Green Card HR Director Jobs
HR Director roles qualify for EB-2 and EB-3 green card sponsorship through PERM labor certification, which requires employers to document recruitment efforts before filing an I-140 petition. Most HR Director positions meet the advanced-degree threshold for EB-2, and multinational employers with established HR infrastructure are often most prepared to run the full sponsorship process.
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Get Access To All JobsINTRODUCTION
As the HR Director you will develop, implement, and own HR and talent strategies for the global BMS (Buildings Management Systems) business. You will partner with and influence leaders to lead transformational initiatives in talent acquisition, talent management, employee experience, and organization development/effectiveness. You will leverage your HR functional experience and organizational savvy to align business objectives with critical human resources and talent solutions. You will report directly to VP HR for Products and will work out of our Atlanta, GA office.
In this role, you will leverage your expertise to drive talent strategies and build high performing teams through effective and inclusive relationships with colleagues and stakeholders to promote a culture of trust, respect, and commitment. You will architect and drive tailored talent strategies that effectively align with business objectives, and work to establish a strong connection between the organization's requirements and optimizing talent to deliver results.
Your strategic leadership role will ensure that Honeywell attracts and retains top talent, develops its employees, and enhances their engagement and well-being. By championing inclusion, managing labor relations effectively, and leading management initiatives, you will contribute to a thriving and agile workforce. Overall, your role is pivotal in driving Honeywell's long-term success by nurturing its most valuable asset—its people.
BASIC QUALIFICATIONS
- 7+ years of professional HR experience
- A hands-on person who possesses the best combination of strategic thinking and drive to achieve tangible business results
- Ability to balance theoretical thought with practical experience
- Strong influence skills and to lead cross-functional and cross-cultural teams
- Experience in a service-based organization
- Work independently decisions within degree of authority
- Proven track record of leading projects
PREFERRED QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, or a related field
- MBA strongly preferred
- Track record of implementation of people initiatives with field based organizations
- Extensive experience in positions of increasing responsibility
- Ability to adapt quickly in changing environment
- Capable of leading change
- Ability to build consensus with leadership teams
- Financial acumen and ability to communicate complex decisions
- Ability to deploy and gain acceptance of new approaches and objectives
- Ability to distil large amount of data for actionable insight
Lead Organizational Design & Workforce Planning
- Ensure the structure, jobs, and skills in the company match its long-term plans and goals while providing employees with meaningful career experiences
- Develop and manage workforce strategies and align HR priorities to deliver business results
- Assess & manage labour costs & efficiency
- Drive company change, be aware of how the external market is evolving, and adapt to new ways of working to enable growth
- Drive HR excellence across the direct and matrixed HR team, ensuring delivery of high-quality services and support to the organization
- Align processes for strong and valid succession plans and development programs
- Partner with Tier 3 and 4 leaders to drive effectiveness in engagement, performance management, and career development
- Develop stakeholder change management plans to support organizational change
- Provide organization development and effectiveness strategies
- Benchmark the HR function and implement continuous improvement programs
Architect & Drive End-to-End Talent Strategies
- Develop and deploy a talent strategy, bringing the holistic talent view to implement solutions in talent acquisition, succession planning, learning and development to ensure we attract, develop, and retain the best talent
- Partner with HR COE leaders to drive the strategy
- Design and own innovative talent solutions to find, hire, grow, and keep talent aligned to the business strategy
- Expect and reward high performance, address problems, and calibrate performance assessment across teams
- Make sure succession plans are up-to-date, healthy, and realistic
- Identify upcoming talent and find opportunities to enable career growth in the business and within the HR function
- Communicate plans and ensure alignment with Regional HR Partners, HR Transformation Leaders, and COEs
Partner With & Coach Leaders, build culture
- Partner with all business and SBG/Corp functional leaders and directs
- Be the coach and confidant for the BA leader and her/his direct reports
- Advise on all critical matters that will help the business growth in the sub region
- Give candid, unbiased coaching, advice, and feedback to leaders
- Influence leaders to engage their workforce and foster a workplace well-being culture that values inclusion
- Run deep analysis on the Building Automation Voice Of Employee survey and ensure key findings have been worked upon
- Hold key leaders accountable for owning, executing and communicating their actions
Honeywell helps organizations solve the world's most complex challenges in automation, the future of aviation and energy transition. As a trusted partner, we provide actionable solutions and innovation through our Aerospace Technologies, Building Automation, Energy and Sustainability Solutions, and Industrial Automation business segments – powered by our Honeywell Forge software – that help make the world smarter, safer and more sustainable.
