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 JobsINTRODUCTION
Our mission at Duolingo is to develop the best education in the world and make it universally available. It's a big mission, and that's where you come in!
At Duolingo, you'll join a team that cares about educating our users, experimenting with big ideas, making fact-based decisions, and finding innovative solutions to complex problems. You'll have limitless learning opportunities and daily collaborations with world-class minds — while doing work that's both meaningful and fun.
Join our life-changing mission to develop education for our half a billion (and growing!) learners around the world.
ABOUT THE ROLE
We're hiring a Head of Talent Management Programs & PMO to architect, run, and continuously improve Duolingo's most critical talent systems. Reporting to the Head of Talent Management & Rewards, you will translate people strategy into intuitive, scalable programs and a disciplined operating cadence—spanning performance and promotion frameworks, talent reviews and succession, manager enablement, and the portfolio governance that keeps everything on time and high-quality. You'll build the "through line" across Talent Management and Rewards, with clear metrics and crisp execution that match Duolingo's clock speed.
YOU WILL...
Talent Program Architecture & Strategy
- End-to-End Program Design: Lead the evolution of core talent cycles, including performance management, 360-degree feedback, and promotion frameworks, ensuring they align with a high-performance culture.
- Competency & Career Mapping: Architect standardized competency models and career ladders that provide clear, transparent growth trajectories for all global functions.
- Succession & Talent Readiness: Design and facilitate the talent review process, identifying high-potential leaders and building a data-backed succession pipeline to future-proof the organization.
- Manager Enablement: Partner with cross-functional partners to ensure talent programs provide managers with the tools and insights needed to lead high-performing teams.
Portfolio Leadership & PMO Governance
- Strategic Roadmap Management: Own the TMR integrated roadmap, maintaining centralized visibility into project health, dependencies, and resource allocation to ensure on-time delivery.
- Operational Excellence: Establish and iterate on a "lean" project management methodology that prioritizes speed and impact over administrative overhead.
- Cross-Functional Orchestration: Act as the primary connector between Total Rewards, Talent Acquisition, and Business Leadership to ensure talent initiatives are integrated and cohesive.
Performance Analytics & Insights
- The Talent Dashboard: Develop an enterprise performance framework using key metrics (e.g., promotion velocity, retention, talent density) to measure the ROI of our people programs.
- First-Principles Analysis: Leverage data to conduct root-cause analysis on organizational trends, providing executive leadership with actionable insights to inform policy and resource decisions.
BASIC QUALIFICATIONS
- 8+ years in Talent Management, People Operations and portfolio/program management, including senior-level ownership of company-wide talent programs in fast-paced, product-led or high-growth environments.
- Comfort and curiosity with AI tools as applied to talent program design, analytics, and portfolio management, with a clear sense of where automation accelerates the work and where human judgment remains irreplaceable.
- A proven track record building or leading a PMO, with clear outcomes shipping complex, multi-stakeholder programs on time.
- Depth in modern talent practices: performance systems, org design, competency/career frameworks, succession planning, and manager effectiveness.
- Expert operational rigor with program/project management frameworks and process improvement (e.g., PMP/PgMP/Agile, Lean principles) applied pragmatically.
- Strong data fluency and a product mindset for people analytics—able to design dashboards that tell a story, inform trade-offs, and drive accountability.
- Excellent executive communication and influence; you simplify complexity, align stakeholders, and make crisp, well-reasoned recommendations.
PREFERRED QUALIFICATIONS
- Talent Subject Matter Expertise: Deep understanding of modern talent management theories, including performance psychology, organizational design, and succession modeling.
- Operational Rigor: Expert-level proficiency in project management frameworks (PMP, PgMP, or Agile) and process improvement methodologies (Lean Six Sigma).
- Strategic Influence: Exceptional communication skills with the ability to simplify complex operational challenges for executive stakeholders.
- Data Fluency: A "product mindset" regarding HR data capable of building dashboards that tell a story and drive accountability.
Take a peek at how we care for our employees' holistic well-being with our benefits here.
We will do everything we can within reason to make sure that your interview takes place in an environment that fairly and accurately assesses your skills. If you need assistance or accommodation, please contact accommodations@duolingo.com.
Duolingo is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
By applying for this position your data will be processed as per the Duolingo Applicant Privacy Notice.
Unfortunately, there is a rise in scammers pretending to be real Duolingo employees. Duolingo and our employees will never ask for your Social Security number, bank details, or passport info, and we'll never ask you to deposit a check, purchase equipment, or exchange money during the interview process. Real Duolingo employees always use an email that ends in @duolingo.com or @recruiting.duolingo.com. Stay alert and double-check these details before sharing any information.
Sign up for job alerts here.
