Green Card Human Capital Management Jobs
Human Capital Management roles spanning HR strategy, workforce planning, and organizational development qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process. Employers file on your behalf, certifying that no qualified U.S. worker is available. Specialized credentials and demonstrated expertise strengthen your sponsorship case significantly.
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Get Access To All JobsRequisition ID # 173716
Job Category: Information Technology
Job Level: Individual Contributor
Business Unit: Technology & Security
Work Type: Hybrid
Job Location: Oakland
Department Overview
Information Systems Technology Services is a unified organization comprised of various departments which collaborate effectively in order to deliver high quality technology solutions.
Position Summary
Designs, develops, modifies, configures, debugs and evaluates application programs and reports in SAP HCM (ECC), SuccessFactors-Employee Central (SF-EC), S4HANA and SAP BTP for HR and Payroll functional business areas. Analyzes existing applications and systems and formulates logic for new systems, devises logic procedures, logical database design, performs coding and tests/debugs programs in ABAP, ABAP HR, ABAP Objects, Web Dynpro and SAPUI5. Designs, develops and maintains integrations between SAP and non-SAP applications, on-prem and cloud applications using OData, Web services, SAP Cloud Platform Integration (CPI), SAP API Management and SAP Cloud Connector. Builds Application Extensions in SAP BTP using SAP UI5, Fiori Elements, Cloud Application Programming (CAP) model, SAP RESTful Application Programming (RAP) model and integrate with On-Premise and Cloud systems. Consults with business analysts and architects to understand, anticipate, and meet current and future business needs. Modifies and configures applications/systems as specified in the requirements and/or technical design document. Prepares and obtains approval of system and development documentation.
PG&E is providing the full salary/pay range for this position. The actual amount paid to an individual will be based on multiple factors, including, but not limited to, internal equity, specific skills, education, licenses or certifications, experience, market value, and geographic location. The range to reasonably expect will be around the minimum and the midpoint $128,000 - $173,000. The final decision will be made on a case-by-case basis related to the factors above. This job is also eligible to participate in PG&E’s discretionary incentive compensation programs.
Bay Area Min: $ 128,000
Bay Area Max: $ 218,000
This position is hybrid, working from your remote office and 1-2 days per week at our Oakland Headquarters based on business need. The assigned work location will be within the PG&E Service Territory.
Job Responsibilities Work Scope: Provides broad cross-functional and technological expertise. Assignments are broad and complex, have major associated risks with high visibility, and can be sensitive or widely varied requiring expert judgment in applying and adapting techniques. Collaborates and establishes existing Application Development Frameworks and Coding standard. Support governance of development standards and frameworks. Responsible for larger initiatives such as transitioning to new technologies. Full understanding of combined technical, business, and processes areas. Advanced and full knowledge of business requirements; translates complex business language to functional and technical designs. Solid understanding of PG&E Delivery Method and compliance processes and impact to client projects. May recommend and implement process improvements to methodology and compliance processes. Applies significant technical concepts of subject area and procedures and techniques; ability to use and define technical details of assigned work. Serves as key technical resource with areas of specialization. Problem Solving: Resolves application development problems of complex scope through cross-functional team participation. Internal/External Contact: Regularly represents team and/or manager at client meetings. Collaborates with Project Manager on complex large project timelines, identifying critical path, resource assignments, risks, and dependencies. Freedom of Action: Regularly called on to apply creativity or new approaches to technical assignments that may be unique. May lead others on technically complex projects or work. Solid understanding of the impact to all application areas of systems/sub-systems modifications and enhancements; understands impact to business; has broad, over-arching understanding of impact to IT. Leads teams of programmer-analysts. The incumbent determines methods and procedures on new assignments with accepted technical guidelines and company policies/procedures. Provides guidance to less experienced programmer and is team lead on cross-functional projects and initiatives.
