Green Card Learning And Development Jobs
Learning and Development roles at U.S. employers qualify for EB-2 and EB-3 green card sponsorship when the position requires a bachelor's degree or higher in instructional design, education, or a related field. Your employer files PERM labor certification with DOL before sponsoring your permanent residency, making sponsorship a long-term career commitment from both sides.
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Are you passionate about driving learning initiatives that empower teams to reach their full potential? As a Learning and Development Manager - Accelerated Development, you will lead the design, implementation, and ongoing management of the organization’s Accelerated Development Program, the company’s enterprise approach to identifying, developing, and preparing high-potential talent for future leadership opportunities. This role works with business leaders to create structured development experiences that accelerate readiness, increase visibility and exposure, strengthen succession pipelines, and help retain employees with the potential to take on broader and more complex leadership responsibilities.
In addition to ownership of the Accelerated Development Program, this role will partner closely with the Vice President of Learning & Organizational Development to execute the organization’s leadership development strategy. This role will help translate the strategy into high-quality programs, learning experiences, tools, and development opportunities across leadership levels.
Apply now and transform your career with us.
WHAT YOU WILL BE DOING:
Accelerated Development Program Strategy & Management:
- Lead the design, launch, management, and continuous improvement of the organization’s succession planning and Accelerated Development Program for high-potential talent.
- Translate the vision for accelerated development into a structured, repeatable program with clearly defined objectives, participant experiences, expectations, milestones, and outcomes.
- Develop and manage the annual program lifecycle, including nominations, selection, assessment, onboarding, development planning, program experiences, progress reviews, and program completion.
- Create individualized development experiences that may include assessments, development plans, executive coaching, mentoring, sponsorship, stretch assignments, rotational experiences, cohort learning, and exposure to senior leadership.
- Partner with business leaders to identify meaningful stretch assignments and developmental experiences that build enterprise perspective and prepare participants for broader leadership responsibilities.
- Establish mechanisms for tracking participant development, readiness, movement, retention, and career progression over time.
- Build strong relationships with program participants and their leaders to ensure development commitments translate into meaningful on-the-job experiences.
- Design and coordinate talent and succession planning processes to ensure participants are appropriately considered as future leadership needs and opportunities emerge.
- Build the visibility, credibility, and internal brand of the Accelerated Development Program so that participation is viewed as both a significant development opportunity and an investment in the organization's future leadership bench.
- Establish measures of program effectiveness, including participant growth, retention, advancement, readiness for broader roles, and contribution to the organization's leadership pipeline.
Leadership Development Execution:
- Partner closely with the Vice President to translate the enterprise leadership development strategy into programs, experiences, tools, and resources.
- Support the design, development, implementation, and ongoing management of leadership development experiences across leadership levels.
- Manage the execution of key leadership programs, ensuring effective planning, communications, participant management, facilitator coordination, materials, logistics, and follow-through.
- Support the creation and evolution of leadership development pathways that provide leaders with development opportunities appropriate to their career stage and level of responsibility.
- Research leadership trends, emerging practices, assessments, tools, and learning approaches and provide recommendations to strengthen the leadership development portfolio.
- Help identify opportunities to integrate coaching, assessments, experiential learning, peer learning, and application-based development into leadership programs.
- Facilitate or co-facilitate leadership development sessions, workshops, and cohort experiences as appropriate.
- Coordinate with internal and external facilitators, coaches, consultants, and content partners to ensure consistent, high-quality leadership experiences.
- Gather participant and stakeholder feedback and use data and insights to continually improve leadership development programs.
Partnership & Integration:
- Build strong partnerships with HR, business leaders, and senior executives to understand leadership and talent needs and translate those needs into meaningful development experiences.
- Connect accelerated development program efforts with broader leadership development, career development, succession, and talent planning processes.
- Partner with Learning Strategy & Infrastructure colleagues to ensure programs leverage common learning systems, standards, measurement practices, and tools.
