Green Card Head of Recruitment Jobs
Head of Recruitment jobs with green card sponsorship are available through employers who can demonstrate no qualified U.S. worker is available, satisfying the PERM labor certification test. EB-2 eligibility applies to advanced-degree professionals; EB-3 covers candidates with a bachelor's degree. Priority date backlogs vary by country of birth, so starting the sponsorship process early matters.
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Get Access To All JobsLocation: Davidson, North Carolina, United States of America
Category: Human Resources
Job Id: JR-10753 Corporate
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
Where is the work:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
About the Role
This is a rare opportunity for a seasoned executive talent professional to do meaningful work at two levels simultaneously: execute full-cycle search for our most consequential leadership roles while building the philosophy, and practices that will define how we identify, attract, and develop senior talent for the long term.
Reporting to the Vice President of Talent and Organization Capability, this role sits at the intersection of executive search craft and organizational capability building. The right person brings the poise and discretion of a trusted advisor to the C-suite, the rigor of a strategic talent partner, and the builder’s mindset to create something lasting.
What You’ll Do
Executive Search and Full-Cycle Recruitment
- Lead full-cycle executive searches across the global enterprise, partnering directly with senior business leaders, the ELT and our senior HR leaders.
- Collaborate with internal sourcing team on select searches ensuring we’re finding the best talent in the world.
- Develop comprehensive sourcing strategies that go beyond reactive posting — building pipelines, cultivating relationships, and mapping markets proactively.
- Facilitate rigorous assessment processes that evaluate both capability and leadership capacity, integrating structured interviews, behavioral assessment, and third-party tools where appropriate.
- Serve as a trusted advisor and thought partner to hiring leaders throughout the search process, bringing a point of view while remaining responsive to business needs.
- Manage candidate experience at the executive level with the care and discretion the audience expects.
Collaboration & Stakeholder Partnership
- Build credibility and partnership at the ELT level; know when to advise, when to align, and when to hold a position.
- Partner closely with HRBPs, Total Rewards, and the broader Talent team to ensure executive hiring is connected to the full talent ecosystem.
- Represent Trane Technologies externally as a brand ambassador in the executive talent market.
COE Development & Internal Mobility
- Continuously improve the foundational frameworks, processes, and standards for an enterprise Executive Talent COE — from search methodology to onboarding integration.
- Build and scale an internal executive mobility program, partnering with HRBPs and business leaders to surface internal talent for senior opportunities.
- Cultivate and lead agency and partner relationships to understand the market and build pipelines.
- Establish talent intelligence practices — competitive landscaping, succession bench insights, market compensation data — to inform both search and strategic workforce planning.
- Create enabling tools and resources for the broader HR community, including search templates, assessment guides, and hiring manager playbooks.
- Define and track meaningful metrics: time-to-fill, quality-of-hire, internal mobility rates, offer acceptance, and retention at 12 months.
What You Bring
- 10+ years of progressive executive recruiting experience, with demonstrated success leading VP+ searches in a complex, matrixed organization or top-tier search firm.
- Proven track record building or significantly scaling a talent function, program, or COE — not just executing within one.
- Executive presence: able to engage peers and senior leaders with confidence, candor, and credibility; a trusted voice in the room.
- Sound judgment, especially under ambiguity — knows when to move fast and when to slow down; brings calm and clarity under pressure.
- Deep expertise in assessment methodology; experience with tools such as Hogan, Korn Ferry, or similar is a plus.
- Strong understanding of internal mobility as a talent lever, with experience or genuine curiosity about building internal pipelines for senior roles.
- Collaborative by nature — builds bridges across functions, earns trust quickly, and operates without ego.
- Excellent written and verbal communication; able to translate complex talent data and insights into clear recommendations for senior stakeholders.
Who Thrives Here
This role is right for someone who is energized by both the craft of search and the challenge of building. You’re as comfortable in a whiteboard session designing a process as you are managing a nuanced search with a demanding hiring leader.
You know that executive recruiting at this level is as much about relationships, judgment, and timing as it is about sourcing technique. You bring energy without ego, opinions without rigidity, and an unshakeable commitment to doing right by the business and by the candidates in your care.
