Green Card Financial Planning And Analysis Manager Jobs
Financial Planning And Analysis Manager roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires employers to document that no qualified U.S. worker is available. Finance and strategy managers typically satisfy the advanced-degree requirement under EB-2, making permanent residency sponsorship a realistic path at this career level.
Find Green Card Financial Planning And Analysis Manager JobsOverview
Showing 5 of 93+ Financial Planning And Analysis Manager jobs
See all 93+ Financial Planning And Analysis Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Financial Planning And Analysis Manager roles.
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 And Analysis Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Financial Planning And Analysis Manager Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Financial Planning And Analysis Manager
Document your advanced degree equivalency early
If your finance degree is from outside the U.S., get a credential evaluation before you apply. USCIS requires foreign degrees to be evaluated against U.S. standards, and EB-2 eligibility depends on confirming an advanced degree or its equivalent.
Target employers with established PERM filing history
Not every company that hires FP&A managers has run a PERM labor certification before. Search DOL disclosure data for employers that have previously sponsored finance or management roles to avoid starting conversations with companies that have no green card infrastructure.
Use Migrate Mate to filter sponsoring employers
FP&A Manager roles appear across industries, but only a subset of those employers sponsor green cards. Use Migrate Mate to surface companies with active green card filing history for finance and planning roles, so your job search targets the right employers from the start.
Verify the prevailing wage tier before offer stage
PERM requires your offered salary to meet DOL prevailing wage levels for your specific location and job duties. Run your role through the OFLC Wage Search before negotiating an offer, since FP&A Manager wages vary significantly by metro area and industry classification.
Clarify whether EB-2 or EB-3 applies to your offer
If the job description requires only a bachelor's degree, the employer may file under EB-3 rather than EB-2. For nationals from oversubscribed countries, this distinction affects your priority date and wait time, so confirm the intended category before accepting an offer.
Understand the PERM recruitment window and your role in it
Before filing PERM, your employer must run a required recruitment period to demonstrate no qualified U.S. applicant is available. This process typically takes four to six months, and your I-140 petition cannot be filed until PERM is certified by the DOL.
Green Card Financial Planning And Analysis Manager: Frequently Asked Questions
Does an FP&A Manager role qualify for EB-2 or EB-3 green card sponsorship?
FP&A Manager roles typically qualify for EB-2 sponsorship when the position requires a master's degree or equivalent in finance, accounting, or a related field. If the employer's job description only requires a bachelor's degree, the role falls under EB-3. The distinction matters for your priority date, particularly if you're from a country with long EB-2 backlogs. Your employer's immigration counsel will confirm the correct category based on the actual job requirements.
How does green card sponsorship differ from H-1B for an FP&A Manager?
H-1B visa is a temporary work visa subject to an annual lottery and a six-year cap, while the EB-2 and EB-3 green card process leads to permanent residency with no annual cap at the petition level. The tradeoff is timeline: PERM labor certification alone takes four to nine months before your employer files the I-140. For nationals from countries without significant backlogs, the total process can still conclude faster than waiting for an H-1B lottery selection.
What does the PERM process actually require from the employer for this role?
The employer must conduct a formal recruitment period, typically lasting 30 to 60 days across multiple channels, to document that no qualified U.S. worker applied for the FP&A Manager position. The DOL then reviews the application, which can take several months at the current processing pace. Throughout this period, your employer must retain all application materials. You cannot substitute a different candidate or change core job duties once the PERM is filed.
How can I find FP&A Manager jobs where the employer will sponsor a green card?
Most job postings don't specify whether green card sponsorship is available, which makes it difficult to filter by intent. Migrate Mate lets you search specifically for FP&A Manager and finance management roles where employers have a documented history of sponsoring green cards. That history is a strong signal that the employer has the legal infrastructure and willingness to run the PERM process again for a new hire.
Can I switch employers after my PERM is approved but before I get my green card?
Once your I-140 petition has been approved and your priority date becomes current, you may be able to change employers if your new role is in the same or a similar occupational classification and your I-485 has been pending for at least 180 days. This portability protection means a new employer in a comparable FP&A or finance management role can take over your case without restarting the PERM process, though you'll need immigration counsel to confirm the specifics.