Green Card Human Resources Executive Jobs
Human Resources Executive green card sponsorship is available through the EB-2 and EB-3 categories, with employers filing PERM labor certification before petitioning USCIS. Roles overseeing workforce strategy, compliance, and talent acquisition at the enterprise level typically qualify, though priority-date backlogs apply for nationals of high-demand countries.
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Get Access To All JobsExecutive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
Executive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
See all Green Card Human Resources Executive Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship in Human Resources Executive
Document progressive HR leadership experience
PERM and I-140 filings for HR Executive roles hinge on demonstrating progressive responsibility. Gather performance reviews, org charts showing direct reports, and board or executive communications that confirm your strategic decision-making authority before your employer begins the recruitment test.
Search verified PERM-sponsoring employers on Migrate Mate
Target companies with confirmed EB-2 and EB-3 filing histories for HR leadership roles. Migrate Mate surfaces employers by occupation and sponsorship track record, so you're applying where PERM infrastructure already exists rather than asking HR teams to build a process from scratch.
Align your credentials to the right EB category
EB-2 requires an advanced degree or a bachelor's plus five years of progressive experience in HR. EB-3 covers professionals with a bachelor's degree. Confirm which category your credentials support with your employer's immigration counsel before PERM recruitment begins, since the job description must match the category requirement.
Track your priority date before accepting an offer
Nationals of India and China can face significant backlogs in both EB-2 and EB-3. Check the monthly USCIS Visa Bulletin before you finalize any offer, so you understand when you'll realistically be able to file your I-485 and how that timeline affects your decision.
Verify the employer's PERM recruitment compliance history
PERM requires the employer to run a bona fide recruitment test and document that no qualified U.S. worker was available. Ask prospective employers whether their immigration counsel has conducted PERM audits before and whether prior PERM filings for similar HR roles have been certified by DOL.
Use O*NET to anchor your specialty occupation evidence
HR Executive roles span a wide range of duties. Pull the O*NET occupation profile for your SOC code and confirm your day-to-day responsibilities map closely to the listed tasks. This alignment strengthens the job description your employer files with PERM and helps DOL certify the prevailing wage tier.
Green Card Human Resources Executive: Frequently Asked Questions
How does EB-2 or EB-3 green card sponsorship differ from H-1B for HR Executive roles?
H-1B visa grants temporary work authorization, requires annual renewals, and is subject to a lottery. EB-2 and EB-3 lead to lawful permanent residence. The process starts with PERM labor certification filed with DOL, followed by an I-140 immigrant petition with USCIS, and finally adjustment of status or consular processing. There is no lottery, but per-country numerical limits mean nationals of high-demand countries may face priority-date backlogs before they can file the final step.
What does the PERM recruitment test mean for HR Executive candidates?
Before filing PERM, your employer must run a bona fide recruitment effort and document that no qualified U.S. worker applied for the role. For HR Executive positions, that typically includes job postings, internal notices, and employer-drafted documentation of every applicant reviewed. You're not responsible for conducting the test, but you should confirm your employer's immigration counsel has completed it correctly, since DOL can audit PERM cases years after certification.
Can I switch employers while my green card application is in progress?
AC21 job portability lets you change employers once your I-485 has been pending for 180 days or more, provided the new role is in the same or a similar occupation. If you're still at the PERM or I-140 stage, changing employers generally restarts the process, though an approved I-140 priority date may carry over to a new employer's petition in certain circumstances. Confirm the specifics with qualified immigration counsel before accepting a new offer.
Where can I find U.S. employers that actively sponsor green cards for HR Executive roles?
Migrate Mate lists employers with verified EB-2 and EB-3 sponsorship histories for HR leadership positions, searchable by role and location. This saves significant time compared to cold-applying and hoping an employer has PERM infrastructure in place. You can also cross-reference DOL OFLC disclosure data to confirm a company has filed PERM for comparable HR titles before.
Does my Australian, Canadian, or other foreign HR credential qualify for EB-2?
EB-2 requires an advanced degree or its equivalent, defined as a U.S. master's degree or higher, or a foreign degree that USCIS determines is equivalent. A three-year bachelor's degree from Australia or other countries may need a credential evaluation to establish equivalency. If your highest credential is a bachelor's degree, five years of progressive post-degree HR experience can substitute for the advanced degree requirement under EB-2.