Green Card Hotel Receptionist Jobs
Hotel Receptionist green card sponsorship follows the EB-3 skilled worker path in most cases, requiring your employer to complete PERM labor certification with the Department of Labor before filing an I-140 petition with USCIS. Per-country backlogs mean your priority date determines when you can move to the final adjustment of status or consular processing step toward lawful permanent residence.
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Get Access To All JobsINTRODUCTION
Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, marketing, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you.
ROLE SUMMARY
The Front Desk Receptionist II is responsible for being the first point of contact for all visitors of the Alaska Airlines General Office (GO). As a member of the Employee Services team, this individual contributor role maintains front desk office needs by providing support and organizing and implementing office functions including procurement of supplies, maintaining office records, and supporting relationships with Alaska’s office vendors. This role will also work closely with the Employee Data Management and HR Compliance team to support processes and procedures and may occasionally work on projects with other teams to maintain or improve the guest experience.
KEY DUTIES:
- Supervised to deliver professional greetings to all visitors, directing them to the appropriate party, service, or location.
- Follows established step-by-step security procedures by monitoring guests and issuing visitor badges.
- Performs tasks including handling incoming phone calls professionally and delivers messages accurately and in a timely manner.
- Maintains a safe and clean reception area by complying with procedures, rules, and regulations.
- Maintains the Online Reference Directory, including documenting and communicating actions, irregularities, and continuing needs.
- Requests necessary service/maintenance for the Alaska General Offices (GO) Front Desk office equipment to ensure optimum efficiency.
- Prepares communication and general correspondence to employees and visitors.
- Assists with updates to employee-related data and job information in HR systems to ensure processing compliance.
- Responds to requests for personnel files within defined SLAs by coordinating between Legal, Labor Relations, and other teams to assemble and produce file.
- Communicate with internal stakeholders regarding employee records processes or requests.
- Handles all responsibilities with a focus on achieving Alaska goals and objectives, conforming to all policies, procedures and legal requirements.
- Provides input on process improvement opportunities to improve guest experience and/or processes.
- Builds positive working relationships with stakeholders to ensure proper service.
BASIC QUALIFICATIONS
- Minimum 2 years of experience in a fast-paced office environment, or related area.
- Knowledge of general administrative and clerical procedures and the ability to operate basic office machines (telephone, copier, fax, printer, etc.).
- Proven excellence in customer service principles and practices.
- Ability to handle multiple assignments simultaneously with accuracy, while maintaining strict confidentiality.
- Ability to organize and manage time efficiently.
- Proven ability to handle sensitive information and matters while maintaining confidentiality.
- Excellent communication (written, verbal), and interpersonal including listening skills.
- Ability to establish and maintain harmonious relations with Alaska’s employees, vendors and the general public.
- Demonstrates verbal, visual and auditory ability to act swiftly in an emergency situation.
- Proficiency with Microsoft Office applications (e.g., Word, Excel, PowerPoint, and Outlook).
- High school diploma or equivalent is required.
- Minimum age of 18.
- Must be authorized to work in the U.S.
PREFERRED QUALIFICATIONS
- Experience with HR Information Systems processes and procedures.
JOB-SPECIFIC LEADERSHIP EXPECTATIONS
Embody our values to own safety, do the right thing, be caring and kind, and deliver performance.
COMPENSATION
- Salary Range: $51,650 - $72,300 / year
Pay will be based on multiple factors, including and not limited to location, relevant experience/level and skillset while balancing internal equity relative to other Alaska/Hawaiian/Horizon employees. Alaska/Hawaiian/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.
Note: We don’t typically hire at the top of the range.
TOTAL REWARDS
Alaska Airlines, Hawaiian Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.
- Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air
- Comprehensive well-being programs including medical, dental and vision benefits
- Generous 401k match program
- Annual bonus plans
- Generous holiday and paid time off
For more information about Alaska/Hawaiian/Horizon Total Rewards please visit our career site and view benefits.
REGULATORY INFORMATION
Equal Employment Opportunity Policy Statement
It is the policy of Alaska Airlines, Hawaiian Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.
We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”). All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.
To implement this policy, we will:
- Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories;
- Ensure that employment decisions are based only on valid job requirements; and
- Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines, Hawaiian Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA.
