Green Card Head Of Technology Jobs
Head of Technology roles qualify for EB-2 and EB-3 green card sponsorship when the position requires a bachelor's degree or higher in computer science, engineering, or a related technical field. Employers file a PERM labor certification with DOL before sponsoring permanent residency, making this one of the more structured pathways for senior technology leaders seeking long-term U.S. residency.
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Get Access To All JobsHead of HR Technology Integrations & Platform Engineering (VP / Director)
Who we are looking for
We are seeking a senior, hands-on technology leader to own and modernize the global HR integration and platform engineering function supporting Workday and the broader HR technology ecosystem.
This role will lead the architecture, governance, and operational resilience of 180+ Workday integrations, while shaping the future of HR data platforms, analytics, and AI enablement, including the use of modern data platforms such as Databricks.
The ideal candidate is a technical player-coach with deep expertise in Workday integrations, API and file-based data exchange, and enterprise platform engineering, combined with proven experience leading global teams in complex, regulated environments.
This is a VP/Director-level leadership role with high visibility across HR, Technology, Cybersecurity, Data, and senior business leadership. The successful candidate must be equally comfortable reviewing detailed integration designs, guiding engineers, and influencing enterprise strategy.
Why this role matters
This role owns one of the most critical technology layers in the enterprise — the integration and data backbone connecting Workday to the broader ecosystem.
You will:
- Drive modernization from legacy file-based integrations to API-driven and event-based architectures
- Shape the HR data strategy, enabling analytics, reporting, and AI use cases
- Strengthen security, compliance, and audit readiness across all integrations
- Influence enterprise decisions across HR, Data, Cybersecurity, and Architecture
This is a unique opportunity to combine deep technical leadership, large-scale platform ownership, and enterprise transformation impact.
What you will be responsible for
1. Platform Strategy & Engineering Leadership
- Own the HR integration and platform engineering strategy, roadmap, and standards across Workday and connected systems
- Lead modernization toward API-first, scalable, and event-driven integration patterns
- Establish KPIs for integration health, reliability, SLA performance, and audit readiness
- Partner with HR, Data, Cybersecurity, and Architecture leaders to align delivery with enterprise priorities
2. Workday Integration Architecture & Governance
- Own end-to-end governance of 180+ Workday integrations, ensuring scalability, security, and operational resilience
- Define and enforce standards across:
- Workday Studio, EIB, Core Connectors, PECI, RaaS
- REST/SOAP APIs and middleware
- Secure file transfer and data exchange frameworks
- Drive improvements in monitoring, observability, incident management, and change control
- Ensure all integrations meet enterprise data, security, and compliance standards
3. Hands-on Technical Leadership
- Act as a senior technical authority for complex integration and platform issues
- Guide engineering teams on:
- API design and integration patterns
- Data mapping, validation, and reconciliation
- Performance, scalability, and fault tolerance
- Oversee secure data movement across:
- SFTP, NDM, PGP encryption, scheduling frameworks, and network controls
- Partner with cybersecurity teams on IAM, MFA, encryption, and data protection controls
4. Data, Analytics & Platform Integration (Including Databricks)
- Lead integration strategy supporting the HR data ecosystem and data lake architecture
- Enable data pipelines for analytics, reporting, and AI use cases
- Drive adoption of modern data platforms (e.g., Databricks) to support:
- Scalable HR data processing
- Advanced analytics and workforce insights
- Data engineering and pipeline standardization
- Ensure strong data governance, lineage, quality, and privacy controls
5. Delivery, Operations & Risk Management
- Balance delivery across BAU operations, regulatory commitments, and transformation initiatives
- Ensure robust disaster recovery, business continuity, and operational resilience
- Drive disciplined SDLC, ARB governance, and change management practices
- Lead remediation efforts tied to cybersecurity and regulatory programs
6. People Leadership & Organizational Development
- Lead, mentor, and scale a global team of integration engineers and HR technology specialists
- Build a high-performing engineering culture focused on:
- Accountability and delivery excellence
- Technical depth and continuous learning
- Clear communication and stakeholder engagement
- Manage capacity, prioritization, and vendor partnerships
Must-Have Qualifications
- 15+ years of experience in enterprise technology, HR systems, or integration engineering
- Deep hands-on expertise with Workday integration technologies:
- Studio, EIB, Core Connectors, PECI, XML/XSLT, RaaS
- REST and SOAP APIs
- Strong experience with:
- API architecture and middleware patterns
- Secure file transfer (SFTP, NDM), encryption, and data exchange frameworks
- Proven leadership of large-scale, global integration ecosystems
- Experience in regulated industries (financial services preferred)
- Strong understanding of cybersecurity, IAM, MFA, encryption, and audit controls
- Demonstrated ability to lead and develop high-performing technical teams
Preferred Qualifications
- Experience with Databricks or similar data platforms (Snowflake, Azure Data Lake, etc.)