The salary range posted below is the base salary range. This position does also include an incentive plan and overall total direct compensation range is 250k-325k.
Annual Base Salary Range or Hourly Base Pay Range:
$174,515.00 - $217,200.00
Compensation Type:
Salary
Incentive Eligible:
Yes
Sales Commission Eligible:
No
Disclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
Thrive at work and at home:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- Paid time off includes up to 15 vacation days, paid holidays, sick leave, and additional options to support volunteer and parental leave.
- 401K match up, educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary by site as well as Collective Bargaining Agreements and local/state regulations.
Safety Sensitive Role:
No
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
Location: Davidson, North Carolina, United States of America
Category: Human Resources
Job Id: JR-10753 Corporate
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
Where is the work:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
About the Role
This is a rare opportunity for a seasoned executive talent professional to do meaningful work at two levels simultaneously: execute full-cycle search for our most consequential leadership roles while building the philosophy, and practices that will define how we identify, attract, and develop senior talent for the long term.
Reporting to the Vice President of Talent and Organization Capability, this role sits at the intersection of executive search craft and organizational capability building. The right person brings the poise and discretion of a trusted advisor to the C-suite, the rigor of a strategic talent partner, and the builder’s mindset to create something lasting.
What You’ll Do
Executive Search and Full-Cycle Recruitment
- Lead full-cycle executive searches across the global enterprise, partnering directly with senior business leaders, the ELT and our senior HR leaders.
- Collaborate with internal sourcing team on select searches ensuring we’re finding the best talent in the world.
- Develop comprehensive sourcing strategies that go beyond reactive posting — building pipelines, cultivating relationships, and mapping markets proactively.
- Facilitate rigorous assessment processes that evaluate both capability and leadership capacity, integrating structured interviews, behavioral assessment, and third-party tools where appropriate.
- Serve as a trusted advisor and thought partner to hiring leaders throughout the search process, bringing a point of view while remaining responsive to business needs.
- Manage candidate experience at the executive level with the care and discretion the audience expects.
Collaboration & Stakeholder Partnership
- Build credibility and partnership at the ELT level; know when to advise, when to align, and when to hold a position.
- Partner closely with HRBPs, Total Rewards, and the broader Talent team to ensure executive hiring is connected to the full talent ecosystem.
- Represent Trane Technologies externally as a brand ambassador in the executive talent market.
COE Development & Internal Mobility
- Continuously improve the foundational frameworks, processes, and standards for an enterprise Executive Talent COE — from search methodology to onboarding integration.
- Build and scale an internal executive mobility program, partnering with HRBPs and business leaders to surface internal talent for senior opportunities.
- Cultivate and lead agency and partner relationships to understand the market and build pipelines.
- Establish talent intelligence practices — competitive landscaping, succession bench insights, market compensation data — to inform both search and strategic workforce planning.
- Create enabling tools and resources for the broader HR community, including search templates, assessment guides, and hiring manager playbooks.
- Define and track meaningful metrics: time-to-fill, quality-of-hire, internal mobility rates, offer acceptance, and retention at 12 months.
What You Bring
- 10+ years of progressive executive recruiting experience, with demonstrated success leading VP+ searches in a complex, matrixed organization or top-tier search firm.
- Proven track record building or significantly scaling a talent function, program, or COE — not just executing within one.
- Executive presence: able to engage peers and senior leaders with confidence, candor, and credibility; a trusted voice in the room.
- Sound judgment, especially under ambiguity — knows when to move fast and when to slow down; brings calm and clarity under pressure.
- Deep expertise in assessment methodology; experience with tools such as Hogan, Korn Ferry, or similar is a plus.
- Strong understanding of internal mobility as a talent lever, with experience or genuine curiosity about building internal pipelines for senior roles.
- Collaborative by nature — builds bridges across functions, earns trust quickly, and operates without ego.
- Excellent written and verbal communication; able to translate complex talent data and insights into clear recommendations for senior stakeholders.
Who Thrives Here
This role is right for someone who is energized by both the craft of search and the challenge of building. You’re as comfortable in a whiteboard session designing a process as you are managing a nuanced search with a demanding hiring leader.
You know that executive recruiting at this level is as much about relationships, judgment, and timing as it is about sourcing technique. You bring energy without ego, opinions without rigidity, and an unshakeable commitment to doing right by the business and by the candidates in your care.
