Green Card Labor Relations Director Jobs
Labor Relations Director roles qualify for EB-2 and EB-3 green card sponsorship when employers file PERM labor certification with DOL, documenting that no qualified U.S. worker is available. Unions, healthcare systems, and large manufacturers regularly sponsor this role, making it one of the more accessible paths to permanent residency in human resources leadership.
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Get Access To All JobsINTRODUCTION
The Director, Employee & Labor Relations is responsible for advancing the Company’s business objectives through effective labor strategy, disciplined execution, and stronger organizational capability, working cross-functionally to align labor solutions with operational, contractual, and long-term business requirements.
The role combines deep labor relations expertise with leadership of complex, business-critical initiatives, including collective bargaining preparation, local bargaining coordination, bargaining subcommittee leadership, Skilled Trades, apprenticeship, New Technology, organizational training, modernization, and enterprise labor projects.
The Director serves as a critical support mechanism to the Vice Presidents of Employee & Labor Relations by translating priorities into coordinated action, aligning stakeholders and resources, surfacing execution risks, and maintaining progress despite competing operational demands. The successful candidate will bring significant collective bargaining experience, strong business judgment, executive presence, and the ability to influence and execute across a large, complex, highly unionized organization.
ROLE AND RESPONSIBILITIES
Employee & Labor Relations Leadership
- Develop and execute labor and employee relations priorities aligned with business objectives, workforce requirements, and operational needs.
- Identify labor-related barriers to business execution and lead cross-functional efforts to develop practical, sustainable solutions.
- Partner with the Vice Presidents of Employee & Labor Relations to establish priorities, sequence major initiatives, and align resources to the Company’s highest-value business objectives.
- Balance immediate operational demands with longer-term organizational priorities to sustain progress on enterprise labor initiatives.
Collective Bargaining & Labor Programs
- Provide strategic leadership and oversight for Skilled Trades, apprenticeship programs, New Technology, collective bargaining with trade unions, and other designated labor initiatives, ensuring consistent governance, business alignment, and effective execution.
- Support the development and execution of collective bargaining strategies aligned with the Company’s business objectives.
- Coordinate national collective bargaining preparation, including project planning, issue development, proposal tracking, stakeholder alignment, training, executive materials, and bargaining readiness.
- Lead the coordination and oversight of local contract collective bargaining activities to ensure consistent governance, disciplined execution, and alignment with national bargaining strategy.
- Lead assigned bargaining subcommittees or workstreams and participate as a member of the national bargaining team.
- Support the negotiation of Memorandums of Understanding, side letters, and other agreements tied to operational change, technology, workforce transformation, and enterprise priorities.
- Manage internal investigations of fraud and misconduct and coordinate discipline policy and administration.
Organizational Capability & Modernization
- Drive training and development initiatives that enhance organizational capability and strengthen core labor and employee relations skills.
- Lead process improvement, analytics, knowledge management, data governance, and AI-enabled initiatives that improve the effectiveness and scalability of the function.
- Translate modernization priorities into clear project plans, milestones, ownership, decision points, and measurable outcomes.
- Promote continuous improvement, simplification, and greater consistency across the Employee & Labor Relations organization.
Enterprise Execution & Leadership Support
- Lead complex labor relations projects from concept through execution, driving accountability, removing barriers, resolving critical issues, and ensuring timely delivery of priority initiatives.
- Serve as the integration point for U.S. LR/ER initiatives, ensuring business objectives, contractual obligations, stakeholder expectations, and execution activities remain aligned.
- Establish reporting, governance, and executive-review routines that provide visibility into progress, risks, dependencies, business impact, and required decisions.
- Prepare executive presentations, recommendations, decision materials, and status updates for senior leadership and governance forums.
- Maintain focus and follow-through on major organizational priorities in support of the Vice Presidents of Employee & Labor Relations.
LOCATION
Location: Headquarters & Technology Center – Auburn Hills 48326, US
EOE/Disability/Veteran
At Stellantis, we assess candidates based on qualifications, merit, and business needs. We welcome applications from all people without regard to sex, age, ethnicity, nationality, religion, sexual orientation, disability, or any characteristic protected by law. We believe that diverse teams reflect our identity as a global company, enabling us to better address the evolving needs of our customers and care for our future.