INTRODUCTION
As the HR Director you will develop, implement, and own HR and talent strategies for the global BMS (Buildings Management Systems) business. You will partner with and influence leaders to lead transformational initiatives in talent acquisition, talent management, employee experience, and organization development/effectiveness. You will leverage your HR functional experience and organizational savvy to align business objectives with critical human resources and talent solutions. You will report directly to VP HR for Products and will work out of our Atlanta, GA office.
In this role, you will leverage your expertise to drive talent strategies and build high performing teams through effective and inclusive relationships with colleagues and stakeholders to promote a culture of trust, respect, and commitment. You will architect and drive tailored talent strategies that effectively align with business objectives, and work to establish a strong connection between the organization's requirements and optimizing talent to deliver results.
Your strategic leadership role will ensure that Honeywell attracts and retains top talent, develops its employees, and enhances their engagement and well-being. By championing inclusion, managing labor relations effectively, and leading management initiatives, you will contribute to a thriving and agile workforce. Overall, your role is pivotal in driving Honeywell's long-term success by nurturing its most valuable asset—its people.
BASIC QUALIFICATIONS
- 7+ years of professional HR experience
- A hands-on person who possesses the best combination of strategic thinking and drive to achieve tangible business results
- Ability to balance theoretical thought with practical experience
- Strong influence skills and to lead cross-functional and cross-cultural teams
- Experience in a service-based organization
- Work independently decisions within degree of authority
- Proven track record of leading projects
PREFERRED QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, or a related field
- MBA strongly preferred
- Track record of implementation of people initiatives with field based organizations
- Extensive experience in positions of increasing responsibility
- Ability to adapt quickly in changing environment
- Capable of leading change
- Ability to build consensus with leadership teams
- Financial acumen and ability to communicate complex decisions
- Ability to deploy and gain acceptance of new approaches and objectives
- Ability to distil large amount of data for actionable insight
Lead Organizational Design & Workforce Planning
- Ensure the structure, jobs, and skills in the company match its long-term plans and goals while providing employees with meaningful career experiences
- Develop and manage workforce strategies and align HR priorities to deliver business results
- Assess & manage labour costs & efficiency
- Drive company change, be aware of how the external market is evolving, and adapt to new ways of working to enable growth
- Drive HR excellence across the direct and matrixed HR team, ensuring delivery of high-quality services and support to the organization
- Align processes for strong and valid succession plans and development programs
- Partner with Tier 3 and 4 leaders to drive effectiveness in engagement, performance management, and career development
- Develop stakeholder change management plans to support organizational change
- Provide organization development and effectiveness strategies
- Benchmark the HR function and implement continuous improvement programs
Architect & Drive End-to-End Talent Strategies
- Develop and deploy a talent strategy, bringing the holistic talent view to implement solutions in talent acquisition, succession planning, learning and development to ensure we attract, develop, and retain the best talent
- Partner with HR COE leaders to drive the strategy
- Design and own innovative talent solutions to find, hire, grow, and keep talent aligned to the business strategy
- Expect and reward high performance, address problems, and calibrate performance assessment across teams
- Make sure succession plans are up-to-date, healthy, and realistic
- Identify upcoming talent and find opportunities to enable career growth in the business and within the HR function
- Communicate plans and ensure alignment with Regional HR Partners, HR Transformation Leaders, and COEs
Partner With & Coach Leaders, build culture
- Partner with all business and SBG/Corp functional leaders and directs
- Be the coach and confidant for the BA leader and her/his direct reports
- Advise on all critical matters that will help the business growth in the sub region
- Give candid, unbiased coaching, advice, and feedback to leaders
- Influence leaders to engage their workforce and foster a workplace well-being culture that values inclusion
- Run deep analysis on the Building Automation Voice Of Employee survey and ensure key findings have been worked upon
- Hold key leaders accountable for owning, executing and communicating their actions
Honeywell helps organizations solve the world's most complex challenges in automation, the future of aviation and energy transition. As a trusted partner, we provide actionable solutions and innovation through our Aerospace Technologies, Building Automation, Energy and Sustainability Solutions, and Industrial Automation business segments – powered by our Honeywell Forge software – that help make the world smarter, safer and more sustainable.
