Green Card Head Of Talent Jobs
Head of Talent roles qualify for EB-2 or EB-3 green card sponsorship when the position requires a bachelor's degree or higher in human resources, organizational psychology, or a related field. Employers file a PERM labor certification with DOL before sponsoring permanent residency, making sponsorship a longer but fully employer-driven process.
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Reports to: Chief Human Resources Officer
Hybrid: Office-based (3+ days per week)
ABOUT THE OPPORTUNITY
Gen is at an inflection point. One year into our AI-first journey, we're not just responding to disruption—we're embracing it and reimagining how we attract, develop, and grow talent for the future. We're looking for an agile, forward-thinking Talent leader to help build what's next.
As Head of Talent, you will define and drive Gen's talent strategy across Talent Acquisition and Growth & Development, leading them as a unified capability with a clear ambition: attract exceptional people and continuously invest in their growth.
As a key member of the People & Culture Leadership Team, you'll serve as a strategic partner to the CHRO and Executive Leadership Team, working closely with HR leaders and Product Experience teams to shape how Gen builds workforce capability in an AI-native world.
This is a rare opportunity to lead through transformation—bringing the vision, operating model, and execution discipline needed to elevate both functions from strong foundations to world-class impact.
WHAT YOU'LL DRIVE
Talent Strategy & Organizational Leadership
- Champion leadership capability as a core talent priority, ensuring Gen's people managers are developed, supported, and equipped to lead in an environment where AI and human work are increasingly intertwined.
- AI Literacy and Skills development: Develop a next gen talent development strategy that support human transformation in an AI first world; ensuring employees can use AI effectively for productivity and that managers are equipped to lead AI/Human teams and integrate AI.
- Architect and own the integrated Talent strategy spanning acquisition, development, reskilling, and readiness, all aligned to Gen's business priorities and AI transformation agenda.
- Serve as a strategic partner and thought leader to the CHRO and the People & Culture leadership team, bringing external perspective, data-backed insight, and bias toward action.
- Build strong partnerships across the P&C leadership team and directly with business leaders to ensure talent initiatives are embedded in how Gen actually works, not sitting off to the side.
- Lead and develop a Head of Talent Acquisition and the full TA and L&D teams, setting clear global programs and direction, building capability, and driving accountability for outcomes across both functions.
Learning, Development & Workforce Readiness
- Build and own Gen's leadership capability strategy, designing programs that develop managers at every level to lead effectively in an AI-augmented environment. That means investing in the human skills that AI can't replace; coaching, judgment, communication, and team dynamics, while building fluency in how to integrate AI into how their teams actually work.
- Design and launch an always on learning programs across all people demographics ensuring a mix of structured and agile learning opportunities, and leveraging multiple learning approaches and formats. While flexing for different learning styles and content.
- Build and scale a reskilling architecture that helps our workforce adapt to shifting role demands, with a clear focus on human skills (judgment, collaboration, leadership) alongside AI fluency.
- Own manager development programming with intentionality about what managers need now: navigating AI-augmented teams, coaching for growth, and leading with human connection in a hybrid world.
- Evolve and sustain Gen's AI literacy program for onboarding new hires, returning employees, and evolving cohorts keeping pace as AI capabilities evolve.
- Reimagine how work gets designed alongside AI by partnering with the business and strategic HR to redesign workflows, rethink roles, and develop skills that unlock the full potential of human + AI collaboration.
Talent Acquisition
- Set the strategic direction for how Gen attracts talent in a competitive, AI-era market, with sharp thinking on employer brand, candidate experience, and sourcing innovation.
- Ensure TA is operating as a true business partner, not an order-taker. That means bringing market intelligence, pipeline strategy, and real partnership to hiring decisions.
- Ensure our recruiters are able to adapt to business changes with pace proactively working to find and attract the best consumer talent in the market to drive business differentiation.
- Leverage data, technology, and AI tools to improve speed, quality, and experience across the recruiting lifecycle.
Agile Ways of Working & Operational Excellence
- Model and embed agile principles across the Talent function, iterating quickly, prioritizing ruthlessly, and driving continuous improvement.
