Green Card Hris Specialist Jobs
HRIS Specialist roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires employers to document that no qualified U.S. workers are available. Most HRIS positions clear the specialty occupation bar because the role demands a bachelor's degree in information systems, HR management, or a related field.
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Get Access To All JobsThis position is expected to be an onsite, hybrid, or remote role.
Bargaining Unit: Non Represented - Professional
Rate of Pay: $111,218 annually + DOE
Summary
The HRIS Specialist serves as a strategic partner in advancing the organization’s Human Resources Information System, ensuring it effectively supports workforce strategy, compliance, and data-driven decision-making across the employee lifecycle. This role collaborates with HR, Payroll, IT, the HR Digital Specialist, and other key stakeholders to steward HRIS integrity, enable actionable insights, and drive continuous improvement of HRIS capabilities and the digital experience.
Essential Duties and Responsibilities
- Ensure the integrity, accuracy, and reliability of the HRIS through effective data management, configuration oversight, and functional support of core HR programs and processes throughout the employee lifecycle.
- Configure and maintain system settings, business rules, security roles, workflows, and organizational structures in alignment with HR policies, regulatory requirements, and business needs.
- Administer and support multiple HRIS modules, including Core HR, Benefits, Talent Acquisition, and Performance Management.
- Design, implement, and maintain system customizations, reports, dashboards, and analytics to support workforce planning and data-driven decision-making.
- Serve as the main point of contact with the HRIS vendor, including submitting and tracking service requests, coordinating system support, and managing invoicing.
- Develop and maintain HRIS training materials, user guides, and standard operating procedures for managers, HR team members, and employees.
- Lead HRIS-related initiatives such as module implementations, system upgrades, process redesign, and optimization efforts.
- Partner closely with Talent Acquisition, Benefits, Compensation, and Learning to enhance system workflows and improve the overall employee experience across HR functions.
- Document HRIS configurations and processes, support system integrations, and assist with change management, training, and audit activities related to HR technology enhancements.
- Partner closely with the HR Digital Specialist to design, implement, and improve digital HR workflows, self-service tools, automation, and user experience enhancements.
- Perform regular audits to ensure data integrity, security, and compliance with healthcare regulations, labor laws, and organizational standards.
- Serve as a subject matter expert for HRIS functionality; provide guidance and troubleshooting support to HR team members, managers, and employees.
- Partner with Payroll to maintain accurate employee data, resolve discrepancies, and support compliant payroll processing through effective HRIS management.
- Develop, maintain, and deliver standard and ad hoc HR reports, dashboards, and metrics to support workforce planning and decision-making.
- Stay current on HRIS updates, releases, and new capabilities, proactively evaluating and recommending additional functionality to enhance HR programs and processes.
- Conduct system testing for HRIS updates, enhancements, and new implementations, including test case development, validation, and issue resolution to ensure system accuracy and functionality.
- Demonstrate System Values in performance and behavior.
- Comply with System policies and procedures.
- Perform other duties as assigned.
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Supervisory Responsibilities
No supervisory responsibilities.
Minimum Education/Experience
Bachelor's Degree HR, Business Administration, Information Systems, Computer Science, MIS or related field or 5 or more years relevant experience.
Required Licenses/Certifications
None.
Other Experience/Qualifications
Required:
- Strong understanding of core HR processes across the employee lifecycle, including recruiting, onboarding, benefits, timekeeping, and performance management.
- Experience supporting or participating in HRIS implementations, upgrades, and system enhancements.
- Demonstrated experience maintaining data integrity, system configurations, security roles, and workflows.
- Demonstrated experience working with HR metrics and workforce data to support reporting, audits, and business needs.
Preferred:
- Experience supporting UKG in a healthcare or highly regulated environment.
- Experience leveraging HRIS data for people analytics, trends analysis, and workforce planning.
- Project management experience.
- Knowledge of payroll processing, audits, and year-end activities.
- HR certification such as PHR, SHRM-CP, or equivalent HR-related certification.
- Relevant education or an equivalent combination of education and experience, including HRIS, systems, or IT experience, will be considered.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
This position is expected to be an onsite, hybrid, or remote role.
Bargaining Unit: Non Represented - Professional
Rate of Pay: $111,218 annually + DOE
Summary
The HRIS Specialist serves as a strategic partner in advancing the organization’s Human Resources Information System, ensuring it effectively supports workforce strategy, compliance, and data-driven decision-making across the employee lifecycle. This role collaborates with HR, Payroll, IT, the HR Digital Specialist, and other key stakeholders to steward HRIS integrity, enable actionable insights, and drive continuous improvement of HRIS capabilities and the digital experience.
Essential Duties and Responsibilities
- Ensure the integrity, accuracy, and reliability of the HRIS through effective data management, configuration oversight, and functional support of core HR programs and processes throughout the employee lifecycle.
- Configure and maintain system settings, business rules, security roles, workflows, and organizational structures in alignment with HR policies, regulatory requirements, and business needs.
- Administer and support multiple HRIS modules, including Core HR, Benefits, Talent Acquisition, and Performance Management.
- Design, implement, and maintain system customizations, reports, dashboards, and analytics to support workforce planning and data-driven decision-making.
- Serve as the main point of contact with the HRIS vendor, including submitting and tracking service requests, coordinating system support, and managing invoicing.
- Develop and maintain HRIS training materials, user guides, and standard operating procedures for managers, HR team members, and employees.
- Lead HRIS-related initiatives such as module implementations, system upgrades, process redesign, and optimization efforts.
- Partner closely with Talent Acquisition, Benefits, Compensation, and Learning to enhance system workflows and improve the overall employee experience across HR functions.
- Document HRIS configurations and processes, support system integrations, and assist with change management, training, and audit activities related to HR technology enhancements.
