Human Resources Specialist Green Card Jobs
Human Resources Specialist roles qualify for EB-2 and EB-3 green card sponsorship through PERM labor certification when the position requires specialized HR knowledge in areas like employee relations, compensation analysis, or workforce compliance. Employers file the I-140 immigrant petition after PERM approval, putting you on a path to permanent U.S. residency rather than repeated visa renewals.
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Get Access To All JobsPosting Number STA00308PO26
Job Family Human Resources
Job Function General Human Resources
USC Market Title Human Resources Specialist
Job Level P2 - Professional
Business Title (Internal Title) Onboarding Human Resources Specialist
Campus Columbia
Work County Richland
College/Division Division of Development
Department DEV Development Office
State Pay Range G08
USC Market Range MRE - $48,726 $59,689 $70,653
Anticipated Hiring Range $48,726 - commensurate with qualifications
Location of Vacancy Columbia, SC On-site
Part/Full Time Full Time
Hours per Week 37.5
Work Schedule
* Standard working schedule: 8:30am – 5:00pm
* Must be willing to work a flexible schedule to meet the needs of the department.
Basis 12 months
Job Search Category Human Resources/Legal
About USC
About University of South Carolina
From the Upstate to the Lowcountry, the University of South Carolina system is transforming the lives of South Carolinians through the impact of our eight institutions and 20 locations throughout the state. More than 50,000 students are enrolled at one of eight institutions, including the research campus in Columbia and comprehensive four-year universities in Aiken, Upstate and Beaufort. In addition, our Palmetto College campuses in Salkehatchie, Union, Lancaster and Sumter enable students to earn associate or bachelor’s degrees through a combination of in-person, online or blended learning. All of our system institutions place strong emphasis on service — helping to build healthier, more educated communities in South Carolina and beyond.
Veterans' Preference Statement
The University of South Carolina is committed to equal opportunity and proudly values the skills and experience military veterans bring to our workforce. Across South Carolina, we are making veterans a priority for employment and recognize their vital contributions to our state and our communities.
Benefits for FTE Positions
The University of South Carolina (USC), through the State of SC and Public Employee Benefit Authority (PEBA), offers employees a valuable benefits package, including health and life insurance, generous paid leave and retirement programs. To learn more about USC benefits, access the "Working at USC" section on the Applicant Portal. Research Grant or Time-limited positions may be eligible for all, some, or no benefits, based on the grant or project funding.
Advertised Job Summary
Under general supervision, the Onboarding Human Resources Specialist reports to the Senior Director of Human Resources & Finance and plays a critical role in advancing the Division of Development’s strategic goals by delivering a consistent, supportive, and engaging onboarding experience for new employees. This position is responsible for designing, coordinating, and maintaining a comprehensive onboarding program that equips new hires with the tools, resources, and guidance necessary for a successful transition into their roles and to promote long-term growth and retention within the division.
Serving as the primary point of contact and concierge for newly hired staff, the Onboarding Specialist manages both pre‑ and post‑hire onboarding activities, ensuring a seamless and welcoming experience from offer acceptance through full integration into the organization. In close collaboration with hiring managers, division supervisors, and Human Resources team members, this role facilitates timely onboarding activities, tracks progress, and ensures employees achieve a quick and effective start.
The Onboarding Specialist also supports divisional operations by coordinating employee personnel changes, ensuring accurate and timely updates within HR and financial systems, and assisting the Senior Director with financial processes and transactional accuracy. Additionally, this position assists in the coordination of the Employee Performance Management System (EPMS) process for assigned programs, tracking employee review timelines and submissions. As a member of the University Development team, the Onboarding Specialist operates within established departmental systems and procedures to ensure consistent, efficient, and well-coordinated services across the division.
Job Related Minimum Required Education and Experience
Requires a bachelor’s degree in a job related field and 2 or more years of job related experience, which may be substituted by an equivalent combination of job related certification, training, education, and/or experience.