Qualifications
Minimum:
- Bachelors Degree in Computer Science, Management Information Systems, or equivalent experience and/or field of study
- 7 years experience in programming analysis
- Advanced experience in programming language
Desired:
- Graduate Degree or equivalent experience
- 10 years of experience in ABAP, ABAP Objects and HR ABAP
- 5 years of experience in SAP BTP programming using SAPUI5 and Fiori Elements
- Extensive experience and knowledge of SAP HCM modules including PA, OM, Payroll, Time and SuccessFactors Employee Central (SF-EC)
- Experience with Workflows, ALE-IDOCS, BIB Replication / Integration between SF-EC, SAP HCM(ECC) and S4HANA
- Experience in building full-stack cloud extensions using the Cloud Application Programming (CAP) model and SAP RESTful Application Programming (RAP) model
- Extensive experience with BAPIs, BADIs, RFC’s, Web Services and OData
- Proficient in SAP Cloud Integration technologies like CPI, API Management, SAP Cloud Connector, IAS and IPS
- Proficient in developing reports using Stories in People Analytics (SAC) and cross-system reports combining SF-EC data with on-premise SAP Payroll and Time data
- Leadership experience, leading development teams
- Ability to create complex test beds, creates test scenarios, create regression tests, document and assess software reliability
- Ability to enhance the end-user experience using UI mashups
Requisition ID # 173716
Job Category: Information Technology
Job Level: Individual Contributor
Business Unit: Technology & Security
Work Type: Hybrid
Job Location: Oakland
Department Overview
Information Systems Technology Services is a unified organization comprised of various departments which collaborate effectively in order to deliver high quality technology solutions.
Position Summary
Designs, develops, modifies, configures, debugs and evaluates application programs and reports in SAP HCM (ECC), SuccessFactors-Employee Central (SF-EC), S4HANA and SAP BTP for HR and Payroll functional business areas. Analyzes existing applications and systems and formulates logic for new systems, devises logic procedures, logical database design, performs coding and tests/debugs programs in ABAP, ABAP HR, ABAP Objects, Web Dynpro and SAPUI5. Designs, develops and maintains integrations between SAP and non-SAP applications, on-prem and cloud applications using OData, Web services, SAP Cloud Platform Integration (CPI), SAP API Management and SAP Cloud Connector. Builds Application Extensions in SAP BTP using SAP UI5, Fiori Elements, Cloud Application Programming (CAP) model, SAP RESTful Application Programming (RAP) model and integrate with On-Premise and Cloud systems. Consults with business analysts and architects to understand, anticipate, and meet current and future business needs. Modifies and configures applications/systems as specified in the requirements and/or technical design document. Prepares and obtains approval of system and development documentation.
PG&E is providing the full salary/pay range for this position. The actual amount paid to an individual will be based on multiple factors, including, but not limited to, internal equity, specific skills, education, licenses or certifications, experience, market value, and geographic location. The range to reasonably expect will be around the minimum and the midpoint $128,000 - $173,000. The final decision will be made on a case-by-case basis related to the factors above. This job is also eligible to participate in PG&E’s discretionary incentive compensation programs.
Bay Area Min: $ 128,000
Bay Area Max: $ 218,000
This position is hybrid, working from your remote office and 1-2 days per week at our Oakland Headquarters based on business need. The assigned work location will be within the PG&E Service Territory.
Job Responsibilities Work Scope: Provides broad cross-functional and technological expertise. Assignments are broad and complex, have major associated risks with high visibility, and can be sensitive or widely varied requiring expert judgment in applying and adapting techniques. Collaborates and establishes existing Application Development Frameworks and Coding standard. Support governance of development standards and frameworks. Responsible for larger initiatives such as transitioning to new technologies. Full understanding of combined technical, business, and processes areas. Advanced and full knowledge of business requirements; translates complex business language to functional and technical designs. Solid understanding of PG&E Delivery Method and compliance processes and impact to client projects. May recommend and implement process improvements to methodology and compliance processes. Applies significant technical concepts of subject area and procedures and techniques; ability to use and define technical details of assigned work. Serves as key technical resource with areas of specialization. Problem Solving: Resolves application development problems of complex scope through cross-functional team participation. Internal/External Contact: Regularly represents team and/or manager at client meetings. Collaborates with Project Manager on complex large project timelines, identifying critical path, resource assignments, risks, and dependencies. Freedom of Action: Regularly called on to apply creativity or new approaches to technical assignments that may be unique. May lead others on technically complex projects or work. Solid understanding of the impact to all application areas of systems/sub-systems modifications and enhancements; understands impact to business; has broad, over-arching understanding of impact to IT. Leads teams of programmer-analysts. The incumbent determines methods and procedures on new assignments with accepted technical guidelines and company policies/procedures. Provides guidance to less experienced programmer and is team lead on cross-functional projects and initiatives.
