Green Card Human Resources Manager Jobs
Human Resources Manager roles qualify for EB-2 and EB-3 green card sponsorship when the position requires a bachelor's degree or higher in HR, business, or a related field. Your employer files a PERM labor certification with DOL before petitioning USCIS, putting you on a path to permanent residency rather than a temporary work status.
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LIG Defense U.S. is a newly established subsidiary based in Virginia, operating under the direction of our Korean headquarters. As the company builds its foundation, we are seeking a hands-on HR Manager to lead all human resources operations on-site.
Key Responsibilities
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Talent Acquisition
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Strategize and execute the full-cycle recruitment process: from sourcing and engaging talent pools to establishing data-driven evaluation criteria
- Manage employer branding to attract top-tier talent in the local market
-
Mitigate legal risks by ensuring 100% compliance with Federal and State labor laws (FLSA, EEOC, FMLA, etc.)
-
Total Rewards & Operations
-
Administer comprehensive compensation and benefits, including payroll processing, health insurance, and 401(k) plans
-
Analyze employee needs and feedback to design competitive perks and retention strategies
-
Employee Lifecycle & Administration
-
Lead the end-to-end employee lifecycle, ensuring professional handling of seamless onboarding, performance management, and respectful offboarding
- Oversee immigration & mobility, managing visa sponsorships (L-1, H-1B, etc.) and work authorizations in liaison with legal counsel
Key Qualifications
- Education: Bachelor's degree in Human Resources, Business Administration, or a related field
- Experience: 10–15+ years of HR experience, preferably with experience in startup environments or newly established foreign (Korean) subsidiaries
- Language: Professional English proficiency required; Korean language skills are advantageous given the team composition
Additional Information
- Employment Type: Full-Time, On-site
- Location: Virginia, USA (LIG Defense U.S. Office)
- Compensation: USD $180,000 (negotiable based on experience)
- Reporting To: U.S. Subsidiary CEO (subject to change based on internal policy review)
- Language: English required; Korean language skills a plus but not required
Why work at BTI?
We’re committed to creating a workplace where employees feel valued, supported, and empowered to grow. Our team benefits from competitive compensation, comprehensive health and wellness offerings, and opportunities for professional development. We are proud to be an equal opportunity employer and make all employment decisions without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran status, or any other legally protected status.
We comply with all applicable federal, state, and local employment laws, including those related to fair hiring practices, pay transparency, workplace safety, and reasonable accommodations. We are dedicated to maintaining an inclusive environment where everyone has the opportunity to succeed and contribute meaningfully.
Position Overview
LIG Defense U.S. is a newly established subsidiary based in Virginia, operating under the direction of our Korean headquarters. As the company builds its foundation, we are seeking a hands-on HR Manager to lead all human resources operations on-site.
Key Responsibilities
-
Talent Acquisition
-
Strategize and execute the full-cycle recruitment process: from sourcing and engaging talent pools to establishing data-driven evaluation criteria
- Manage employer branding to attract top-tier talent in the local market
-
Mitigate legal risks by ensuring 100% compliance with Federal and State labor laws (FLSA, EEOC, FMLA, etc.)
-
Total Rewards & Operations
-
Administer comprehensive compensation and benefits, including payroll processing, health insurance, and 401(k) plans
-
Analyze employee needs and feedback to design competitive perks and retention strategies
-
Employee Lifecycle & Administration
-
Lead the end-to-end employee lifecycle, ensuring professional handling of seamless onboarding, performance management, and respectful offboarding
- Oversee immigration & mobility, managing visa sponsorships (L-1, H-1B, etc.) and work authorizations in liaison with legal counsel
Key Qualifications
- Education: Bachelor's degree in Human Resources, Business Administration, or a related field
- Experience: 10–15+ years of HR experience, preferably with experience in startup environments or newly established foreign (Korean) subsidiaries
- Language: Professional English proficiency required; Korean language skills are advantageous given the team composition
Additional Information
- Employment Type: Full-Time, On-site
- Location: Virginia, USA (LIG Defense U.S. Office)
- Compensation: USD $180,000 (negotiable based on experience)
- Reporting To: U.S. Subsidiary CEO (subject to change based on internal policy review)
- Language: English required; Korean language skills a plus but not required
Why work at BTI?