Preferred Qualifications
* Bachelor’s degree and 2 or more years of related experience in human resources or onboarding programs.
* Must have above average skills with Microsoft Professional Package, i.e. Word, Excel, PowerPoint, and Outlook.
* Familiarity with or ability to learn USC policies, procedures, and systems.
Knowledge/Skills/Abilities
* Knowledge of human resources principles and employee onboarding and offboarding practices, with a focus on employee engagement and retention
* Experience using HR systems such as PeopleAdmin, PeopleSoft, or similar applicant tracking and HRIS platforms
* Strong organizational skills with the ability to manage multiple priorities, timelines, and detailed processes
* Excellent written and verbal communication skills, with a customer‑service approach and the ability to interact professionally with employees at all levels
* Ability to collaborate effectively with hiring managers, supervisors, HR partners, and senior leadership
* Working knowledge of employee performance management processes and review cycles
* Attention to detail and ability to maintain accurate records and confidential personnel information
* Proficiency with Microsoft Office tools (Outlook, Word, Excel, Teams) and ability to learn new systems quickly
* Professional judgment, discretion, and commitment to confidentiality
* Must have the ability to think analytically and maintain complex filing systems.
* Willingness to participate in ongoing training and professional development
* Ability to establish and maintain effective working relationships throughout the university.
* Must be able to exercise diplomacy and tact in interactions with others.
Job Duties
1. Onboarding and Offboarding Program Coordination:
Designs, implements, and continuously updates a comprehensive onboarding and offboarding program for Division of Development employees. Serves as a concierge and primary point of contact for new hires, ensuring a smooth and welcoming transition through pre‑hire and post‑hire stages. Coordinates and facilitates orientations, introductory meetings, and collaborative connections within the colleges, schools, and partner units. Acts as a liaison to address employee onboarding inquiries, providing guidance and resources to ensure a positive and engaging experience. Develops and maintains effective offboarding processes for employee transfers and separations. Provides consultative support to hiring managers throughout the onboarding lifecycle. Creates and administers structured 30/60/90‑day check‑in surveys for new hires and hiring managers to support engagement, performance alignment, and retention.
Essential Function Yes
Percentage of Time 30%
2. Human Resources Systems, Staffing, and Personnel Actions:
Initiates and processes human resources actions using PeopleAdmin and PeopleSoft systems. Collaborates with the HR Service Team and Class & Compensation to update and align position descriptions with role‑specific requirements. Initiates pay actions, staffing changes, and employee updates as needed. Initiates I‑9 employment eligibility verification and tracks pre‑hire requirements for newly hired employees. Provides timely updates to senior budget analysis regarding HR actions to support fiscal alignment and planning. Maintains accurate and compliant position and employee personnel files in accordance with audit and records retention requirements. Initiates hire actions for hourly student employees, temporary staff, and affiliates as required.
Essential Function Yes
Percentage of Time 25%
3. Employee Performance Management System (EPMS) Coordination:
Assists with tracking and monitoring the Division’s EPMS review process, including probationary review timelines and the Division’s universal annual review cycle. Reviews updates to institutional EPMS procedures and supports implementation of required changes. Assists in coordinating and delivering annual EPMS training and procedural updates for supervisors prior to the Division’s universal review date, promoting compliance, consistency, and effective performance management practices.
Essential Function Yes
Percentage of Time 20%
4. Administrative and Financial Support:
Provides comprehensive administrative and operational support to the Senior Director. Prepares and distributes electronic correspondence, communications, and memoranda to new employees, existing staff, and business partners. Processes travel reimbursements, check requests, and other financial transactions in alignment with University and Division policies. Assists with tracking purchasing activities and processing invoices as requested. Schedules and coordinates meetings using Microsoft Teams or in person, prepares agendas as appropriate, and supports meeting logistics. Coordinates ordering of nameplates, business cards, and workplace aesthetics as needed. Maintains personnel and administrative files with accuracy and confidentiality.