- Bring product-oriented thinking to program design: start with the user (our employees and managers), build in feedback loops, and treat programs as products that evolve.
- Partner with the broader P&C leadership team on cross-functional priorities, showing up as a connector and collaborator, not a silo.
WHAT YOU BRING
You're a senior Talent leader who has done this before, or something close enough that the path forward is clear to you. You think in systems, act with urgency, and communicate in a way that builds trust with executives and frontline managers alike. You are agile and thrive in environments of fast paced change with a natural aptitude for problem solving and adaptability.
Experience & Background
- 10+ years of progressive HR/Talent leadership experience, with demonstrated ownership of both L&D and Talent Acquisition, or deep exposure to talent programs and former experience of building a bridge between company objectives and then working cross functionally to architect and lead teams to deliver these solutions.
- Experience of working with the business to develop solutions that amplify business and human performance to deliver against strategic objectives.
- Proven track record leading and developing HR teams in a complex, global, matrixed environment.
- Experience in a technology or technology-adjacent company strongly preferred because you understand the pace, the talent market, and the constant change.
- Meaningful exposure to agile methodologies, product-oriented HR, or organizational design in the context of transformation.
- Experience of M&A, due diligence and integration planning and execution preferred.
Skills & Mindset
- You are genuinely excited about AI, not just as a topic, but as a tool you use, a capability you build in others, and a lens through which you evaluate your own work.
- You are a systems thinker who can move between strategy and execution without losing the thread of either.
- You have the executive presence and communication skills to hold your own in a room with the CHRO, business unit leaders, or a skeptical audience.
- You build relationships quickly, build trust durably, and know how to influence without authority.
- You operate with a learner's mindset, comfortable in ambiguity, willing to iterate, and energized rather than overwhelmed by a blank canvas.
- You bring an opinion. You push back thoughtfully. You make the people around you sharper.
WHY GEN
We protect and empower people online, and we believe the best way to do that is to invest deeply in the people who build our products and serve our customers. Our P&C team is in the middle of its own transformation: more agile, more AI-fluent, and more aligned to business outcomes than ever before.
This role sits at the heart of that transformation. You'll have real scope, real support, and a mandate to build something that matters. If you're energized by that kind of challenge, we want to talk.
Compensation Range: $230K - $250K
Global Head of Talent
Reports to: Chief Human Resources Officer
Hybrid: Office-based (3+ days per week)
ABOUT THE OPPORTUNITY
Gen is at an inflection point. One year into our AI-first journey, we're not just responding to disruption—we're embracing it and reimagining how we attract, develop, and grow talent for the future. We're looking for an agile, forward-thinking Talent leader to help build what's next.
As Head of Talent, you will define and drive Gen's talent strategy across Talent Acquisition and Growth & Development, leading them as a unified capability with a clear ambition: attract exceptional people and continuously invest in their growth.
As a key member of the People & Culture Leadership Team, you'll serve as a strategic partner to the CHRO and Executive Leadership Team, working closely with HR leaders and Product Experience teams to shape how Gen builds workforce capability in an AI-native world.
This is a rare opportunity to lead through transformation—bringing the vision, operating model, and execution discipline needed to elevate both functions from strong foundations to world-class impact.
WHAT YOU'LL DRIVE
Talent Strategy & Organizational Leadership
- Champion leadership capability as a core talent priority, ensuring Gen's people managers are developed, supported, and equipped to lead in an environment where AI and human work are increasingly intertwined.
- AI Literacy and Skills development: Develop a next gen talent development strategy that support human transformation in an AI first world; ensuring employees can use AI effectively for productivity and that managers are equipped to lead AI/Human teams and integrate AI.
- Architect and own the integrated Talent strategy spanning acquisition, development, reskilling, and readiness, all aligned to Gen's business priorities and AI transformation agenda.
- Serve as a strategic partner and thought leader to the CHRO and the People & Culture leadership team, bringing external perspective, data-backed insight, and bias toward action.
