Green Card Interim Director Jobs
Interim Director green card sponsorship follows the EB-2 or EB-3 employment-based path, requiring PERM labor certification before your employer files an I-140 petition with USCIS. Because interim leadership roles demand advanced credentials and demonstrable organizational impact, most sponsoring employers pursue EB-2 classification. Priority-date backlogs vary significantly by country of birth.
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Get Access To All JobsINTRODUCTION
Brandeis University is seeking a strategic, highly motivated, and compliance-driven Interim Director, Employee and Labor Relations to assist in planning, organizing, and directing key human resources operations and overseeing the University’s Human Resources Business Partner group. Reporting to the Vice President of Human Resources and collaborating with other HR and Office of Equal Opportunity (OEO) leaders, the Director is responsible for the development and execution of labor and employee relations strategy to support a positive work environment that promotes positive labor relationships, employee engagement, employee satisfaction, effective communication, and a culture of teamwork and trust. The ideal candidate combines deep labor and employee relations expertise with sound judgement, exceptional interpersonal skills, and the ability to build productive relationships across a varied university community and with external partners.
The hiring range for the position is $160k-$180k.
JOB DUTIES
Employee Relations (60%)
- Provide strategic consultation and support to senior leadership and managers throughout the University regarding all human capital-related issues including organizational structure, reorganizations, positive employee engagement, employee communications, performance concerns, and reorganizations/reductions in force.
- Coordinate and direct all aspects of Brandeis’ employee relations practice, including the development of human resources policies and practices designed to foster engagement, drafting and revising employee communications, and counseling managers and supervisors and oversight of performance management.
- Supervise and oversee the University’s Human Resources Business Partners who serve as the entry point for accessing human resources services and partner closely with their operational units to provide a high level of HR consultation and support.
- Oversee and conduct employee investigations that are not related to allegations of discrimination or sexual misconduct, including investigations related to employee conduct, workplace violence and consensual relationships.
- Support organizational change initiatives by ensuring that communication and employee relations strategies are in place to effectively manage transitions. Provide support and guidance to leaders and managers on implementing change.
- Provide technical guidance, leadership and support to human resources colleagues with regard leaves leave of absence, equitable hiring practices, and other compliance-related concerns.
- Support and facilitate all ADA reasonable accommodations for university faculty and staff.
- Partner with HR colleagues’ other constituents to design and deliver training to managers and employees on relevant employee relations compliance topics and recent employment law updates.
- Serve as the Human Resources Business Partner for faculty.
Labor Relations (40%)
- Coordinate and direct all aspects of the University’s labor relations practice, including contract negotiations, contract administration, grievance administration, oversight of union elections, developing labor strategy, union-related metrics and reporting, maintaining and cultivating union relationships and encouraging positive employee relations in non-union sectors of the University.
- Advise senior leadership and managers on labor compliance, reorganizations and other employment actions related to unionized employees, emerging issues and potential legal risks.
- Partner with General Counsel’s office and external counsel to manage labor relations issues and processes.
QUALIFICATIONS
Education: Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field. Masters in a related field or Law degree preferred.
Experience: 8-10 years of demonstrated, progressive human resources and labor relations experience, typically with direct exposure to unionized work environments. 5+ years of direct management experience. Experience in higher education is preferred.
Skills: Deep knowledge of labor and employment law, strong negotiation and mediation abilities, high emotional intelligence, and sound analytical and crisis-management skills.
Strong knowledge of related federal and state rules and regulations; excellent project management skills including successful leadership of projects from planning phase through completion; experience collaborating with groups, including faculty, staff, students, consultants, federal, state and local agencies, auditors, and community groups.
Pay Range Disclosure
The University's pay ranges represent a good faith estimate of what Brandeis reasonably expects to pay for a position at the time of posting. The pay offered to a selected candidate during hiring will be based on factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience and education/training, internal peer equity, and applicable legal requirements.