Essential Function Yes
Percentage of Time 15%
5. Employee Support, Systems Assistance, and Professional Development:
Supports employees and supervisors with PeopleSoft, Employee Self‑Service, Time and Absence, and other applicable systems. Serves as a resource for basic system navigation and process questions to enhance efficiency and user confidence. Participates in required workshops, staff meetings, and professional development opportunities to maintain current knowledge of HR practices, systems, and policies.
Essential Function Yes
Percentage of Time 5%
6. Other Job Duties as Assigned:
Performs other related duties as assigned in support of the Division’s human resources and operational objectives.
Essential Function No
Percentage of Time 5%
Position Attributes
Employees in Safety-Sensitive or Security-Sensitive positions will be subject to pre-employment and post-employment drug testing in accordance with University policy HR 1.95 Drug and Alcohol Testing.
Safety Sensitive or Security Sensitive No
Hazardous weather category Non-Essential
Posting Detail Information
Number of Vacancies 1
Desired Start Date 06/01/2026
Job Open Date 05/01/2026
Job Close Date 05/08/2026
Open Until Filled No
Special Instructions to Applicant
Positions are advertised for a minimum of five (5) business days on our job website. After five (5) business days, positions can be closed at the discretion of the department at any time. This employment site is updated on a regular basis. The length of the recruitment and screening process may vary from position to position, depending upon a variety of factors. Should review of your qualifications result in a decision to pursue your candidacy, you will be contacted by phone or email.
We are only accepting applications submitted by May 8, 2026.
The University of South Carolina offers a valuable benefits package including but not limited to:
Health and Life Insurance
Retirement Programs
Paid Tuition
Dependent Scholarships
Annual Leave
Sick Leave
13 Paid Holidays (including an extended December holiday)
Paid Parental Leave
* Professional Development Opportunities
EEO Statement
The University of South Carolina does not discriminate in educational or employment opportunities or decisions for qualified persons on the basis of age, ancestry, citizenship status, color, disability, ethnicity, familial status, gender (including transgender), gender identity or expression, genetic information, HIV/AIDs status, military status, national origin, pregnancy (false pregnancy, termination of pregnancy, childbirth, recovery therefrom or related medical conditions, breastfeeding), race, religion (including religious dress and grooming practices), sex, sexual orientation, veteran status, or any other bases under federal, state, local law, or regulations.
Posting Number STA00308PO26
Job Family Human Resources
Job Function General Human Resources
USC Market Title Human Resources Specialist
Job Level P2 - Professional
Business Title (Internal Title) Onboarding Human Resources Specialist
Campus Columbia
Work County Richland
College/Division Division of Development
Department DEV Development Office
State Pay Range G08
USC Market Range MRE - $48,726 $59,689 $70,653
Anticipated Hiring Range $48,726 - commensurate with qualifications
Location of Vacancy Columbia, SC On-site
Part/Full Time Full Time
Hours per Week 37.5
Work Schedule
* Standard working schedule: 8:30am – 5:00pm
* Must be willing to work a flexible schedule to meet the needs of the department.
Basis 12 months
Job Search Category Human Resources/Legal
About USC
About University of South Carolina
From the Upstate to the Lowcountry, the University of South Carolina system is transforming the lives of South Carolinians through the impact of our eight institutions and 20 locations throughout the state. More than 50,000 students are enrolled at one of eight institutions, including the research campus in Columbia and comprehensive four-year universities in Aiken, Upstate and Beaufort. In addition, our Palmetto College campuses in Salkehatchie, Union, Lancaster and Sumter enable students to earn associate or bachelor’s degrees through a combination of in-person, online or blended learning. All of our system institutions place strong emphasis on service — helping to build healthier, more educated communities in South Carolina and beyond.
Veterans' Preference Statement
The University of South Carolina is committed to equal opportunity and proudly values the skills and experience military veterans bring to our workforce. Across South Carolina, we are making veterans a priority for employment and recognize their vital contributions to our state and our communities.