- Build strong partnerships across the P&C leadership team and directly with business leaders to ensure talent initiatives are embedded in how Gen actually works, not sitting off to the side.
- Lead and develop a Head of Talent Acquisition and the full TA and L&D teams, setting clear global programs and direction, building capability, and driving accountability for outcomes across both functions.
Learning, Development & Workforce Readiness
- Build and own Gen's leadership capability strategy, designing programs that develop managers at every level to lead effectively in an AI-augmented environment. That means investing in the human skills that AI can't replace; coaching, judgment, communication, and team dynamics, while building fluency in how to integrate AI into how their teams actually work.
- Design and launch an always on learning programs across all people demographics ensuring a mix of structured and agile learning opportunities, and leveraging multiple learning approaches and formats. While flexing for different learning styles and content.
- Build and scale a reskilling architecture that helps our workforce adapt to shifting role demands, with a clear focus on human skills (judgment, collaboration, leadership) alongside AI fluency.
- Own manager development programming with intentionality about what managers need now: navigating AI-augmented teams, coaching for growth, and leading with human connection in a hybrid world.
- Evolve and sustain Gen's AI literacy program for onboarding new hires, returning employees, and evolving cohorts keeping pace as AI capabilities evolve.
- Reimagine how work gets designed alongside AI by partnering with the business and strategic HR to redesign workflows, rethink roles, and develop skills that unlock the full potential of human + AI collaboration.
Talent Acquisition
- Set the strategic direction for how Gen attracts talent in a competitive, AI-era market, with sharp thinking on employer brand, candidate experience, and sourcing innovation.
- Ensure TA is operating as a true business partner, not an order-taker. That means bringing market intelligence, pipeline strategy, and real partnership to hiring decisions.
- Ensure our recruiters are able to adapt to business changes with pace proactively working to find and attract the best consumer talent in the market to drive business differentiation.
- Leverage data, technology, and AI tools to improve speed, quality, and experience across the recruiting lifecycle.
Agile Ways of Working & Operational Excellence
- Model and embed agile principles across the Talent function, iterating quickly, prioritizing ruthlessly, and driving continuous improvement.
- Bring product-oriented thinking to program design: start with the user (our employees and managers), build in feedback loops, and treat programs as products that evolve.
- Partner with the broader P&C leadership team on cross-functional priorities, showing up as a connector and collaborator, not a silo.
WHAT YOU BRING
You're a senior Talent leader who has done this before, or something close enough that the path forward is clear to you. You think in systems, act with urgency, and communicate in a way that builds trust with executives and frontline managers alike. You are agile and thrive in environments of fast paced change with a natural aptitude for problem solving and adaptability.
Experience & Background
- 10+ years of progressive HR/Talent leadership experience, with demonstrated ownership of both L&D and Talent Acquisition, or deep exposure to talent programs and former experience of building a bridge between company objectives and then working cross functionally to architect and lead teams to deliver these solutions.
- Experience of working with the business to develop solutions that amplify business and human performance to deliver against strategic objectives.
- Proven track record leading and developing HR teams in a complex, global, matrixed environment.
- Experience in a technology or technology-adjacent company strongly preferred because you understand the pace, the talent market, and the constant change.
- Meaningful exposure to agile methodologies, product-oriented HR, or organizational design in the context of transformation.
- Experience of M&A, due diligence and integration planning and execution preferred.
Skills & Mindset
- You are genuinely excited about AI, not just as a topic, but as a tool you use, a capability you build in others, and a lens through which you evaluate your own work.
- You are a systems thinker who can move between strategy and execution without losing the thread of either.
- You have the executive presence and communication skills to hold your own in a room with the CHRO, business unit leaders, or a skeptical audience.
- You build relationships quickly, build trust durably, and know how to influence without authority.
- You operate with a learner's mindset, comfortable in ambiguity, willing to iterate, and energized rather than overwhelmed by a blank canvas.
- You bring an opinion. You push back thoughtfully. You make the people around you sharper.