- Develop communications and resources that help leaders understand their role in developing high-potential employees to strengthen the organization's leadership pipeline.
- Serve as a trusted resource to leaders and HR partners on accelerated development, leadership development programs, and development experiences.
Program Management & Measurement:
- Develop and manage program plans, calendars, milestones, budgets, communications, participant records, and vendor relationships associated with leadership and accelerated development programs.
- Establish dashboards and reporting that provide visibility into participation, progress, outcomes, and overall program effectiveness.
- Use data, feedback, and business insights to recommend enhancements and future investments in leadership and accelerated development.
WHAT WE ARE LOOKING FOR:
- Bachelor's Degree; Master’s degree strongly preferred.
- 10+ years related experience required.
- Experience working within the heavy civil construction industry strongly preferred.
- Significant end-to-end project/program management experience in successfully conceptualizing, planning, managing, delivering, and monitoring multiple, concurrent, and complex work streams in a matrixed organization with aggressive timelines.
- The ability to present to large groups, facilitate and/or co-facilitate existing and future professional development training sessions.
- Strong organizational skills, creative thinking skills, and curriculum planning ability.
- Strong leadership and interpersonal skills.
- Ability to work autonomously and effectively in a fast-paced, complex environment.
- Demonstrated analytics experience; ability to analyze and synthesize both quantitative and qualitative data from multiple sources to identify themes and develop compelling recommendations.
- Strong critical thinking ability to identify interdependencies between issues, data, and outcomes.
- Established track record for taking a consultative approach to designing and delivering innovative learning programs with measurable business results that meet stakeholder needs.
- Proven ability to communicate ideas and insights in person, virtually, and in writing, succinctly and with impact, understanding what is relevant vs. what is "noise" to audiences at all management levels.
- Strong relationship building and stakeholder management skills.
- Strong command of MS Office skills and experience with eLearning authoring tools.
- Ability to travel 20-30%, on average to program, project and district locations.
WHY WORK FOR US:
Some of the benefits you may be eligible for as an employee are:
- Comprehensive compensation package and paid time off program
- Industry leading 401(k)/RRSP
- Medical/Extended Health Care, Dental, Vision and/or Provincial Medical
- Wellness benefits & Employee Assistance Program
- Tuition Reimbursement Program
We are an EEO/ADA/Veterans employer.
SALARY:
- Salary Min: USD $110,000.00/Yr.
- Salary Max: USD $130,000.00/Yr.
Overview:
Are you passionate about driving learning initiatives that empower teams to reach their full potential? As a Learning and Development Manager - Accelerated Development, you will lead the design, implementation, and ongoing management of the organization’s Accelerated Development Program, the company’s enterprise approach to identifying, developing, and preparing high-potential talent for future leadership opportunities. This role works with business leaders to create structured development experiences that accelerate readiness, increase visibility and exposure, strengthen succession pipelines, and help retain employees with the potential to take on broader and more complex leadership responsibilities.
In addition to ownership of the Accelerated Development Program, this role will partner closely with the Vice President of Learning & Organizational Development to execute the organization’s leadership development strategy. This role will help translate the strategy into high-quality programs, learning experiences, tools, and development opportunities across leadership levels.
Apply now and transform your career with us.
WHAT YOU WILL BE DOING:
Accelerated Development Program Strategy & Management:
- Lead the design, launch, management, and continuous improvement of the organization’s succession planning and Accelerated Development Program for high-potential talent.
- Translate the vision for accelerated development into a structured, repeatable program with clearly defined objectives, participant experiences, expectations, milestones, and outcomes.
- Develop and manage the annual program lifecycle, including nominations, selection, assessment, onboarding, development planning, program experiences, progress reviews, and program completion.
- Create individualized development experiences that may include assessments, development plans, executive coaching, mentoring, sponsorship, stretch assignments, rotational experiences, cohort learning, and exposure to senior leadership.