Benefits for FTE Positions
The University of South Carolina (USC), through the State of SC and Public Employee Benefit Authority (PEBA), offers employees a valuable benefits package, including health and life insurance, generous paid leave and retirement programs. To learn more about USC benefits, access the "Working at USC" section on the Applicant Portal. Research Grant or Time-limited positions may be eligible for all, some, or no benefits, based on the grant or project funding.
Advertised Job Summary
Under general supervision, the Onboarding Human Resources Specialist reports to the Senior Director of Human Resources & Finance and plays a critical role in advancing the Division of Development’s strategic goals by delivering a consistent, supportive, and engaging onboarding experience for new employees. This position is responsible for designing, coordinating, and maintaining a comprehensive onboarding program that equips new hires with the tools, resources, and guidance necessary for a successful transition into their roles and to promote long-term growth and retention within the division.
Serving as the primary point of contact and concierge for newly hired staff, the Onboarding Specialist manages both pre‑ and post‑hire onboarding activities, ensuring a seamless and welcoming experience from offer acceptance through full integration into the organization. In close collaboration with hiring managers, division supervisors, and Human Resources team members, this role facilitates timely onboarding activities, tracks progress, and ensures employees achieve a quick and effective start.
The Onboarding Specialist also supports divisional operations by coordinating employee personnel changes, ensuring accurate and timely updates within HR and financial systems, and assisting the Senior Director with financial processes and transactional accuracy. Additionally, this position assists in the coordination of the Employee Performance Management System (EPMS) process for assigned programs, tracking employee review timelines and submissions. As a member of the University Development team, the Onboarding Specialist operates within established departmental systems and procedures to ensure consistent, efficient, and well-coordinated services across the division.
Job Related Minimum Required Education and Experience
Requires a bachelor’s degree in a job related field and 2 or more years of job related experience, which may be substituted by an equivalent combination of job related certification, training, education, and/or experience.
Preferred Qualifications
* Bachelor’s degree and 2 or more years of related experience in human resources or onboarding programs.
* Must have above average skills with Microsoft Professional Package, i.e. Word, Excel, PowerPoint, and Outlook.
* Familiarity with or ability to learn USC policies, procedures, and systems.
Knowledge/Skills/Abilities
* Knowledge of human resources principles and employee onboarding and offboarding practices, with a focus on employee engagement and retention
* Experience using HR systems such as PeopleAdmin, PeopleSoft, or similar applicant tracking and HRIS platforms
* Strong organizational skills with the ability to manage multiple priorities, timelines, and detailed processes
* Excellent written and verbal communication skills, with a customer‑service approach and the ability to interact professionally with employees at all levels
* Ability to collaborate effectively with hiring managers, supervisors, HR partners, and senior leadership
* Working knowledge of employee performance management processes and review cycles
* Attention to detail and ability to maintain accurate records and confidential personnel information
* Proficiency with Microsoft Office tools (Outlook, Word, Excel, Teams) and ability to learn new systems quickly
* Professional judgment, discretion, and commitment to confidentiality
* Must have the ability to think analytically and maintain complex filing systems.
* Willingness to participate in ongoing training and professional development
* Ability to establish and maintain effective working relationships throughout the university.
* Must be able to exercise diplomacy and tact in interactions with others.
Job Duties
1. Onboarding and Offboarding Program Coordination:
Designs, implements, and continuously updates a comprehensive onboarding and offboarding program for Division of Development employees. Serves as a concierge and primary point of contact for new hires, ensuring a smooth and welcoming transition through pre‑hire and post‑hire stages. Coordinates and facilitates orientations, introductory meetings, and collaborative connections within the colleges, schools, and partner units. Acts as a liaison to address employee onboarding inquiries, providing guidance and resources to ensure a positive and engaging experience. Develops and maintains effective offboarding processes for employee transfers and separations. Provides consultative support to hiring managers throughout the onboarding lifecycle. Creates and administers structured 30/60/90‑day check‑in surveys for new hires and hiring managers to support engagement, performance alignment, and retention.