Our benefits reflects the STELLANTIS commitment to helping you reach your personal and professional goals. In addition to an environment that promotes career development, we offer benefits for a healthy lifestyle and a rewarding future, designed to take care of you and your family, in various stages of life.
As a global company, our employee packages will vary by country, customary norms and the legal entity into which you are hired.
We care about your privacy. For more information on how your personal data is processed, please read the specific Privacy Statement provided by the respective entities whose job offer you have selected.
INTRODUCTION
The Director, Employee & Labor Relations is responsible for advancing the Company’s business objectives through effective labor strategy, disciplined execution, and stronger organizational capability, working cross-functionally to align labor solutions with operational, contractual, and long-term business requirements.
The role combines deep labor relations expertise with leadership of complex, business-critical initiatives, including collective bargaining preparation, local bargaining coordination, bargaining subcommittee leadership, Skilled Trades, apprenticeship, New Technology, organizational training, modernization, and enterprise labor projects.
The Director serves as a critical support mechanism to the Vice Presidents of Employee & Labor Relations by translating priorities into coordinated action, aligning stakeholders and resources, surfacing execution risks, and maintaining progress despite competing operational demands. The successful candidate will bring significant collective bargaining experience, strong business judgment, executive presence, and the ability to influence and execute across a large, complex, highly unionized organization.
ROLE AND RESPONSIBILITIES
Employee & Labor Relations Leadership
- Develop and execute labor and employee relations priorities aligned with business objectives, workforce requirements, and operational needs.
- Identify labor-related barriers to business execution and lead cross-functional efforts to develop practical, sustainable solutions.
- Partner with the Vice Presidents of Employee & Labor Relations to establish priorities, sequence major initiatives, and align resources to the Company’s highest-value business objectives.
- Balance immediate operational demands with longer-term organizational priorities to sustain progress on enterprise labor initiatives.
Collective Bargaining & Labor Programs
- Provide strategic leadership and oversight for Skilled Trades, apprenticeship programs, New Technology, collective bargaining with trade unions, and other designated labor initiatives, ensuring consistent governance, business alignment, and effective execution.
- Support the development and execution of collective bargaining strategies aligned with the Company’s business objectives.
- Coordinate national collective bargaining preparation, including project planning, issue development, proposal tracking, stakeholder alignment, training, executive materials, and bargaining readiness.
- Lead the coordination and oversight of local contract collective bargaining activities to ensure consistent governance, disciplined execution, and alignment with national bargaining strategy.
- Lead assigned bargaining subcommittees or workstreams and participate as a member of the national bargaining team.
- Support the negotiation of Memorandums of Understanding, side letters, and other agreements tied to operational change, technology, workforce transformation, and enterprise priorities.
- Manage internal investigations of fraud and misconduct and coordinate discipline policy and administration.
Organizational Capability & Modernization
- Drive training and development initiatives that enhance organizational capability and strengthen core labor and employee relations skills.
- Lead process improvement, analytics, knowledge management, data governance, and AI-enabled initiatives that improve the effectiveness and scalability of the function.
- Translate modernization priorities into clear project plans, milestones, ownership, decision points, and measurable outcomes.
- Promote continuous improvement, simplification, and greater consistency across the Employee & Labor Relations organization.
Enterprise Execution & Leadership Support
- Lead complex labor relations projects from concept through execution, driving accountability, removing barriers, resolving critical issues, and ensuring timely delivery of priority initiatives.
- Serve as the integration point for U.S. LR/ER initiatives, ensuring business objectives, contractual obligations, stakeholder expectations, and execution activities remain aligned.
- Establish reporting, governance, and executive-review routines that provide visibility into progress, risks, dependencies, business impact, and required decisions.
- Prepare executive presentations, recommendations, decision materials, and status updates for senior leadership and governance forums.
- Maintain focus and follow-through on major organizational priorities in support of the Vice Presidents of Employee & Labor Relations.
LOCATION
Location: Headquarters & Technology Center – Auburn Hills 48326, US
EOE/Disability/Veteran
At Stellantis, we assess candidates based on qualifications, merit, and business needs. We welcome applications from all people without regard to sex, age, ethnicity, nationality, religion, sexual orientation, disability, or any characteristic protected by law. We believe that diverse teams reflect our identity as a global company, enabling us to better address the evolving needs of our customers and care for our future.