- Partner with business leaders to identify meaningful stretch assignments and developmental experiences that build enterprise perspective and prepare participants for broader leadership responsibilities.
- Establish mechanisms for tracking participant development, readiness, movement, retention, and career progression over time.
- Build strong relationships with program participants and their leaders to ensure development commitments translate into meaningful on-the-job experiences.
- Design and coordinate talent and succession planning processes to ensure participants are appropriately considered as future leadership needs and opportunities emerge.
- Build the visibility, credibility, and internal brand of the Accelerated Development Program so that participation is viewed as both a significant development opportunity and an investment in the organization's future leadership bench.
- Establish measures of program effectiveness, including participant growth, retention, advancement, readiness for broader roles, and contribution to the organization's leadership pipeline.
Leadership Development Execution:
- Partner closely with the Vice President to translate the enterprise leadership development strategy into programs, experiences, tools, and resources.
- Support the design, development, implementation, and ongoing management of leadership development experiences across leadership levels.
- Manage the execution of key leadership programs, ensuring effective planning, communications, participant management, facilitator coordination, materials, logistics, and follow-through.
- Support the creation and evolution of leadership development pathways that provide leaders with development opportunities appropriate to their career stage and level of responsibility.
- Research leadership trends, emerging practices, assessments, tools, and learning approaches and provide recommendations to strengthen the leadership development portfolio.
- Help identify opportunities to integrate coaching, assessments, experiential learning, peer learning, and application-based development into leadership programs.
- Facilitate or co-facilitate leadership development sessions, workshops, and cohort experiences as appropriate.
- Coordinate with internal and external facilitators, coaches, consultants, and content partners to ensure consistent, high-quality leadership experiences.
- Gather participant and stakeholder feedback and use data and insights to continually improve leadership development programs.
Partnership & Integration:
- Build strong partnerships with HR, business leaders, and senior executives to understand leadership and talent needs and translate those needs into meaningful development experiences.
- Connect accelerated development program efforts with broader leadership development, career development, succession, and talent planning processes.
- Partner with Learning Strategy & Infrastructure colleagues to ensure programs leverage common learning systems, standards, measurement practices, and tools.
- Develop communications and resources that help leaders understand their role in developing high-potential employees to strengthen the organization's leadership pipeline.
- Serve as a trusted resource to leaders and HR partners on accelerated development, leadership development programs, and development experiences.
Program Management & Measurement:
- Develop and manage program plans, calendars, milestones, budgets, communications, participant records, and vendor relationships associated with leadership and accelerated development programs.
- Establish dashboards and reporting that provide visibility into participation, progress, outcomes, and overall program effectiveness.
- Use data, feedback, and business insights to recommend enhancements and future investments in leadership and accelerated development.
WHAT WE ARE LOOKING FOR:
- Bachelor's Degree; Master’s degree strongly preferred.
- 10+ years related experience required.
- Experience working within the heavy civil construction industry strongly preferred.
- Significant end-to-end project/program management experience in successfully conceptualizing, planning, managing, delivering, and monitoring multiple, concurrent, and complex work streams in a matrixed organization with aggressive timelines.
- The ability to present to large groups, facilitate and/or co-facilitate existing and future professional development training sessions.
- Strong organizational skills, creative thinking skills, and curriculum planning ability.
- Strong leadership and interpersonal skills.
- Ability to work autonomously and effectively in a fast-paced, complex environment.
- Demonstrated analytics experience; ability to analyze and synthesize both quantitative and qualitative data from multiple sources to identify themes and develop compelling recommendations.
- Strong critical thinking ability to identify interdependencies between issues, data, and outcomes.
- Established track record for taking a consultative approach to designing and delivering innovative learning programs with measurable business results that meet stakeholder needs.
- Proven ability to communicate ideas and insights in person, virtually, and in writing, succinctly and with impact, understanding what is relevant vs. what is "noise" to audiences at all management levels.
- Strong relationship building and stakeholder management skills.
- Strong command of MS Office skills and experience with eLearning authoring tools.
