
- Collaborate with other regional directors and central partners to establish and maintain standard operating procedures (SOPs) that promote consistency, efficiency, and compliance across the institution.
- Ensure consistent execution of standard FP&A processes across assigned units.
- Advise and support units on proper and timely month-end and year-end close procedures.
- Advise unit leaders on university financial policies and procedures and monitor adherence to applicable guidelines.
Minimum Qualifications
Requires:
- A bachelor’s degree (or equivalency) +8 years of directly related work experience OR:
- A master’s degree (or equivalency) + 6 years of directly related work experience.
Note: 1 year of higher education can be substituted for 1 year of directly related work experience.
Department may place employee at one of the following job levels:
Senior Manager, Financial Planning and Analysis Management: Serves as a mid-level management role where workload and complexity require dedicated oversight. Requires a bachelor’s (or equivalency) + 8 years or a master’s (or equivalency) + 6 years of directly related work experience.
This is a Senior Manager-Level position in the Management track.
Job Code: M29134
Grade: M21
Expected Pay Range: $130,000 - $150,000
Associate Director, Financial Planning and Analysis Management: Serves as a mid-level management role where workload and complexity require dedicated oversight. Third-level manager. Manage the activities of first-level and second-level managers and/or supervisors. Responsible for hiring, firing, performance appraisals, and pay reviews. Broad knowledge of the field with proven leadership skills.
Requires a bachelor’s (or equivalency) + 10 years or a master’s (or equivalency) + 8 years of directly related work experience.
This is an Associate Director-Level position in the Management track.
Job Code: M29135
Grade: M23
Expected Pay Range: $150,000 to $165,000
Preferences
Type: Benefited Staff
Special Instructions Summary
Additional Information
The University is a participating employer with Utah Retirement Systems (“URS”). Eligible new hires with prior URS service may elect to enroll in URS if they make the election before they become eligible for retirement (usually the first day of work). Contact Human Resources at (801) 581-7447 for information. Individuals who previously retired and are receiving monthly retirement benefits from URS are subject to URS’ post-retirement rules and restrictions. Please contact Utah Retirement Systems at (801) 366-7770 or (800) 695-4877 or University Human Resource Management at (801) 581-7447 if you have questions regarding the post-retirement rules.
This position may require the successful completion of a criminal background check and/or drug screen.
The University of Utah values candidates who have experience working in settings with students and possess a strong commitment to improving access to higher education.
Veterans’ preference is extended to qualified applicants, upon request and consistent with University policy and Utah state law. Upon request, reasonable accommodations in the application process will be provided to individuals with disabilities.
Consistent with state and federal law, the University of Utah does not discriminate based upon race, ethnicity, color, religion, national origin, age, disability, sex, sexual orientation, gender, gender identity, gender expression, pregnancy, pregnancy-related conditions, genetic information, or protected veteran’s status. The University does not discriminate on the basis of sex in the education program or activity that it operates, as required by Title IX and 34 CFR part 106. The requirement not to discriminate in education programs or activities extends to admission and employment. Inquiries about the application of Title IX and its regulations may be referred to the Title IX Coordinator, to the Department of Education, Office for Civil Rights, or both.
To request a reasonable accommodation for a disability or if you or someone you know has experienced discrimination or sexual misconduct including sexual harassment, you may contact the Director/Title IX Coordinator in the Office of Equal Opportunity and Title IX (OEO). More information, including the Director/Title IX Coordinator’s office address, electronic mail address, and telephone number can be located at the: University of Utah Non-Discrimination page.
Online reports may be submitted at https://oeo.utah.edu.
https://publicsafety.utah.edu/safetyreport/ This report includes statistics about criminal offenses, hate crimes, arrests and referrals for disciplinary action, and Violence Against Women Act offenses. They also provide information about safety and security-related services offered by the University of Utah. A paper copy can be obtained by request at the Department of Public Safety located at 1658 East 500 South.