- Partner closely with the HR Digital Specialist to design, implement, and improve digital HR workflows, self-service tools, automation, and user experience enhancements.
- Perform regular audits to ensure data integrity, security, and compliance with healthcare regulations, labor laws, and organizational standards.
- Serve as a subject matter expert for HRIS functionality; provide guidance and troubleshooting support to HR team members, managers, and employees.
- Partner with Payroll to maintain accurate employee data, resolve discrepancies, and support compliant payroll processing through effective HRIS management.
- Develop, maintain, and deliver standard and ad hoc HR reports, dashboards, and metrics to support workforce planning and decision-making.
- Stay current on HRIS updates, releases, and new capabilities, proactively evaluating and recommending additional functionality to enhance HR programs and processes.
- Conduct system testing for HRIS updates, enhancements, and new implementations, including test case development, validation, and issue resolution to ensure system accuracy and functionality.
- Demonstrate System Values in performance and behavior.
- Comply with System policies and procedures.
- Perform other duties as assigned.
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Supervisory Responsibilities
No supervisory responsibilities.
Minimum Education/Experience
Bachelor's Degree HR, Business Administration, Information Systems, Computer Science, MIS or related field or 5 or more years relevant experience.
Required Licenses/Certifications
None.
Other Experience/Qualifications
Required:
- Strong understanding of core HR processes across the employee lifecycle, including recruiting, onboarding, benefits, timekeeping, and performance management.
- Experience supporting or participating in HRIS implementations, upgrades, and system enhancements.
- Demonstrated experience maintaining data integrity, system configurations, security roles, and workflows.
- Demonstrated experience working with HR metrics and workforce data to support reporting, audits, and business needs.
Preferred:
- Experience supporting UKG in a healthcare or highly regulated environment.
- Experience leveraging HRIS data for people analytics, trends analysis, and workforce planning.
- Project management experience.
- Knowledge of payroll processing, audits, and year-end activities.
- HR certification such as PHR, SHRM-CP, or equivalent HR-related certification.
- Relevant education or an equivalent combination of education and experience, including HRIS, systems, or IT experience, will be considered.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Hris Specialist
Document your HRIS platform certifications early
Certifications in Workday, SAP SuccessFactors, or Oracle HCM strengthen your EB-2 or EB-3 PERM petition by demonstrating specialized technical knowledge that generalist HR candidates lack. Gather vendor-issued credentials and transcripts before your employer begins labor certification.
Target employers with active PERM filing history
Large healthcare systems, financial institutions, and enterprise tech companies regularly sponsor HRIS roles through PERM because their HR infrastructure depends on specialists who manage proprietary platforms. Search the DOL OFLC disclosure data to verify which employers have filed PERM applications for HRIS or HRIS Analyst titles.
Clarify whether your role qualifies as EB-2 or EB-3
If your offer letter requires a master's degree or equivalent advanced credentials, your employer can file under EB-2, skipping the EB-3 queue. Ask your employer's immigration counsel to review the job description before PERM recruitment begins, since the degree requirement must be bona fide.
Use Migrate Mate to find green card sponsoring employers
Search Migrate Mate to filter HRIS Specialist openings by employers with documented green card sponsorship history, so you're applying to companies already familiar with the PERM process rather than educating a reluctant HR team from scratch.
Verify the prevailing wage before accepting an offer
Your employer must pay at least the DOL prevailing wage for your HRIS role and location throughout the green card process. Cross-check the offered salary against the OFLC Wage Search using the correct SOC code for your position before signing an offer, since underpaying stalls or invalidates the petition.
Understand the PERM recruitment window and your timeline
PERM requires your employer to run a mandatory recruitment campaign before DOL certifies the position. That process typically takes six to twelve months before I-140 filing even begins, so start green card conversations with your employer well before your current work authorization expires.
Green Card Hris Specialist: Frequently Asked Questions
Do HRIS Specialist roles typically qualify for EB-2 or EB-3 green card sponsorship?
Most HRIS Specialist positions qualify under EB-3, which covers skilled workers and professionals with a bachelor's degree. If the role requires a master's degree in information systems, HR technology, or a related field, EB-2 may apply. Your employer's immigration counsel reviews the job description during PERM labor certification to confirm the correct category before filing.
How does the PERM green card process differ from H-1B sponsorship for HRIS roles?
The PERM process leads to permanent residency rather than a temporary status, so there's no biennial renewal cycle once you receive your green card. Unlike the H-1B visa, EB-3 has no annual lottery at the petition stage, though per-country backlogs can affect wait times for nationals from high-demand countries. PERM also requires DOL labor market testing before USCIS sees the petition.
Can I search for HRIS Specialist jobs where the employer already sponsors green cards?
Yes. Migrate Mate lets you filter HRIS Specialist openings by employers with verified green card sponsorship history, so you're targeting companies that have completed PERM filings before rather than pitching the idea cold. This significantly shortens the conversation at the offer stage and reduces the risk of an employer declining to sponsor after you've already accepted a role.
What happens to my green card petition if I change employers during the PERM process?
If you change employers before your I-140 is approved, your PERM filing is tied to the sponsoring employer and generally cannot transfer. You'd need to restart labor certification with the new employer. Once an I-140 has been approved for 180 days and you're in adjustment of status, AC21 portability allows you to move to a same or similar occupation without losing your priority date.
Does my country of birth affect how long my HRIS Specialist green card will take?
Yes. EB-3 priority dates move at different speeds depending on your country of birth, not citizenship. Nationals born in India and China face significantly longer backlogs than nationals from most other countries due to per-country annual limits set by USCIS. Your employer can file the I-140 and you can file for adjustment of status or consular processing once your priority date is current on the USCIS Visa Bulletin.