Government Contractor & Department of Transportation (DOT) Regulations
Alaska Airlines, Hawaiian Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of marijuana, cocaine, opioids, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Alaska Airlines/Hawaiian Airlines/Horizon Air and any employment offer will be withdrawn.
FLSA Status: Non-Exempt
Employment Type: Full-Time
Regular/Temporary: Regular
Requisition Type: Management
Location: Seattle - General Office (GO)
Featured Job: 0
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INTRODUCTION
Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, marketing, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you.
ROLE SUMMARY
The Front Desk Receptionist II is responsible for being the first point of contact for all visitors of the Alaska Airlines General Office (GO). As a member of the Employee Services team, this individual contributor role maintains front desk office needs by providing support and organizing and implementing office functions including procurement of supplies, maintaining office records, and supporting relationships with Alaska’s office vendors. This role will also work closely with the Employee Data Management and HR Compliance team to support processes and procedures and may occasionally work on projects with other teams to maintain or improve the guest experience.
KEY DUTIES:
- Supervised to deliver professional greetings to all visitors, directing them to the appropriate party, service, or location.
- Follows established step-by-step security procedures by monitoring guests and issuing visitor badges.
- Performs tasks including handling incoming phone calls professionally and delivers messages accurately and in a timely manner.
- Maintains a safe and clean reception area by complying with procedures, rules, and regulations.
- Maintains the Online Reference Directory, including documenting and communicating actions, irregularities, and continuing needs.
- Requests necessary service/maintenance for the Alaska General Offices (GO) Front Desk office equipment to ensure optimum efficiency.
- Prepares communication and general correspondence to employees and visitors.
- Assists with updates to employee-related data and job information in HR systems to ensure processing compliance.
- Responds to requests for personnel files within defined SLAs by coordinating between Legal, Labor Relations, and other teams to assemble and produce file.
- Communicate with internal stakeholders regarding employee records processes or requests.
- Handles all responsibilities with a focus on achieving Alaska goals and objectives, conforming to all policies, procedures and legal requirements.
- Provides input on process improvement opportunities to improve guest experience and/or processes.
- Builds positive working relationships with stakeholders to ensure proper service.
BASIC QUALIFICATIONS
- Minimum 2 years of experience in a fast-paced office environment, or related area.
- Knowledge of general administrative and clerical procedures and the ability to operate basic office machines (telephone, copier, fax, printer, etc.).
- Proven excellence in customer service principles and practices.
- Ability to handle multiple assignments simultaneously with accuracy, while maintaining strict confidentiality.
- Ability to organize and manage time efficiently.
- Proven ability to handle sensitive information and matters while maintaining confidentiality.
- Excellent communication (written, verbal), and interpersonal including listening skills.
- Ability to establish and maintain harmonious relations with Alaska’s employees, vendors and the general public.
- Demonstrates verbal, visual and auditory ability to act swiftly in an emergency situation.
- Proficiency with Microsoft Office applications (e.g., Word, Excel, PowerPoint, and Outlook).
- High school diploma or equivalent is required.
- Minimum age of 18.
- Must be authorized to work in the U.S.
PREFERRED QUALIFICATIONS
- Experience with HR Information Systems processes and procedures.
JOB-SPECIFIC LEADERSHIP EXPECTATIONS
Embody our values to own safety, do the right thing, be caring and kind, and deliver performance.
COMPENSATION
- Salary Range: $51,650 - $72,300 / year
Pay will be based on multiple factors, including and not limited to location, relevant experience/level and skillset while balancing internal equity relative to other Alaska/Hawaiian/Horizon employees. Alaska/Hawaiian/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.
Note: We don’t typically hire at the top of the range.
TOTAL REWARDS
Alaska Airlines, Hawaiian Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.
- Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air
- Comprehensive well-being programs including medical, dental and vision benefits
- Generous 401k match program
- Annual bonus plans
- Generous holiday and paid time off
For more information about Alaska/Hawaiian/Horizon Total Rewards please visit our career site and view benefits.
REGULATORY INFORMATION
Equal Employment Opportunity Policy Statement
It is the policy of Alaska Airlines, Hawaiian Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.
We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”). All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.
To implement this policy, we will:
- Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories;
- Ensure that employment decisions are based only on valid job requirements; and
- Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines, Hawaiian Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA.
Government Contractor & Department of Transportation (DOT) Regulations
Alaska Airlines, Hawaiian Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of marijuana, cocaine, opioids, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Alaska Airlines/Hawaiian Airlines/Horizon Air and any employment offer will be withdrawn.