Essential Function Yes
Percentage of Time 30%
2. Human Resources Systems, Staffing, and Personnel Actions:
Initiates and processes human resources actions using PeopleAdmin and PeopleSoft systems. Collaborates with the HR Service Team and Class & Compensation to update and align position descriptions with role‑specific requirements. Initiates pay actions, staffing changes, and employee updates as needed. Initiates I‑9 employment eligibility verification and tracks pre‑hire requirements for newly hired employees. Provides timely updates to senior budget analysis regarding HR actions to support fiscal alignment and planning. Maintains accurate and compliant position and employee personnel files in accordance with audit and records retention requirements. Initiates hire actions for hourly student employees, temporary staff, and affiliates as required.
Essential Function Yes
Percentage of Time 25%
3. Employee Performance Management System (EPMS) Coordination:
Assists with tracking and monitoring the Division’s EPMS review process, including probationary review timelines and the Division’s universal annual review cycle. Reviews updates to institutional EPMS procedures and supports implementation of required changes. Assists in coordinating and delivering annual EPMS training and procedural updates for supervisors prior to the Division’s universal review date, promoting compliance, consistency, and effective performance management practices.
Essential Function Yes
Percentage of Time 20%
4. Administrative and Financial Support:
Provides comprehensive administrative and operational support to the Senior Director. Prepares and distributes electronic correspondence, communications, and memoranda to new employees, existing staff, and business partners. Processes travel reimbursements, check requests, and other financial transactions in alignment with University and Division policies. Assists with tracking purchasing activities and processing invoices as requested. Schedules and coordinates meetings using Microsoft Teams or in person, prepares agendas as appropriate, and supports meeting logistics. Coordinates ordering of nameplates, business cards, and workplace aesthetics as needed. Maintains personnel and administrative files with accuracy and confidentiality.
Essential Function Yes
Percentage of Time 15%
5. Employee Support, Systems Assistance, and Professional Development:
Supports employees and supervisors with PeopleSoft, Employee Self‑Service, Time and Absence, and other applicable systems. Serves as a resource for basic system navigation and process questions to enhance efficiency and user confidence. Participates in required workshops, staff meetings, and professional development opportunities to maintain current knowledge of HR practices, systems, and policies.
Essential Function Yes
Percentage of Time 5%
6. Other Job Duties as Assigned:
Performs other related duties as assigned in support of the Division’s human resources and operational objectives.
Essential Function No
Percentage of Time 5%
Position Attributes
Employees in Safety-Sensitive or Security-Sensitive positions will be subject to pre-employment and post-employment drug testing in accordance with University policy HR 1.95 Drug and Alcohol Testing.
Safety Sensitive or Security Sensitive No
Hazardous weather category Non-Essential
Posting Detail Information
Number of Vacancies 1
Desired Start Date 06/01/2026
Job Open Date 05/01/2026
Job Close Date 05/08/2026
Open Until Filled No
Special Instructions to Applicant
Positions are advertised for a minimum of five (5) business days on our job website. After five (5) business days, positions can be closed at the discretion of the department at any time. This employment site is updated on a regular basis. The length of the recruitment and screening process may vary from position to position, depending upon a variety of factors. Should review of your qualifications result in a decision to pursue your candidacy, you will be contacted by phone or email.
We are only accepting applications submitted by May 8, 2026.
The University of South Carolina offers a valuable benefits package including but not limited to:
Health and Life Insurance
Retirement Programs
Paid Tuition
Dependent Scholarships
Annual Leave
Sick Leave
13 Paid Holidays (including an extended December holiday)
Paid Parental Leave
* Professional Development Opportunities
EEO Statement
The University of South Carolina does not discriminate in educational or employment opportunities or decisions for qualified persons on the basis of age, ancestry, citizenship status, color, disability, ethnicity, familial status, gender (including transgender), gender identity or expression, genetic information, HIV/AIDs status, military status, national origin, pregnancy (false pregnancy, termination of pregnancy, childbirth, recovery therefrom or related medical conditions, breastfeeding), race, religion (including religious dress and grooming practices), sex, sexual orientation, veteran status, or any other bases under federal, state, local law, or regulations.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Human Resources Specialist
Document your HR specialization before applying
PERM requires proving your role needs specialized HR knowledge, not just general people management. Collect performance reviews, project records, and credentials that show depth in a specific area like labor relations, HRIS administration, or benefits compliance.
