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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Get Access To All JobsAbout Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
We’re looking for a strategic and operationally rigorous Senior Manager, Head of Talent Operations to lead and scale the engine behind our recruiting organization. You will lead a team of 4 Talent Operations professionals and oversee the operational backbone supporting our ~40-person recruiting team, which is growing rapidly in scale and complexity across functions and globally.
This role owns and strengthens core recruiting infrastructure — including interview scheduling and operations, headcount governance, tech stack strategy, interviewer enablement, compliance, and candidate experience — ensuring our systems are efficient, scalable, and built for continued growth. This is a highly cross-functional leadership role requiring strong systems thinking and execution rigor.
- Talent Operations Leadership
- Lead, coach, and develop a team of four Talent Operations professionals.
- Drive prioritization, operational rigor, and scalable infrastructure to support a 40+ recruiter organization.
-
Be hands on where needed to continue to shape and grow this critical function.
-
Recruiting Technology Strategy & Ownership
- Own the full recruiting tech stack (ATS, scheduling tools, sourcing tools, CRM, interview tools, etc.).
- Partner with Tech Enablement to drive system implementation, integration, automation, and optimization.
- Evaluate and implement new tools as the organization scales.
-
Oversee and evolve the internal recruiting “help desk” into a scalable, automated support function.
-
Headcount Planning & Governance
- Own execution and operational tracking of the company’s headcount plan in partnership with finance.
-
Build systems to monitor hiring progress, recruiter capacity, and forecasting.
-
Interview Operations & Scheduling
- Own end-to-end interview operations, including scheduling infrastructure.
- Build scalable processes and tooling to support high-volume, complex hiring.
-
Ensure a seamless and efficient experience for candidates, recruiters, and interviewers.
-
Programs & Experience (Interviewer Enablement, Referrals, Candidate Experience)
- Own and scale core recruiting programs, including interviewer enablement, referrals, and candidate experience, ensuring they drive hiring excellence at scale.
-
Define success metrics and lead ongoing optimization to improve quality of hire, engagement, and overall recruiting performance.
-
Compliance & Global Hiring Expansion
- Ensure recruiting processes meet compliance requirements across jurisdictions.
- Partner with People Ops & Legal to support international hiring expansion.
What You Need
8+ years of relevant operations experience; 3+ years in talent/recruiting operations a plus.
3+ years of experience managing high-performing teams.
Experience supporting a large, complex recruiting organization (30+ recruiters preferred).
Strong headcount planning, workforce planning, and reporting experience.
Demonstrated experience building scalable processes in high-growth environments.
Strong project management skills with the ability to manage multiple high-impact initiatives simultaneously.
Experience supporting global hiring and multi-jurisdiction compliance.
Data-driven decision maker with strong analytical capabilities.
* Exceptional cross-functional communication and stakeholder management skills.
Benefits available to all full-time Ramp employees (Global)
Flexible PTO
Centralized home-office equipment ordering
Health and wellness stipend
Budget for intra-office travel
* Weekly coffee stipend
United States
100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
One Medical annual membership
401(k), including employer match on contributions made while employed by Ramp
Fertility HRA (up to $10,000 per year)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
Pet insurance
In-office perks: lunch, snacks, drinks, and more
Relocation expense coverage to NYC or SF (if needed)
Canada
Group medical, dental, and vision coverage through Sun Life
Life, AD&D, and disability coverage
Fertility drug coverage (up to $4,000 lifetime)
Group Retirement Plan with employer match (RRSP + DPSP)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
Employee Assistance Program and virtual care through Lumino Health
United Kingdom
Private medical insurance through Freedom Elite
Virtual GP and at-home care via eMed x Livi
Workplace pension through Penfold, with salary sacrifice option
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $220K - $302K
About Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
We’re looking for a strategic and operationally rigorous Senior Manager, Head of Talent Operations to lead and scale the engine behind our recruiting organization. You will lead a team of 4 Talent Operations professionals and oversee the operational backbone supporting our ~40-person recruiting team, which is growing rapidly in scale and complexity across functions and globally.
This role owns and strengthens core recruiting infrastructure — including interview scheduling and operations, headcount governance, tech stack strategy, interviewer enablement, compliance, and candidate experience — ensuring our systems are efficient, scalable, and built for continued growth. This is a highly cross-functional leadership role requiring strong systems thinking and execution rigor.
- Talent Operations Leadership
- Lead, coach, and develop a team of four Talent Operations professionals.
- Drive prioritization, operational rigor, and scalable infrastructure to support a 40+ recruiter organization.
-
Be hands on where needed to continue to shape and grow this critical function.
-
Recruiting Technology Strategy & Ownership
- Own the full recruiting tech stack (ATS, scheduling tools, sourcing tools, CRM, interview tools, etc.).
- Partner with Tech Enablement to drive system implementation, integration, automation, and optimization.
- Evaluate and implement new tools as the organization scales.
-
Oversee and evolve the internal recruiting “help desk” into a scalable, automated support function.
-
Headcount Planning & Governance
- Own execution and operational tracking of the company’s headcount plan in partnership with finance.
-
Build systems to monitor hiring progress, recruiter capacity, and forecasting.
-
Interview Operations & Scheduling
- Own end-to-end interview operations, including scheduling infrastructure.
- Build scalable processes and tooling to support high-volume, complex hiring.
-
Ensure a seamless and efficient experience for candidates, recruiters, and interviewers.
-
Programs & Experience (Interviewer Enablement, Referrals, Candidate Experience)
- Own and scale core recruiting programs, including interviewer enablement, referrals, and candidate experience, ensuring they drive hiring excellence at scale.
-
Define success metrics and lead ongoing optimization to improve quality of hire, engagement, and overall recruiting performance.
-
Compliance & Global Hiring Expansion
- Ensure recruiting processes meet compliance requirements across jurisdictions.
- Partner with People Ops & Legal to support international hiring expansion.
What You Need
8+ years of relevant operations experience; 3+ years in talent/recruiting operations a plus.
3+ years of experience managing high-performing teams.
Experience supporting a large, complex recruiting organization (30+ recruiters preferred).
Strong headcount planning, workforce planning, and reporting experience.
Demonstrated experience building scalable processes in high-growth environments.
Strong project management skills with the ability to manage multiple high-impact initiatives simultaneously.
Experience supporting global hiring and multi-jurisdiction compliance.
Data-driven decision maker with strong analytical capabilities.
* Exceptional cross-functional communication and stakeholder management skills.
Benefits available to all full-time Ramp employees (Global)
Flexible PTO
Centralized home-office equipment ordering
Health and wellness stipend
Budget for intra-office travel
* Weekly coffee stipend
United States
100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
One Medical annual membership
401(k), including employer match on contributions made while employed by Ramp
Fertility HRA (up to $10,000 per year)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
Pet insurance
In-office perks: lunch, snacks, drinks, and more
Relocation expense coverage to NYC or SF (if needed)
Canada
Group medical, dental, and vision coverage through Sun Life
Life, AD&D, and disability coverage
Fertility drug coverage (up to $4,000 lifetime)
Group Retirement Plan with employer match (RRSP + DPSP)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
Employee Assistance Program and virtual care through Lumino Health
United Kingdom
Private medical insurance through Freedom Elite
Virtual GP and at-home care via eMed x Livi
Workplace pension through Penfold, with salary sacrifice option
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $220K - $302K
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.