Qualifications
Minimum:
- Bachelors Degree in Computer Science, Management Information Systems, or equivalent experience and/or field of study
- 7 years experience in programming analysis
- Advanced experience in programming language
Desired:
- Graduate Degree or equivalent experience
- 10 years of experience in ABAP, ABAP Objects and HR ABAP
- 5 years of experience in SAP BTP programming using SAPUI5 and Fiori Elements
- Extensive experience and knowledge of SAP HCM modules including PA, OM, Payroll, Time and SuccessFactors Employee Central (SF-EC)
- Experience with Workflows, ALE-IDOCS, BIB Replication / Integration between SF-EC, SAP HCM(ECC) and S4HANA
- Experience in building full-stack cloud extensions using the Cloud Application Programming (CAP) model and SAP RESTful Application Programming (RAP) model
- Extensive experience with BAPIs, BADIs, RFC’s, Web Services and OData
- Proficient in SAP Cloud Integration technologies like CPI, API Management, SAP Cloud Connector, IAS and IPS
- Proficient in developing reports using Stories in People Analytics (SAC) and cross-system reports combining SF-EC data with on-premise SAP Payroll and Time data
- Leadership experience, leading development teams
- Ability to create complex test beds, creates test scenarios, create regression tests, document and assess software reliability
- Ability to enhance the end-user experience using UI mashups
See all 143+ Green Card Human Capital Management Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship in Human Capital Management
Document your specialized HCM credentials early
Gather degree transcripts, professional certifications like PHR or SHRM-CP, and employment letters before applying. PERM requires precise documentation of your qualifications, and gaps slow the labor certification filing by months.
Target employers with dedicated HR leadership teams
Companies large enough to have standalone HR strategy or workforce analytics functions are far more likely to sponsor green cards than generalist HR roles at small firms. Look for organizations with in-house immigration or global mobility teams.
Use O*NET to align your job duties with EB classification
The O*NET occupation profile for HR managers and specialists maps directly to what USCIS and DOL evaluate during PERM. Match your resume language to O*NET task descriptions to reduce RFE risk on specialty occupation and degree-requirement questions.
Search Migrate Mate to find green card sponsoring HCM employers
Filter by Human Capital Management roles with confirmed PERM or I-140 filing history. Migrate Mate surfaces employers who have already sponsored workers in your occupation, saving you from targeting companies with no green card infrastructure.
Negotiate the PERM timeline into your offer conversation
PERM labor certification currently averages over a year before I-140 filing even begins. Raise this during the offer stage so your employer can start the process promptly after your start date, avoiding gaps between OPT, H-1B visa, or other status and your green card.
Verify your employer is E-Verify enrolled before accepting an offer
PERM-sponsoring employers must confirm your work authorization throughout the process. E-Verify enrollment signals that the employer has existing compliance infrastructure, which reduces administrative friction during the multi-year green card filing window.
Green Card Human Capital Management: Frequently Asked Questions
Do Human Capital Management roles qualify for EB-2 or EB-3 green card sponsorship?
Both categories apply depending on your credentials and the role's requirements. EB-2 covers advanced-degree professionals, so an HR strategy or organizational development role requiring a master's degree fits here. EB-3 covers professionals with a bachelor's degree in a related field. The employer's job description and your degree level together determine which category USCIS approves.
How does the PERM green card process differ from H-1B sponsorship for HCM roles?
H-1B is a temporary nonimmigrant status capped at 85,000 annual slots and subject to lottery selection. PERM-based green card sponsorship has no annual cap at the EB-3 level for most countries and leads to permanent residency. The tradeoff is time: PERM labor certification alone can take one to two years before the I-140 petition is even filed, making early employer commitment critical for HCM professionals.
What does the PERM labor market test mean for Human Capital Management job seekers?
Before filing your PERM application, your employer must run a DOL-required recruitment campaign proving no qualified U.S. worker is available for your specific role. For HCM positions, this means the job posting must reflect your actual duties and minimum requirements precisely. If the recruitment step is poorly executed, DOL can audit or deny the application, restarting the clock.
How can I find employers who already sponsor green cards for Human Capital Management roles?
Migrate Mate lets you search by occupation and filter for employers with confirmed PERM or I-140 filing history in HCM-related roles. Targeting companies that have already navigated the process for similar positions significantly reduces the risk of an employer backing out mid-process due to unfamiliarity with the timeline or cost.
Does the EB-2 National Interest Waiver apply to Human Capital Management professionals?
The National Interest Waiver, or NIW, allows self-petitioning without employer sponsorship, but it requires demonstrating that your work has substantial merit and national importance. Most HCM professionals pursue employer-sponsored PERM rather than NIW because generalist HR and workforce planning roles rarely meet the NIW bar without a highly specialized research or policy focus. EB-2 through PERM remains the more accessible path for this occupation.