Target employers with PERM filing history
Use Migrate Mate to filter Human Resources Specialist roles by employers who have previously filed PERM applications, so you focus your search on companies already familiar with the sponsorship process rather than educating an employer from scratch.
Distinguish EB-2 from EB-3 when approaching employers
If your HR role requires a master's degree or an advanced professional credential, ask your employer to evaluate EB-2 eligibility before defaulting to EB-3. The distinction affects your priority date and potential wait time, especially for applicants from high-backlog countries.
Verify your job description meets PERM specialty standards
DOL scrutinizes whether the posted HR Specialist duties genuinely require a degree in human resources or a closely related field. Vague descriptions citing general business knowledge can trigger audits, so align your job offer letter with O*NET's defined HR Specialist tasks and requirements.
Confirm prevailing wage classification before the offer stage
PERM locks in a prevailing wage level based on the DOL's OFLC Wage Search before the employer recruits. Ask your prospective employer to confirm which wage level they intend to sponsor at, since a Level I determination for a senior HR role can draw a DOL audit.
Prepare for the PERM recruitment window during negotiations
After your offer, the employer must run a mandatory 30- to 60-day DOL recruitment process advertising the role publicly before filing PERM. Understand this timeline upfront so you can plan your start date and current visa status around the filing schedule.
Human Resources Specialist jobs are hiring across the US. Find yours.
Find Human Resources Specialist JobsHuman Resources Specialist Green Card Sponsorship: Frequently Asked Questions
Does an HR Specialist role qualify for EB-2 or EB-3 green card sponsorship?
Most HR Specialist positions qualify under EB-3, which covers professionals with a bachelor's degree in human resources, business, or a related field. EB-2 applies when the role genuinely requires a master's degree or equivalent advanced credentials, such as a senior compensation analyst or organizational development specialist position. The job description and stated minimum requirements in the PERM filing determine which category your employer can support.
How does PERM green card sponsorship differ from H-1B for HR Specialists?
H-1B is a temporary work visa with an annual lottery cap and a maximum six-year duration. PERM-based green card sponsorship is a permanent immigration pathway with no lottery, no annual renewal, and no cap at the EB-3 skilled worker level for most countries outside India and China. The tradeoff is time: PERM labor certification and I-140 adjudication typically take one to three years before you can file for adjustment of status.
What HR-specific documents should I gather before a PERM sponsorship begins?
Start compiling your official transcripts confirming a degree in human resources, business administration, or a related discipline, along with any professional certifications such as PHR, SHRM-CP, or SHRM-SCP. USCIS and DOL may request evidence that your qualifications match the minimum requirements stated in the job description, so having certified transcripts, credential evaluations for foreign degrees, and employment records ready speeds up the process.
Where can I find HR Specialist jobs that offer green card sponsorship?
Migrate Mate lets you search Human Resources Specialist roles filtered specifically by employers with employment-based green card sponsorship history, saving you from applying to companies that have never navigated PERM. Because HR is a role some employers assume can be filled domestically, focusing on organizations with demonstrated PERM filing experience in HR functions significantly improves your chances of finding a willing sponsor.
Can I change employers during the PERM or I-140 process without losing my place in line?
If your I-140 has been approved and has been pending for at least 180 days, the AC21 portability rule lets you move to a new employer in the same or similar occupational classification without restarting your priority date. For HR Specialists, a new role in employee relations, HR compliance, or talent acquisition at another company often qualifies under the same SOC code, but you should confirm the match with an immigration attorney before accepting a new offer.
See which Human Resources Specialist employers are hiring and sponsoring visas right now.
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