We’re committed to creating a workplace where employees feel valued, supported, and empowered to grow. Our team benefits from competitive compensation, comprehensive health and wellness offerings, and opportunities for professional development. We are proud to be an equal opportunity employer and make all employment decisions without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran status, or any other legally protected status.
We comply with all applicable federal, state, and local employment laws, including those related to fair hiring practices, pay transparency, workplace safety, and reasonable accommodations. We are dedicated to maintaining an inclusive environment where everyone has the opportunity to succeed and contribute meaningfully.
See all 17,557+ Green Card Human Resources Manager Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Human Resources Manager
Document your HR credentials for PERM
Gather official transcripts, professional certifications (PHR, SPHR, SHRM-CP), and a detailed employment history before applying. PERM audits frequently scrutinize HR Manager qualifications, so having organized records speeds the process significantly.
Target employers with PERM filing history
Search DOL OFLC disclosure data for companies that have filed PERM applications for HR Manager roles. Employers who have done it before have established legal counsel and internal processes, reducing the risk of delays or denials for your case.
Understand EB-2 versus EB-3 placement for your role
If the job requires only a bachelor's degree, it typically falls under EB-3. A master's degree or equivalent specialized experience may qualify you for EB-2, which can matter significantly for priority date cutoffs if you're from a backlogged country.
Verify the prevailing wage before accepting an offer
Use the OFLC Wage Search to check the DOL prevailing wage for HR Manager roles in your target city. Your offered salary must meet or exceed this figure or the PERM application will be rejected before it reaches USCIS.
Search for sponsoring employers through Migrate Mate
Filter by HR Manager roles with active green card sponsorship history using Migrate Mate. You'll see employers who have completed PERM filings for this specific occupation, so you're not guessing at sponsorship willingness during the application process.
Negotiate the job offer before PERM filing starts
Once PERM is filed, the job duties and requirements are locked in. Clarify title, responsibilities, and remote-work arrangements with your employer before the application is submitted, since changes afterward can require restarting the entire process.
Green Card Human Resources Manager: Frequently Asked Questions
Does an HR Manager role qualify for EB-2 or EB-3 green card sponsorship?
HR Manager positions most commonly qualify under EB-3, which covers professionals with a bachelor's degree in a field like human resources, business administration, or industrial relations. If the role requires a master's degree or you hold one and the employer can justify that requirement, EB-2 may apply. The distinction affects priority date cutoffs for applicants from countries with long backlogs.
How does PERM green card sponsorship differ from H-1B for HR Manager roles?
H-1B visa is a temporary status capped at 65,000 slots annually, subject to a lottery. PERM-based green card sponsorship has no annual cap at the petition level and leads to permanent residency rather than a renewable temporary status. The tradeoff is timeline: PERM labor certification alone takes six months to over a year, and the I-140 and adjustment of status steps follow. For HR Managers from most countries outside India and China, total processing can run two to four years.
What does the PERM process look like for an HR Manager position?
Your employer must conduct a DOL-mandated recruitment campaign proving no qualified U.S. workers are available for the role, then file the PERM ETA 9089 application. If certified, they file an I-140 immigrant petition with USCIS. Once your priority date is current, you can file for adjustment of status or consular processing. HR roles routinely attract audit scrutiny because HR professionals are presumed capable of designing their own job descriptions to exclude U.S. applicants.
How do I find HR Manager jobs where the employer is willing to sponsor a green card?
Migrate Mate lets you search for HR Manager roles by employers with documented PERM and green card sponsorship history, so you're targeting companies that have already completed this process rather than those that may be unfamiliar with it. Proactively asking about sponsorship early in the interview process also signals to employers that you understand the requirements and won't create surprises at the offer stage.
Can my job duties change after my employer files the PERM application?
Not materially. The job description used in the PERM filing defines the position that must exist when your green card is approved. If your duties shift significantly before approval, your employer may need to refile, restarting the clock and potentially changing your priority date. This is a real risk in HR departments where responsibilities expand organically, so document your core duties carefully before the application is submitted.