Equal Opportunity Statement
Brandeis University is an equal opportunity employer which does not discriminate against any applicant or employee on the basis of race, color, ancestry, religious creed, gender identity and expression, national or ethnic origin, sex, sexual orientation, pregnancy, age, genetic information, disability, caste, military or veteran status or any other category protected by law (also known as membership in a "protected class").
INTRODUCTION
Brandeis University is seeking a strategic, highly motivated, and compliance-driven Interim Director, Employee and Labor Relations to assist in planning, organizing, and directing key human resources operations and overseeing the University’s Human Resources Business Partner group. Reporting to the Vice President of Human Resources and collaborating with other HR and Office of Equal Opportunity (OEO) leaders, the Director is responsible for the development and execution of labor and employee relations strategy to support a positive work environment that promotes positive labor relationships, employee engagement, employee satisfaction, effective communication, and a culture of teamwork and trust. The ideal candidate combines deep labor and employee relations expertise with sound judgement, exceptional interpersonal skills, and the ability to build productive relationships across a varied university community and with external partners.
The hiring range for the position is $160k-$180k.
JOB DUTIES
Employee Relations (60%)
- Provide strategic consultation and support to senior leadership and managers throughout the University regarding all human capital-related issues including organizational structure, reorganizations, positive employee engagement, employee communications, performance concerns, and reorganizations/reductions in force.
- Coordinate and direct all aspects of Brandeis’ employee relations practice, including the development of human resources policies and practices designed to foster engagement, drafting and revising employee communications, and counseling managers and supervisors and oversight of performance management.
- Supervise and oversee the University’s Human Resources Business Partners who serve as the entry point for accessing human resources services and partner closely with their operational units to provide a high level of HR consultation and support.
- Oversee and conduct employee investigations that are not related to allegations of discrimination or sexual misconduct, including investigations related to employee conduct, workplace violence and consensual relationships.
- Support organizational change initiatives by ensuring that communication and employee relations strategies are in place to effectively manage transitions. Provide support and guidance to leaders and managers on implementing change.
- Provide technical guidance, leadership and support to human resources colleagues with regard leaves leave of absence, equitable hiring practices, and other compliance-related concerns.
- Support and facilitate all ADA reasonable accommodations for university faculty and staff.
- Partner with HR colleagues’ other constituents to design and deliver training to managers and employees on relevant employee relations compliance topics and recent employment law updates.
- Serve as the Human Resources Business Partner for faculty.
Labor Relations (40%)
- Coordinate and direct all aspects of the University’s labor relations practice, including contract negotiations, contract administration, grievance administration, oversight of union elections, developing labor strategy, union-related metrics and reporting, maintaining and cultivating union relationships and encouraging positive employee relations in non-union sectors of the University.
- Advise senior leadership and managers on labor compliance, reorganizations and other employment actions related to unionized employees, emerging issues and potential legal risks.
- Partner with General Counsel’s office and external counsel to manage labor relations issues and processes.
QUALIFICATIONS
Education: Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field. Masters in a related field or Law degree preferred.
Experience: 8-10 years of demonstrated, progressive human resources and labor relations experience, typically with direct exposure to unionized work environments. 5+ years of direct management experience. Experience in higher education is preferred.
Skills: Deep knowledge of labor and employment law, strong negotiation and mediation abilities, high emotional intelligence, and sound analytical and crisis-management skills.
Strong knowledge of related federal and state rules and regulations; excellent project management skills including successful leadership of projects from planning phase through completion; experience collaborating with groups, including faculty, staff, students, consultants, federal, state and local agencies, auditors, and community groups.
Pay Range Disclosure
The University's pay ranges represent a good faith estimate of what Brandeis reasonably expects to pay for a position at the time of posting. The pay offered to a selected candidate during hiring will be based on factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience and education/training, internal peer equity, and applicable legal requirements.