Our benefits reflects the STELLANTIS commitment to helping you reach your personal and professional goals. In addition to an environment that promotes career development, we offer benefits for a healthy lifestyle and a rewarding future, designed to take care of you and your family, in various stages of life.
As a global company, our employee packages will vary by country, customary norms and the legal entity into which you are hired.
We care about your privacy. For more information on how your personal data is processed, please read the specific Privacy Statement provided by the respective entities whose job offer you have selected.
See all 49+ Green Card Labor Relations Director Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship in Labor Relations Director
Document your collective bargaining credentials precisely
PERM requires your employer to define the job's minimum requirements exactly. Gather documentation of any CBA negotiations you led, arbitration outcomes, and union contracts you executed, these establish the specialized nature of the role and support EB-2 positioning.
Target industries with chronic labor relations complexity
Healthcare networks, transportation companies, and public utilities face ongoing union activity and NLRB compliance demands. Employers in these sectors routinely sponsor Labor Relations Directors because the role is difficult to fill domestically and critical to operations.
Verify employer PERM filing history before applying
Search OFLC disclosure data to confirm a prospective employer has filed PERM applications previously. An employer with no PERM history may lack the HR infrastructure to manage the process, which adds months to your green card timeline.
Use Migrate Mate to find verified sponsoring employers
Filter for Labor Relations Director roles where employers have active green card sponsorship history. Migrate Mate surfaces PERM and I-140 filing data so you apply only to employers who have already demonstrated willingness and ability to sponsor.
Align your offer letter language with PERM job requirements
DOL scrutinizes whether the PERM job description matches your actual duties. Before signing, confirm your offer letter and internal job posting use consistent language around labor law, contract administration, and dispute resolution responsibilities.
Understand the EB-2 advanced degree requirement for this role
A master's in labor relations, HR, law, or a related field typically supports EB-2 filing. If your degree is a bachelor's, five years of progressive experience in labor relations documented with employer letters can satisfy the EB-2 equivalent standard under USCIS guidelines.
Green Card Labor Relations Director: Frequently Asked Questions
Does a Labor Relations Director role typically qualify for EB-2 or EB-3?
Both categories apply depending on your credentials. EB-2 fits candidates with a master's degree or a bachelor's plus five years of specialized labor relations experience, which USCIS recognizes as equivalent. EB-3 covers professionals with a bachelor's degree in a relevant field. Employers often file under EB-2 for senior-level Labor Relations Directors because the role's complexity and regulatory responsibility support the advanced-degree or equivalent standard.
How does green card sponsorship differ from H-1B for this role?
H-1B visa sponsorship is temporary, capped at 85,000 annually, and subject to a lottery. PERM-based green card sponsorship is permanent, has no annual cap at the EB-3 level for most countries outside India and China, and results in lawful permanent residency rather than a renewable work visa. The PERM process takes longer upfront, typically 12 to 18 months from labor certification to I-140 approval, but the outcome is a green card rather than a visa renewal cycle.
What does the PERM labor certification process require for this role?
Your employer must conduct a supervised recruitment process, advertise the position, document that no qualified U.S. worker applied, and certify that hiring you won't adversely affect U.S. workers' wages or conditions. DOL reviews the application and either certifies or audits it. Labor Relations Director roles with narrow specialty requirements, such as experience in a specific industry's union environment, tend to pass PERM with fewer complications.
How can I find employers who will sponsor a green card for this role?
Search for employers with a documented history of PERM filings for labor relations or HR leadership roles. Migrate Mate aggregates PERM and I-140 filing data so you can identify companies that have sponsored similar positions before, which is a stronger indicator of willingness to sponsor than a job posting that mentions green card eligibility.
Can my employer use the O*NET occupation profile to support the PERM filing?
Yes. The O*NET profile for Labor Relations Managers documents the occupation's specialized knowledge requirements, including employment law, collective bargaining, and arbitration. Employers and immigration attorneys use the O*NET classification to build the PERM job description and to support the argument that the role meets specialty occupation standards. You should review the O*NET entry yourself to ensure your experience maps cleanly to the listed tasks and competencies.