- Ability to travel 20-30%, on average to program, project and district locations.
WHY WORK FOR US:
Some of the benefits you may be eligible for as an employee are:
- Comprehensive compensation package and paid time off program
- Industry leading 401(k)/RRSP
- Medical/Extended Health Care, Dental, Vision and/or Provincial Medical
- Wellness benefits & Employee Assistance Program
- Tuition Reimbursement Program
We are an EEO/ADA/Veterans employer.
SALARY:
- Salary Min: USD $110,000.00/Yr.
- Salary Max: USD $130,000.00/Yr.
See all 124+ Green Card Learning And Development Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Learning And Development Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Learning And Development
Align your credentials to PERM requirements
PERM requires your degree and job duties to match the sponsored role exactly. An instructional design degree supports L&D roles more cleanly than a general business degree, so document any coursework or credentials that tie directly to training program development.
Target employers with EB-3 filing history
Use Migrate Mate to filter Learning and Development roles by green card sponsorship history. Employers who have filed PERM for L&D positions before understand the process and are far less likely to withdraw sponsorship midway through your case.
Verify the job duties match EB-2 standards
EB-2 sponsorship requires the role to genuinely need an advanced degree. If your L&D position focuses on curriculum design or organizational development at a strategic level, ask your employer to document those requirements in the PERM application before DOL review begins.
Check prevailing wage before accepting an offer
PERM requires your employer to pay at least the DOL prevailing wage for your L&D role and location. Run a search on the OFLC Wage Search tool using the correct SOC code for training and development specialists before you reach the offer stage.
Clarify the filing timeline during negotiations
Ask whether the employer will file PERM during your first year or after you clear a probationary period. Some L&D teams delay green card filing for two or more years, which matters if you're counting on EB-3 to bridge a future visa status change.
Understand how EB-3 differs from H-1B timelines
Unlike H-1B visa, EB-3 sponsorship has no annual lottery, but PERM labor certification alone can take six to twelve months before USCIS reviews your I-140. Build that timeline into your status planning, especially if you're transitioning off OPT or a dependent visa.
Green Card Learning And Development: Frequently Asked Questions
Do Learning and Development roles typically qualify for EB-2 or EB-3 green card sponsorship?
Most L&D roles qualify for EB-3 when they require a bachelor's degree in instructional design, human resources, or education. EB-2 applies when the position genuinely requires a master's degree or when you hold an advanced degree and the role is defined at a strategic or senior level. Your employer's PERM job description controls which category applies.
How does green card sponsorship differ from H-1B for Learning and Development professionals?
Green card sponsorship through PERM and I-140 leads to permanent residency rather than a temporary status that expires. There's no annual lottery at the EB-3 level, so your employer can file at any time once PERM is certified. The tradeoff is timeline: the full EB-2 or EB-3 process typically takes one to three years or longer depending on your country of birth and priority date.
What does the PERM labor certification process look like for an L&D role?
Your employer files PERM with DOL to prove no qualified U.S. workers were available for the specific L&D position. DOL requires a recruitment campaign including job postings and documentation of each applicant reviewed. The process usually takes six to twelve months before approval, after which your employer files the I-140 petition with USCIS to formally sponsor your permanent residency.
How can I find employers who sponsor green cards for Learning and Development jobs?
Migrate Mate filters job listings by verified green card sponsorship history, so you can focus on L&D roles at employers who have actually filed PERM before rather than employers who say they're open to sponsorship in the future. That distinction saves significant time in your search and reduces the risk of a sponsorship commitment that never materializes.
Can my employer sponsor my green card if my L&D role involves remote or hybrid work?
Yes, but the PERM application must list the actual work location where you'll primarily perform duties. If your role is fully remote, DOL may require your employer to conduct recruitment in multiple states. USCIS has issued guidance on remote-work PERM filings, so confirm with your employer that the job description and worksite address in the PERM application reflect your actual arrangement before the filing is submitted.