The salary range posted below is the base salary range. This position does also include an incentive plan and overall total direct compensation range is 250k-325k.
Annual Base Salary Range or Hourly Base Pay Range:
$174,515.00 - $217,200.00
Compensation Type:
Salary
Incentive Eligible:
Yes
Sales Commission Eligible:
No
Disclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
Thrive at work and at home:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- Paid time off includes up to 15 vacation days, paid holidays, sick leave, and additional options to support volunteer and parental leave.
- 401K match up, educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary by site as well as Collective Bargaining Agreements and local/state regulations.
Safety Sensitive Role:
No
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
See all Green Card Head of Recruitment Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Head of Recruitment Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Head of Recruitment
Document your specialized recruiting expertise now
Gather performance data showing programs you built, hiring volumes you managed, and tools you implemented. PERM requires your employer to define the job duties precisely, and your credentials must clearly match the posted role's minimum requirements.
Verify your degree meets EB-2 requirements
EB-2 requires a master's degree or a bachelor's degree plus five years of progressive experience in talent acquisition or HR. If your degree is from outside the U.S., get a credential evaluation before approaching employers so the EB-2 pathway is confirmed upfront.
Find sponsors using Migrate Mate's verified employer data
Search Migrate Mate to identify companies with active green card sponsorship history for HR and recruitment leadership roles. Targeting employers who have already navigated PERM for similar positions saves you from starting conversations with companies unfamiliar with the process.
Understand what the PERM recruitment test means for your search
Your employer must advertise the Head of Recruitment role publicly and prove no qualified U.S. applicant was rejected. Roles with highly specialized requirements, like technical recruiting for niche engineering functions, tend to pass the PERM recruitment test more cleanly than broadly defined HR titles.
Check the prevailing wage before accepting an offer
DOL requires your employer to pay at least the prevailing wage for your SOC code and work location. Use the OFLC Wage Search to look up the wage level for your role before negotiating compensation, so you're not surprised during PERM filing.
Plan your I-485 timeline around your country of birth
Once your I-140 is approved, your ability to file for adjustment of status depends on your priority date becoming current. Nationals of India and China often face extended waits due to per-country limits, so your employer should file the I-140 as early as possible to secure your place in line.
Green Card Head of Recruitment: Frequently Asked Questions
Can a Head of Recruitment role qualify for EB-2 green card sponsorship?
Yes, if the position requires an advanced degree or a bachelor's degree plus five years of progressive experience in talent acquisition or HR leadership. Your employer must define the minimum requirements clearly in the PERM job description, and those requirements must reflect the genuine business need for the role, not be inflated to match your specific credentials.
How does green card sponsorship for this role differ from H-1B sponsorship?
H-1B visa sponsorship is temporary and requires an LCA filed with DOL plus USCIS approval, with a three-year initial period. Green card sponsorship through EB-2 or EB-3 leads to permanent residence and involves PERM labor certification with DOL, followed by an I-140 petition with USCIS and either adjustment of status or consular processing. There is no lottery, but per-country numerical limits can create priority date backlogs for some nationalities.
What does the PERM labor certification process involve for a Head of Recruitment position?
Your employer files a PERM application with DOL after completing a prevailing wage determination and a mandatory recruitment test, which includes advertising the role through specific channels. DOL reviews whether any qualified U.S. worker was available and rejected. For a Head of Recruitment role, the job duties and minimum requirements must be documented precisely, and the employer cannot tailor the requirements to your specific background.
Where can I find employers who sponsor green cards for Head of Recruitment roles?
Migrate Mate shows U.S. employers with verified green card sponsorship history, searchable by role and location. This lets you focus on companies that have already filed PERM or I-140 petitions for HR and recruitment leadership positions, rather than approaching employers who have never navigated employment-based sponsorship for this occupation.
Can I change employers after my green card sponsorship process has started?
Once your I-485 adjustment of status application has been pending for 180 days or more, AC21 job portability allows you to move to a new employer in the same or a substantially similar occupation without losing your place in the queue. Your priority date from an approved I-140 can also carry over to a new employer's petition, which matters if you've accumulated significant waiting time.