WHY GEN
We protect and empower people online, and we believe the best way to do that is to invest deeply in the people who build our products and serve our customers. Our P&C team is in the middle of its own transformation: more agile, more AI-fluent, and more aligned to business outcomes than ever before.
This role sits at the heart of that transformation. You'll have real scope, real support, and a mandate to build something that matters. If you're energized by that kind of challenge, we want to talk.
Compensation Range: $230K - $250K
See all Green Card Head Of Talent Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Head Of Talent Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Head Of Talent
Document your HR leadership credentials early
PERM requires your employer to define minimum qualifications before advertising the role. Gather degree transcripts, professional certifications like SHRM-SCP or SPHR, and letters verifying your talent strategy leadership experience so the job description can reflect your actual background.
Target employers with established PERM filing history
Companies that have filed PERM applications before already have immigration counsel, internal processes, and budget approved for green card sponsorship. Focusing your search there cuts months off the timeline and reduces the risk of an employer learning the process from scratch on your case.
Use Migrate Mate to find verified sponsoring employers
Search Migrate Mate to identify companies with active EB-2 and EB-3 sponsorship history for HR and talent leadership roles. Filtering by filing history tells you which employers treat green card sponsorship as a standard hiring practice, not a one-off exception.
Confirm the role meets specialty occupation standards
Head of Talent positions must require a specific bachelor's degree field, not just any degree, to qualify under EB-2 or EB-3. Check the O*NET occupation profile for the role's standard education requirements so you can verify the job description aligns before the PERM advertising period begins.
Negotiate sponsorship terms before accepting an offer
Get written confirmation that your employer will cover PERM filing fees, legal counsel costs, and I-140 fees before signing. Once PERM recruitment ads run, changing the job duties or title can force the employer to restart the entire labor certification from scratch.
Understand how PERM recruitment triggers affect your start date
DOL requires employers to run specific recruitment steps, including job postings and internal notices, for at least 30 days before filing PERM. Your actual start date on the job often precedes sponsorship filing by months, so plan your status and authorization timeline accordingly.
Green Card Head Of Talent: Frequently Asked Questions
Does a Head of Talent role qualify for EB-2 or EB-3 green card sponsorship?
Most Head of Talent positions qualify under EB-2 when the employer requires an advanced degree in human resources, industrial-organizational psychology, or business administration, or under EB-3 when a bachelor's degree in a related field is the stated minimum. The key is that the job description must genuinely require a specific degree field, not just any four-year degree. Your employer's immigration attorney will confirm the appropriate category during PERM preparation.
How does green card sponsorship for this role differ from H-1B sponsorship?
H-1B visa is a temporary nonimmigrant status renewed in three-year increments, subject to an annual lottery for most applicants. EB-2 and EB-3 green card sponsorship leads to permanent residency with no renewal requirement. The PERM process takes longer upfront, often one to three years from filing to green card approval, but it removes the lottery risk entirely and lets you build a career at the same company without annual status uncertainty.
What does the PERM process actually require from the employer?
The employer must conduct a formal recruitment campaign, including specific job postings, internal notices, and documentation that no qualified U.S. worker was available at the prevailing wage. DOL reviews the application and, if certified, the employer files an I-140 immigrant petition with USCIS on your behalf. The employer controls the filing timeline and must demonstrate the role's salary meets the prevailing wage level set by the OFLC Wage Search tool.
How can I find Head of Talent jobs that already sponsor green cards?
Search Migrate Mate to identify employers with verified EB-2 and EB-3 sponsorship history specifically for HR leadership and talent roles. Companies that have completed PERM filings before are significantly faster to move through sponsorship because they have legal infrastructure in place. Targeting these employers at the application stage, rather than negotiating sponsorship after an offer, reduces delays and misaligned expectations.
Can I change employers after my green card is filed but before it's approved?
Once your I-140 has been approved and your priority date is current or your case has been pending for 180 days, portability rules under AC21 allow you to transfer the sponsorship to a new employer in a same or similar role without restarting PERM. For a Head of Talent role, the new position must involve substantially similar HR leadership duties. Consult an immigration attorney before making any employer change during this window.