INTRODUCTION
Our mission at Duolingo is to develop the best education in the world and make it universally available. It's a big mission, and that's where you come in!
At Duolingo, you'll join a team that cares about educating our users, experimenting with big ideas, making fact-based decisions, and finding innovative solutions to complex problems. You'll have limitless learning opportunities and daily collaborations with world-class minds — while doing work that's both meaningful and fun.
Join our life-changing mission to develop education for our half a billion (and growing!) learners around the world.
ABOUT THE ROLE
We're hiring a Head of Talent Management Programs & PMO to architect, run, and continuously improve Duolingo's most critical talent systems. Reporting to the Head of Talent Management & Rewards, you will translate people strategy into intuitive, scalable programs and a disciplined operating cadence—spanning performance and promotion frameworks, talent reviews and succession, manager enablement, and the portfolio governance that keeps everything on time and high-quality. You'll build the "through line" across Talent Management and Rewards, with clear metrics and crisp execution that match Duolingo's clock speed.
YOU WILL...
Talent Program Architecture & Strategy
- End-to-End Program Design: Lead the evolution of core talent cycles, including performance management, 360-degree feedback, and promotion frameworks, ensuring they align with a high-performance culture.
- Competency & Career Mapping: Architect standardized competency models and career ladders that provide clear, transparent growth trajectories for all global functions.
- Succession & Talent Readiness: Design and facilitate the talent review process, identifying high-potential leaders and building a data-backed succession pipeline to future-proof the organization.
- Manager Enablement: Partner with cross-functional partners to ensure talent programs provide managers with the tools and insights needed to lead high-performing teams.
Portfolio Leadership & PMO Governance
- Strategic Roadmap Management: Own the TMR integrated roadmap, maintaining centralized visibility into project health, dependencies, and resource allocation to ensure on-time delivery.
- Operational Excellence: Establish and iterate on a "lean" project management methodology that prioritizes speed and impact over administrative overhead.
- Cross-Functional Orchestration: Act as the primary connector between Total Rewards, Talent Acquisition, and Business Leadership to ensure talent initiatives are integrated and cohesive.
Performance Analytics & Insights
- The Talent Dashboard: Develop an enterprise performance framework using key metrics (e.g., promotion velocity, retention, talent density) to measure the ROI of our people programs.
- First-Principles Analysis: Leverage data to conduct root-cause analysis on organizational trends, providing executive leadership with actionable insights to inform policy and resource decisions.
BASIC QUALIFICATIONS
- 8+ years in Talent Management, People Operations and portfolio/program management, including senior-level ownership of company-wide talent programs in fast-paced, product-led or high-growth environments.
- Comfort and curiosity with AI tools as applied to talent program design, analytics, and portfolio management, with a clear sense of where automation accelerates the work and where human judgment remains irreplaceable.
- A proven track record building or leading a PMO, with clear outcomes shipping complex, multi-stakeholder programs on time.
- Depth in modern talent practices: performance systems, org design, competency/career frameworks, succession planning, and manager effectiveness.
- Expert operational rigor with program/project management frameworks and process improvement (e.g., PMP/PgMP/Agile, Lean principles) applied pragmatically.
- Strong data fluency and a product mindset for people analytics—able to design dashboards that tell a story, inform trade-offs, and drive accountability.
- Excellent executive communication and influence; you simplify complexity, align stakeholders, and make crisp, well-reasoned recommendations.
PREFERRED QUALIFICATIONS
- Talent Subject Matter Expertise: Deep understanding of modern talent management theories, including performance psychology, organizational design, and succession modeling.
- Operational Rigor: Expert-level proficiency in project management frameworks (PMP, PgMP, or Agile) and process improvement methodologies (Lean Six Sigma).
- Strategic Influence: Exceptional communication skills with the ability to simplify complex operational challenges for executive stakeholders.
- Data Fluency: A "product mindset" regarding HR data capable of building dashboards that tell a story and drive accountability.
Take a peek at how we care for our employees' holistic well-being with our benefits here.
We will do everything we can within reason to make sure that your interview takes place in an environment that fairly and accurately assesses your skills. If you need assistance or accommodation, please contact accommodations@duolingo.com.
Duolingo is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
By applying for this position your data will be processed as per the Duolingo Applicant Privacy Notice.
Unfortunately, there is a rise in scammers pretending to be real Duolingo employees. Duolingo and our employees will never ask for your Social Security number, bank details, or passport info, and we'll never ask you to deposit a check, purchase equipment, or exchange money during the interview process. Real Duolingo employees always use an email that ends in @duolingo.com or @recruiting.duolingo.com. Stay alert and double-check these details before sharing any information.
Sign up for job alerts here.
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.