Equal Opportunity Statement
Brandeis University is an equal opportunity employer which does not discriminate against any applicant or employee on the basis of race, color, ancestry, religious creed, gender identity and expression, national or ethnic origin, sex, sexual orientation, pregnancy, age, genetic information, disability, caste, military or veteran status or any other category protected by law (also known as membership in a "protected class").
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Get Access To All JobsTips for Finding Green Card Sponsorship in Interim Director
Document your progressive leadership scope
PERM requires your employer to define the job's minimum requirements precisely. Compile promotion histories, org charts, and board resolutions that show your Interim Director duties required advanced judgment, not just management experience. Vague credentials invite DOL audit requests.
Verify your occupation's prevailing wage tier
Interim Director roles span a wide wage range depending on industry and geography. Run your SOC code through the OFLC Wage Search before accepting an offer so you know which wage level your employer must certify and whether their offer clears that floor.
Target employers with active PERM filing patterns
Use Migrate Mate to search for employers with verified EB-2 and EB-3 green card sponsorship history in leadership and executive functions, so you approach organizations that already understand the PERM recruitment and filing timeline rather than introducing the concept from scratch.
Anticipate the recruitment test window
PERM requires your employer to run a 30-day recruitment test, advertising the role at the prevailing wage and documenting that no qualified U.S. worker applied. Plan your offer timeline around this mandatory window; it cannot be waived or shortened regardless of how urgently the organization needs you.
Secure your priority date before accepting interim contracts
If you're weighing a short-term interim engagement against a permanent role, the permanent role sets your PERM priority date earlier. Your I-140 approval locks that date, and once your I-485 has been pending 180 days, AC21 portability lets you move to a substantially similar position without restarting.
Align your degree field with the PERM job description
EB-2 requires an advanced degree or a bachelor's degree plus five years of progressive specialized experience directly related to the offered position. If your degree field diverges from the Interim Director role's functional area, your employer's attorney must build an equivalency argument supported by third-party evaluations before PERM is filed.
Green Card Interim Director: Frequently Asked Questions
Can an employer sponsor an Interim Director for a green card, or does the role need to be permanent?
The job offer underlying a PERM petition must be for a permanent, full-time position, even if you're currently filling the role on an interim basis. Many organizations convert an interim engagement into a permanent offer specifically to begin the green card process. The interim title can remain during sponsorship as long as the underlying offer is permanent.
How does green card sponsorship for an Interim Director differ from H-1B sponsorship?
H-1B visa grants temporary nonimmigrant status for up to six years, with no path to permanence on its own. EB-2 or EB-3 green card sponsorship leads to lawful permanent residence. The PERM process requires a full DOL prevailing wage determination and a 30-day recruitment test before USCIS adjudicates the I-140. Priority-date backlogs, particularly for Indian and Chinese nationals, can extend the timeline significantly beyond H-1B processing.
Which green card category fits an Interim Director role, EB-2 or EB-3?
Most Interim Director positions qualify under EB-2 because the role typically requires an advanced degree or a bachelor's degree plus at least five years of progressive experience in a specialized field. EB-3 applies when the employer defines the minimum requirement as a bachelor's degree with two or more years of experience. The employer's PERM job description controls which category is filed.
How do I find employers who sponsor green cards for Interim Director roles?
Migrate Mate lists employers with verified employment-based green card sponsorship history, searchable by role and location. Because Interim Director is a senior leadership position, focusing on mid-sized organizations in regulated industries, such as healthcare, nonprofit, and finance, tends to surface employers with established immigration counsel and prior PERM filing experience.
What happens to my green card case if I change employers before my I-485 is approved?
If your I-485 adjustment of status application has been pending for fewer than 180 days, changing employers generally requires the new employer to restart the PERM and I-140 process. Once the I-485 has been pending 180 days or more and your original I-140 was approved, AC21 portability allows you to move to a same or similar occupational role without losing your place in the queue.