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Get Access To All JobsTips for Finding Green Card Sponsorship in HR Director
Frame your credentials for EB-2 eligibility
HR Director roles typically require a master's degree in human resources, business, or a related field for EB-2 classification. If your degree is from outside the U.S., get a credential evaluation completed before you begin targeting employers.
Target employers with existing PERM infrastructure
Multinational corporations and large publicly traded companies already run PERM processes for other roles. Applying to organizations with in-house immigration counsel shortens sponsor approval timelines and avoids employers learning the process on your case.
Search green card sponsoring employers on Migrate Mate
Use Migrate Mate to filter HR Director openings by employers with active employment-based green card filing history. This removes guesswork about which companies will commit to PERM sponsorship before you invest time in the application process.
Understand how PERM recruitment requirements affect your timeline
PERM requires the employer to run DOL-mandated recruitment for at least 30 days before filing. This means your green card process won't start on your first day. Clarify the employer's intended PERM start date during offer negotiations.
Verify the offered role's SOC code before signing
The DOL ties prevailing wage determinations to the Standard Occupational Classification code assigned to your role. Use O*NET to confirm your HR Director duties match SOC 11-3121, and use the OFLC Wage Search to check that your offered salary meets the prevailing wage before PERM is filed.
Negotiate I-140 filing as a contract term
PERM approval alone doesn't protect your green card priority date. Push to have I-140 filing included in your employment agreement or offer letter so USCIS adjudication begins promptly after PERM is certified, preserving your place in the visa queue.
Green Card HR Director: Frequently Asked Questions
Do HR Director roles qualify for EB-2 or EB-3 green card sponsorship?
Most HR Director positions qualify for EB-2 because the role typically requires a master's degree or a bachelor's degree plus at least five years of progressive experience in human resources. Employers file under EB-3 when the role's minimum requirements fall below the EB-2 advanced-degree threshold. Your offer letter and the employer's PERM job description determine which category applies.
How does green card sponsorship differ from H-1B sponsorship for an HR Director?
Green card sponsorship through PERM leads to lawful permanent residency rather than a temporary status. Unlike H-1B visa, there's no annual lottery and EB-3 professional cases for many nationalities don't face the same multi-year backlogs as EB-2 India or China. The tradeoff is timeline: PERM labor certification adds months before USCIS even receives the I-140 petition, whereas an H-1B can be approved within weeks using premium processing.
What does the PERM process look like for an HR Director specifically?
The employer posts the HR Director role through DOL-required channels, including a Sunday newspaper ad, an internal posting, and three additional recruitment steps, for at least 30 days. DOL then reviews the recruitment record before certifying the PERM application. Because HR Directors often oversee the very department that manages PERM filings, some employers have policies about sponsoring HR staff to avoid conflicts of interest, so clarifying this early matters.
How do I find HR Director jobs where the employer is willing to sponsor a green card?
Use Migrate Mate to search HR Director openings filtered by employers with verified employment-based green card filing history. This approach surfaces companies that have already committed to PERM sponsorship for similar roles rather than those that only sponsor H-1B visas or haven't sponsored foreign nationals before, which saves significant time during your job search.
Can I change employers after PERM is filed but before I receive my green card?
Yes, under AC21 portability rules you can change employers once your I-140 is approved and your I-485 adjustment of status petition has been pending for at least 180 days, provided the new role is in the same or a similar occupational classification. For HR Directors, USCIS evaluates whether the new role involves substantially similar human resources leadership responsibilities, not whether the job title matches exactly.