- Experience enabling HR data lakes, analytics, and AI-driven use cases
- Familiarity with integration/middleware platforms (e.g., MuleSoft, Boomi, Informatica)
- Workday certifications or advanced Workday training
- Experience with:
- Linux, SQL Server, Oracle
- Autosys or enterprise scheduling tools
- Monitoring/observability platforms (e.g., Splunk)
- Experience managing global vendor delivery models
Salary Range:
$120,000 - $217,500 Annual
The range quoted above applies to the role in the primary location specified. If the candidate would ultimately work outside of the primary location above, the applicable range could differ.
Employees are eligible to participate in State Street’s comprehensive benefits program, which includes: our retirement savings plan (401K) with company match; insurance coverage including basic life, medical, dental, vision, long-term disability, and other optional additional coverages; paid-time off including vacation, sick leave, short term disability, and family care responsibilities; access to our Employee Assistance Program; incentive compensation including eligibility for annual performance-based awards (excluding certain sales roles subject to sales incentive plans); and, eligibility for certain tax advantaged savings plans.
About State Street
Across the globe, institutional investors rely on us to help them manage risk, respond to challenges, and drive performance and profitability. We keep our clients at the heart of everything we do, and smart, engaged employees are essential to our continued success.
We are committed to fostering an environment where every employee feels valued and empowered to reach their full potential. As an essential partner in our shared success, you’ll benefit from inclusive development opportunities, flexible work-life support, paid volunteer days, and vibrant employee networks that keep you connected to what matters most. Join us in shaping the future.
As an Equal Opportunity Employer, we consider all qualified applicants for all positions without regard to race, creed, color, religion, national origin, ancestry, ethnicity, age, disability, genetic information, sex, sexual orientation, gender identity or expression, citizenship, marital status, domestic partnership or civil union status, familial status, military and veteran status, and other characteristics protected by applicable law.
Job Application Disclosure:
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Head of HR Technology Integrations & Platform Engineering (VP / Director)
Who we are looking for
We are seeking a senior, hands-on technology leader to own and modernize the global HR integration and platform engineering function supporting Workday and the broader HR technology ecosystem.
This role will lead the architecture, governance, and operational resilience of 180+ Workday integrations, while shaping the future of HR data platforms, analytics, and AI enablement, including the use of modern data platforms such as Databricks.
The ideal candidate is a technical player-coach with deep expertise in Workday integrations, API and file-based data exchange, and enterprise platform engineering, combined with proven experience leading global teams in complex, regulated environments.
This is a VP/Director-level leadership role with high visibility across HR, Technology, Cybersecurity, Data, and senior business leadership. The successful candidate must be equally comfortable reviewing detailed integration designs, guiding engineers, and influencing enterprise strategy.
Why this role matters
This role owns one of the most critical technology layers in the enterprise — the integration and data backbone connecting Workday to the broader ecosystem.
You will:
- Drive modernization from legacy file-based integrations to API-driven and event-based architectures
- Shape the HR data strategy, enabling analytics, reporting, and AI use cases
- Strengthen security, compliance, and audit readiness across all integrations
- Influence enterprise decisions across HR, Data, Cybersecurity, and Architecture
This is a unique opportunity to combine deep technical leadership, large-scale platform ownership, and enterprise transformation impact.
