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 JobsWelcome! We’re excited you’re considering an opportunity with us! To apply to this position and be considered, click the Apply button located above this message and complete the application in full. Below, you’ll find other important information about this position.
Responsible for maintaining positive and effective employee/labor relations practices and support with assigned departments and effectively implement and oversee HR policies and procedures.
MINIMUM QUALIFICATIONS:
EDUCATION AND EXPERIENCE
-
Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and two years of professional Human Resources experience required.
-
OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and four years of professional Human Resources experience required.
PREFERRED QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
- Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.
Experience:
-
Experience with an emphasis in employee and/or labor relations.
-
Recent work experience in a healthcare setting preferred.
CORE DUTIES AND RESPONSIBILITIES: As an advocate for employees, company and departmental goals and initiatives, demonstrate knowledge of management and employee needs and apply that knowledge to create solutions.
-
Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee/labor relations. Assists and advises hospital and management staff on employee and labor relations issues.
-
Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale in accordance with the mission and values and sound administrative practices.
-
Assists in the preparation and review of arbitrations and other legal inquiries.
- Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Investigates employee issues/problems utilizing sound judgment consistent with organization policies including: harassment, working conditions, disciplinary actions, and employee and applicant appeals and grievances. According to circumstances, provides appropriate guidance to hospital management and individuals.
-
Advises and assists management staff in counseling, disciplining or terminating employees as a result of performance, behavior, and attendance actions.
-
Ensures required written corrective action forms are reviewed in Human Resources.
-
Assist management with grievance procedure.
-
Receives and reviews grievance statements and written responses.
-
Attends all 3rd level grievance meetings.
-
Protects the interest of employees and the organization in accordance with policies and procedures and governmental laws and regulations, and collective bargaining agreement.
-
Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Prepares and maintains employee handbook. Develops, reviews, and updates Hospital and Human Resources department policies and procedures as needed.
-
Serves as the HR representative on the Harassment Committee.
Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
-
Extended periods of sitting.
-
Extended periods of computer usage.
-
Required to walk to various areas throughout the departments or medical complex. This may require the use of elevators and/or stairs.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Standard, high volume office environment.
SKILLS AND ABILITIES:
-
Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources.
-
Must have an ability to organize and prioritize multiple projects.
-
Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.
-
Must have strong analytical and problem solving skills.
-
Must have ability to maintain high level of confidentiality.
-
Must have the ability to interface with management and employees at all levels of the organization.
Scheduled Weekly Hours:
40
Shift:
Exempt/Non-Exempt:
United States of America (Exempt)
Company:
BARNS Barnesville Hospital
Cost Center:
560 BARNS HR
Address:
639 West Main Street
Barnesville
Ohio
Equal Opportunity Employer
West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.
Welcome! We’re excited you’re considering an opportunity with us! To apply to this position and be considered, click the Apply button located above this message and complete the application in full. Below, you’ll find other important information about this position.
Responsible for maintaining positive and effective employee/labor relations practices and support with assigned departments and effectively implement and oversee HR policies and procedures.
MINIMUM QUALIFICATIONS:
EDUCATION AND EXPERIENCE
-
Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and two years of professional Human Resources experience required.
-
OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and four years of professional Human Resources experience required.
PREFERRED QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
- Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.
Experience:
-
Experience with an emphasis in employee and/or labor relations.
-
Recent work experience in a healthcare setting preferred.
CORE DUTIES AND RESPONSIBILITIES: As an advocate for employees, company and departmental goals and initiatives, demonstrate knowledge of management and employee needs and apply that knowledge to create solutions.
-
Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee/labor relations. Assists and advises hospital and management staff on employee and labor relations issues.
-
Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale in accordance with the mission and values and sound administrative practices.
-
Assists in the preparation and review of arbitrations and other legal inquiries.
- Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Investigates employee issues/problems utilizing sound judgment consistent with organization policies including: harassment, working conditions, disciplinary actions, and employee and applicant appeals and grievances. According to circumstances, provides appropriate guidance to hospital management and individuals.
-
Advises and assists management staff in counseling, disciplining or terminating employees as a result of performance, behavior, and attendance actions.
-
Ensures required written corrective action forms are reviewed in Human Resources.
-
Assist management with grievance procedure.
-
Receives and reviews grievance statements and written responses.
-
Attends all 3rd level grievance meetings.
-
Protects the interest of employees and the organization in accordance with policies and procedures and governmental laws and regulations, and collective bargaining agreement.
-
Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Prepares and maintains employee handbook. Develops, reviews, and updates Hospital and Human Resources department policies and procedures as needed.
-
Serves as the HR representative on the Harassment Committee.
Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
-
Extended periods of sitting.
-
Extended periods of computer usage.
-
Required to walk to various areas throughout the departments or medical complex. This may require the use of elevators and/or stairs.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Standard, high volume office environment.
SKILLS AND ABILITIES:
-
Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources.
-
Must have an ability to organize and prioritize multiple projects.
-
Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.
-
Must have strong analytical and problem solving skills.
-
Must have ability to maintain high level of confidentiality.
-
Must have the ability to interface with management and employees at all levels of the organization.
Scheduled Weekly Hours:
40
Shift:
Exempt/Non-Exempt:
United States of America (Exempt)
Company:
BARNS Barnesville Hospital
Cost Center:
560 BARNS HR
Address:
639 West Main Street
Barnesville
Ohio
Equal Opportunity Employer
West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.
See all Green Card Labor Relations Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Labor Relations Director Jobs.
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.