As per University of Utah policy 5-108: Transfer of Benefits Eligible Staff Members, a new hire to the University of Utah who is still serving a 12 month probationary period will not be hired into another University of Utah job (a transfer) until the successful completion of the probationary period.
See all 93+ Green Card Financial Planning Analysis Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Financial Planning Analysis Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Financial Planning Analysis
Translate your credentials into PERM language
Your foreign finance degree needs to map cleanly to the job duties listed in the PERM application. Request a credential evaluation from a NACES-member agency before interviews so employers see your qualifications meet U.S. advanced-degree equivalency standards.
Target employers with active PERM filing history
Search the DOL's OFLC disclosure data for employers who have filed PERM applications under SOC code 13-2051 (Financial and Investment Analysts). Companies with repeated filings already have internal processes and counsel, meaning sponsorship is procedurally routine for them.
Use Migrate Mate to filter FP&A roles by sponsorship
Searching for green card sponsorship from scratch wastes time. Migrate Mate lets you filter Financial Planning Analysis jobs by employers with documented EB-2 and EB-3 sponsorship history, so you're applying to roles where the infrastructure already exists.
Clarify the job description before the offer stage
The PERM application locks in specific duties and minimum requirements. If the posted role says 'preferred' for a master's degree, ask HR to confirm before your offer whether they'll designate it as 'required' in the PERM filing, since the employer's stated minimum drives your EB-2 eligibility.
Understand the recruitment audit window before PERM starts
DOL requires employers to run a 30-to-180-day recruitment campaign before filing a PERM application. Starting an FP&A job search 12 to 18 months before your OPT or H-1B visa expiration gives your sponsor enough runway to complete recruitment legally and avoid rescheduling.
Verify your employer's E-Verify enrollment early
Employers who have never sponsored a green card before may not be enrolled in E-Verify. PERM and I-140 filings don't require E-Verify, but if you're on STEM OPT concurrently, your employer must be enrolled. Confirm enrollment status during the offer negotiation phase, not after signing.
Green Card Financial Planning Analysis: Frequently Asked Questions
Does a Financial Planning Analysis role qualify for EB-2 or EB-3 green card sponsorship?
Most FP&A positions qualify under EB-2 when the employer requires a master's degree in finance, accounting, economics, or a related field. Roles requiring only a bachelor's degree typically fall under EB-3. The classification depends on the minimum education and experience the employer documents in the PERM application, not your actual credentials.
How does PERM green card sponsorship differ from H-1B sponsorship for FP&A professionals?
H-1B sponsorship is temporary, capped at 85,000 per year, and subject to a lottery for most applicants. PERM-based green card sponsorship has no annual lottery and leads to permanent residency, though EB-3 and EB-2 do have per-country backlogs that can extend timelines significantly for nationals of India and China. The PERM process also requires the employer to conduct formal recruitment before filing, which adds several months compared to an H-1B petition.
How long does the green card process take for a Financial Planning Analysis professional?
From PERM filing to receiving your green card, the process typically runs two to four years for most nationalities under EB-2 or EB-3, assuming no per-country backlog. The PERM labor certification alone averages six to eighteen months at DOL, followed by I-140 adjudication at USCIS and then adjustment of status or consular processing. Indian and Chinese nationals face much longer waits due to annual per-country caps.
What makes an FP&A employer genuinely able to sponsor a green card versus one that just sounds open to it?
A genuinely capable sponsor has existing relationships with immigration counsel, has filed PERM or I-140 petitions before, and has HR staff who understand the multi-year commitment involved. You can verify PERM filing history through the DOL's publicly available disclosure data filtered by SOC code. Use Migrate Mate to surface FP&A employers who have an established green card sponsorship track record rather than relying on verbal assurances during interviews.
Can I switch FP&A employers after my I-140 is approved without losing my green card priority date?
Yes, if your I-140 has been approved for 180 days or more and your adjustment of status application has been pending for at least 180 days, you can port to a new employer in the same or a similar occupational classification under AC21 portability rules. USCIS determines whether the new FP&A role is sufficiently similar to the one described in the original petition, so document the overlap carefully before making any job change.