What you will be responsible for
1. Platform Strategy & Engineering Leadership
- Own the HR integration and platform engineering strategy, roadmap, and standards across Workday and connected systems
- Lead modernization toward API-first, scalable, and event-driven integration patterns
- Establish KPIs for integration health, reliability, SLA performance, and audit readiness
- Partner with HR, Data, Cybersecurity, and Architecture leaders to align delivery with enterprise priorities
2. Workday Integration Architecture & Governance
- Own end-to-end governance of 180+ Workday integrations, ensuring scalability, security, and operational resilience
- Define and enforce standards across:
- Workday Studio, EIB, Core Connectors, PECI, RaaS
- REST/SOAP APIs and middleware
- Secure file transfer and data exchange frameworks
- Drive improvements in monitoring, observability, incident management, and change control
- Ensure all integrations meet enterprise data, security, and compliance standards
3. Hands-on Technical Leadership
- Act as a senior technical authority for complex integration and platform issues
- Guide engineering teams on:
- API design and integration patterns
- Data mapping, validation, and reconciliation
- Performance, scalability, and fault tolerance
- Oversee secure data movement across:
- SFTP, NDM, PGP encryption, scheduling frameworks, and network controls
- Partner with cybersecurity teams on IAM, MFA, encryption, and data protection controls
4. Data, Analytics & Platform Integration (Including Databricks)
- Lead integration strategy supporting the HR data ecosystem and data lake architecture
- Enable data pipelines for analytics, reporting, and AI use cases
- Drive adoption of modern data platforms (e.g., Databricks) to support:
- Scalable HR data processing
- Advanced analytics and workforce insights
- Data engineering and pipeline standardization
- Ensure strong data governance, lineage, quality, and privacy controls
5. Delivery, Operations & Risk Management
- Balance delivery across BAU operations, regulatory commitments, and transformation initiatives
- Ensure robust disaster recovery, business continuity, and operational resilience
- Drive disciplined SDLC, ARB governance, and change management practices
- Lead remediation efforts tied to cybersecurity and regulatory programs
6. People Leadership & Organizational Development
- Lead, mentor, and scale a global team of integration engineers and HR technology specialists
- Build a high-performing engineering culture focused on:
- Accountability and delivery excellence
- Technical depth and continuous learning
- Clear communication and stakeholder engagement
- Manage capacity, prioritization, and vendor partnerships
Must-Have Qualifications
- 15+ years of experience in enterprise technology, HR systems, or integration engineering
- Deep hands-on expertise with Workday integration technologies:
- Studio, EIB, Core Connectors, PECI, XML/XSLT, RaaS
- REST and SOAP APIs
- Strong experience with:
- API architecture and middleware patterns
- Secure file transfer (SFTP, NDM), encryption, and data exchange frameworks
- Proven leadership of large-scale, global integration ecosystems
- Experience in regulated industries (financial services preferred)
- Strong understanding of cybersecurity, IAM, MFA, encryption, and audit controls
- Demonstrated ability to lead and develop high-performing technical teams
Preferred Qualifications
- Experience with Databricks or similar data platforms (Snowflake, Azure Data Lake, etc.)
- Experience enabling HR data lakes, analytics, and AI-driven use cases
- Familiarity with integration/middleware platforms (e.g., MuleSoft, Boomi, Informatica)
- Workday certifications or advanced Workday training
- Experience with:
- Linux, SQL Server, Oracle
- Autosys or enterprise scheduling tools
- Monitoring/observability platforms (e.g., Splunk)
- Experience managing global vendor delivery models
Salary Range:
$120,000 - $217,500 Annual
The range quoted above applies to the role in the primary location specified. If the candidate would ultimately work outside of the primary location above, the applicable range could differ.
Employees are eligible to participate in State Street’s comprehensive benefits program, which includes: our retirement savings plan (401K) with company match; insurance coverage including basic life, medical, dental, vision, long-term disability, and other optional additional coverages; paid-time off including vacation, sick leave, short term disability, and family care responsibilities; access to our Employee Assistance Program; incentive compensation including eligibility for annual performance-based awards (excluding certain sales roles subject to sales incentive plans); and, eligibility for certain tax advantaged savings plans.
About State Street
Across the globe, institutional investors rely on us to help them manage risk, respond to challenges, and drive performance and profitability. We keep our clients at the heart of everything we do, and smart, engaged employees are essential to our continued success.