FLSA Status: Non-Exempt
Employment Type: Full-Time
Regular/Temporary: Regular
Requisition Type: Management
Location: Seattle - General Office (GO)
Featured Job: 0
L:: #LI-B
See all 913+ Green Card Hotel Receptionist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Hotel Receptionist Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Hotel Receptionist
Document your front-desk credentials thoroughly
Gather transcripts, employment letters, and any hospitality certifications before you apply. PERM requires your employer to verify you meet the minimum requirements for the role, so having clear proof of your two-plus years of relevant experience prevents delays during the recruitment audit phase.
Use O*NET to match your experience to DOL definitions
Hotel Receptionist roles fall under a specific O*NET occupational code that shapes how DOL classifies the position during PERM. Cross-check your resume language against that profile so your duties align with the job description your employer files, reducing the risk of a PERM denial.
Find green-card-sponsoring hospitality employers on Migrate Mate
Search Migrate Mate to identify hotels and hospitality groups that have an active history of employment-based green card sponsorship. Targeting employers already familiar with the PERM and I-140 process shortens your path from offer to petition filing.
Look beyond major hotel chains when targeting employers
Independent boutique hotels, resort properties, and hospitality management companies sponsor green cards just as frequently as large chains, and they often move faster through internal approvals. Prioritize properties with dedicated HR teams that can coordinate prevailing wage determinations with immigration counsel.
Verify the prevailing wage tier before accepting an offer
Your employer must pay at or above the DOL prevailing wage for your location and role to pass PERM. Use the OFLC Wage Search to look up the Level 1 and Level 2 wages for Hotel Receptionist in your target city so you can flag any offer that falls short before the process begins.
Track your priority date and plan for per-country backlogs
Once your I-140 is approved, your priority date determines when you can file for adjustment of status. Nationals of high-demand countries like India and China can face significant backlogs under EB-3. Monitor the monthly USCIS Visa Bulletin and discuss portability rights with your employer in case you change jobs after 180 days.
Green Card Hotel Receptionist: Frequently Asked Questions
Can a Hotel Receptionist role qualify for EB-2 or EB-3 green card sponsorship?
Most Hotel Receptionist positions qualify under EB-3 as skilled workers, since the role typically requires at least two years of experience rather than an advanced degree. EB-2 is available if the job is restructured to require a bachelor's degree plus five years of progressive experience, but employers rarely justify that level for a front-desk role. Your employer's immigration attorney will determine which category fits the specific job description and your credentials.
How does green card sponsorship differ from H-1B sponsorship for Hotel Receptionist jobs?
Green card sponsorship leads to lawful permanent residence rather than a temporary status. The EB-3 path requires your employer to complete PERM labor certification with the Department of Labor, proving no qualified U.S. workers were available, before filing an I-140 with USCIS. H-1B visa requires the role to qualify as a specialty occupation, which front-desk positions often cannot satisfy. Green card sponsorship involves per-country annual limits and a priority date backlog, whereas H-1B has a separate lottery-based cap system.
What does the PERM labor certification process involve for a Hotel Receptionist position?
PERM requires your employer to obtain a prevailing wage determination from the Department of Labor, then conduct a mandatory recruitment test advertising the position to U.S. workers through specific channels including job postings and newspaper ads. If no qualified U.S. applicants are found, the employer files the ETA Form 9089 with DOL. Only after PERM certification can the employer file your I-140 immigrant petition with USCIS. The entire process can take a year or more before you reach adjustment of status.
How do I find Hotel Receptionist jobs where the employer is willing to sponsor a green card?
Migrate Mate lets you search for hospitality employers with a documented history of employment-based green card sponsorship so you're not applying blind and discovering the employer won't sponsor only after several interviews. Focus on properties with in-house HR departments or established relationships with immigration counsel, as these employers navigate the PERM and I-140 process far more efficiently than those attempting it for the first time.
Can I change employers after my Hotel Receptionist green card sponsorship begins?
AC21 job portability allows you to change employers once your I-485 adjustment of status application has been pending for 180 days or more, provided the new job is in the same or a similar occupation. Your approved I-140 priority date can also carry over to a new employer's petition. Changing employers before those thresholds resets the process, so coordinate any job change with an immigration attorney to protect the work already completed.