Green Card Learning And Development Manager Jobs
Learning And Development Manager roles qualify for EB-2 and EB-3 green card sponsorship through PERM labor certification when employers demonstrate no qualified U.S. workers are available. Most positions require a bachelor's or master's degree in human resources, organizational development, or education, making EB-2 the common pathway for advanced-degree professionals pursuing permanent U.S. residency.
Find Green Card Learning And Development Manager JobsOverview
Showing 5 of 127+ Learning And Development Manager jobs
See all 127+ Learning And Development Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Learning And Development Manager roles.
Get Access To All JobsOverview:
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 127+ Green Card Learning And Development Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Learning And Development Manager Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Learning And Development Manager
Document your instructional design credentials early
PERM labor certification requires your employer to advertise the role and prove no qualified U.S. worker is available. Gather degree transcripts, L&D certifications like CPTD or ATD credentials, and performance records before your employer starts the recruitment audit trail.
Target employers with dedicated L&D departments
Large enterprises in healthcare, financial services, and technology typically maintain standalone learning functions, making green card sponsorship more feasible than at smaller firms where the role may be bundled with HR generalist duties that complicate the specialty occupation argument.
Use Migrate Mate to find sponsoring employers
Search Migrate Mate to identify companies with active green card filing history for Learning And Development Manager roles. Filtering by PERM activity helps you focus outreach on employers already familiar with the sponsorship process, reducing friction during offer negotiations.
Verify the prevailing wage tier before accepting an offer
DOL assigns a prevailing wage level to your PERM application based on job duties. Check the OFLC Wage Search to confirm your offered salary meets at least Level II or Level III for your metro area before your employer files, since a wage shortfall restarts the process.
Distinguish EB-2 from EB-3 during offer negotiations
If your role requires a master's degree or you have a bachelor's plus five years of progressive L&D experience, push for EB-2 classification. EB-2 priority dates are generally current for most nationalities, meaning a shorter wait than EB-3 for candidates from oversubscribed countries.
Align your job duties with O*NET classifications
USCIS and DOL evaluate whether your Learning And Development Manager role constitutes a specialty occupation. Cross-reference your actual job description against the O*NET profile for this title to ensure the listed duties, required degree field, and supervision scope match what your employer will certify.
Green Card Learning And Development Manager: Frequently Asked Questions
Does a Learning And Development Manager role qualify for EB-2 or EB-3 green card sponsorship?
Most Learning And Development Manager positions qualify for both EB-2 and EB-3 depending on the employer's stated requirements. EB-2 applies when the role requires a master's degree or the equivalent in a specific field such as organizational development or instructional design. EB-3 applies when a bachelor's degree is the minimum requirement. Your employer's PERM labor certification application locks in the classification, so the job description must accurately reflect the actual degree requirement before filing.
How does PERM green card sponsorship differ from H-1B sponsorship for this role?
H-1B visa sponsorship grants temporary work authorization for up to six years and is subject to an annual lottery cap. PERM-based green card sponsorship leads to permanent residency with no cap on the number of petitions employers can file. The PERM process requires your employer to conduct a formal DOL-supervised recruitment campaign to demonstrate no qualified U.S. worker is available, which typically adds six to eighteen months to the overall timeline before USCIS adjudicates the I-140 petition.
How can I find Learning And Development Manager jobs that offer green card sponsorship?
Standard job boards rarely filter by green card sponsorship intent. Migrate Mate is built specifically to surface roles with employment-based green card filing history, letting you identify Learning And Development Manager openings at employers who have already navigated the PERM process for similar positions. Focusing your search this way shortens the negotiation stage since the employer already understands the sponsorship commitment involved.
What does the PERM labor certification process involve for an L&D Manager role?
Your employer files an ETA Form 9089 with DOL after completing a mandatory recruitment period that includes job postings, newspaper advertisements, and an internal job notice. DOL audits a portion of applications and may request documentation of every application received during recruitment. The entire certification process typically takes six to eighteen months, after which your employer files the I-140 immigrant petition with USCIS to formally establish your priority date for permanent residency.
Can I change employers after my green card sponsorship starts?
Once your I-140 is approved and your priority date is current or within 180 days of I-485 filing, portability rules under AC21 allow you to change to a same or similar occupational classification without losing your place in the queue. Learning And Development Manager roles typically port well to other training, HR leadership, or organizational development positions. Confirm job duty overlap with an immigration attorney before switching employers mid-process.