We are committed to fostering an environment where every employee feels valued and empowered to reach their full potential. As an essential partner in our shared success, you’ll benefit from inclusive development opportunities, flexible work-life support, paid volunteer days, and vibrant employee networks that keep you connected to what matters most. Join us in shaping the future.
As an Equal Opportunity Employer, we consider all qualified applicants for all positions without regard to race, creed, color, religion, national origin, ancestry, ethnicity, age, disability, genetic information, sex, sexual orientation, gender identity or expression, citizenship, marital status, domestic partnership or civil union status, familial status, military and veteran status, and other characteristics protected by applicable law.
Job Application Disclosure:
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
See all Green Card Head Of Technology Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship in Head Of Technology
Document your technology leadership credentials early
Gather performance reviews, org charts showing direct reports, and written evidence of budget authority before applications. PERM audits frequently target senior roles, and documentation gaps can stall your case by months.
Target employers with established PERM filing history
Mid-to-large technology companies and enterprises with dedicated HR legal teams process PERM cases far more predictably than early-stage startups, which often lack the infrastructure to sustain a multi-year sponsorship process through I-140 and adjustment of status.
Search green card sponsoring roles on Migrate Mate
Use Migrate Mate to filter Head of Technology openings by employers with active EB-2 and EB-3 filing history. This lets you skip the manual research phase and focus outreach on companies already running PERM processes for comparable roles.
Verify your role qualifies under prevailing wage requirements
Before accepting an offer, look up the OFLC Wage Search to confirm the offered compensation meets the DOL prevailing wage for your job zone and location. A wage shortfall discovered after PERM filing creates costly amendments or restarts.
Clarify the EB classification with your prospective employer
Head of Technology roles can qualify under EB-2 if the employer requires an advanced degree, or EB-3 if a bachelor's degree suffices. Confirm with the sponsoring employer which category they intend to file under before signing an offer, since this affects your priority date and wait time.
Request concurrent I-140 and I-485 filing where eligible
If your priority date is current when the PERM certifies, ask your employer's immigration counsel to file the I-140 and I-485 simultaneously. Concurrent filing lets you change roles more freely under AC21 portability while your green card application is pending.
Green Card Head Of Technology: Frequently Asked Questions
Does a Head of Technology role typically qualify for EB-2 or EB-3 sponsorship?
Most Head of Technology positions qualify for EB-2 when the employer's minimum requirements include a master's degree or a bachelor's degree plus substantial progressive experience in a technical field. If the role requires only a bachelor's degree, EB-3 is the more common filing category. The distinction matters because EB-2 and EB-3 priority date backlogs differ significantly by country of birth, affecting how long you wait before you can file for adjustment of status.
How does green card sponsorship differ from H-1B sponsorship for this type of role?
H-1B visa sponsorship is temporary, capped at 65,000 slots annually, and subject to lottery selection. PERM-based green card sponsorship has no annual cap at the petition level and results in permanent residency rather than a renewable work visa. The tradeoff is timeline: PERM labor certification alone takes several months, followed by I-140 adjudication and potentially years on a priority date waitlist depending on your country of birth, particularly for applicants born in India or China.
What does the PERM labor certification process require from a sponsoring employer?
The employer must conduct a good-faith recruitment campaign demonstrating no qualified U.S. workers are available for the role at the offered wage. For a Head of Technology position, PERM requires a detailed job description tied to specific minimum requirements, prevailing wage compliance verified through DOL, and documented recruitment steps including job postings. USCIS then adjudicates the I-140 immigrant petition once DOL certifies the PERM application.
How can I find Head of Technology jobs where employers are already open to green card sponsorship?
Migrate Mate is built specifically for this search. You can filter roles by visa and green card sponsorship willingness, focusing your applications on employers with a documented history of EB-2 and EB-3 filings. This is more reliable than asking during a screening call, since many recruiters don't know their company's PERM history until you reach the offer stage.
Can I switch employers after my green card process starts?
Yes, under AC21 portability rules you can change to a same or similar occupation after your I-485 has been pending for 180 days or more, without restarting the green card process. Head of Technology roles generally fall within a broad enough SOC code that a lateral move to a comparable senior technology leadership position at a new employer preserves your priority date and pending adjustment of status application.