Green Card Learning And Development Specialist Jobs
Learning and Development Specialist roles qualify for EB-2 or EB-3 green card sponsorship through PERM labor certification, where your employer documents that no equally qualified U.S. worker is available. Instructional design expertise, LMS administration, and adult-learning credentials strengthen your sponsorship case at both tier levels.
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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 127+ Green Card Learning And Development Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Learning And Development Specialist Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Learning And Development Specialist
Translate your credentials into PERM language
PERM job requirements must match your actual qualifications exactly. If your employer lists a master's degree in instructional design, your transcript must reflect that field, not a related discipline that required a separate credential evaluation.
Target employers with dedicated L&D functions
Large enterprises with standalone learning departments, universities, and healthcare systems regularly sponsor L&D roles because turnover in those teams is costly. A company running only an HR generalist who handles training rarely has the infrastructure to navigate PERM.
Use Migrate Mate to filter green-card-sponsoring employers
Search for Learning and Development Specialist roles on Migrate Mate to surface employers with active EB-2 and EB-3 sponsorship history, so you're not spending weeks applying to companies that have never filed a PERM petition.
Verify the prevailing wage before accepting an offer
Before signing, check the OFLC Wage Search for your job title, work location, and education level. Your employer must pay at or above the DOL-certified prevailing wage throughout the entire green card process, and a low offer now can create compliance problems later.
Distinguish EB-2 from EB-3 eligibility early
If your L&D role requires a master's degree or a bachelor's plus five years of progressively responsible experience, ask your employer whether they'll file under EB-2. The distinction affects your priority date and, for some nationalities, wait time by years.
Document your specialized training tools before PERM is filed
Gather evidence of proprietary LMS platforms you've administered, curriculum frameworks you've built, and certifications like ATD CPTD or CPLP. This documentation supports the employer's position during PERM that the role demands specialized skills, not just general HR experience.
Green Card Learning And Development Specialist: Frequently Asked Questions
Does a Learning and Development Specialist role qualify for EB-2 or EB-3 sponsorship?
It depends on how the employer defines the position. Roles requiring a master's degree in instructional design, organizational development, or a related field typically qualify under EB-2. Roles requiring a bachelor's degree with significant experience qualify under EB-3 as a professional. Your employer's attorney documents the minimum requirements during PERM, so the job description must match your actual credentials precisely.
How does green card sponsorship differ from H-1B sponsorship for this role?
Green card sponsorship through PERM leads to permanent residency, not a temporary status. Unlike H-1B visa, there's no annual cap lottery at the EB-3 level for most nationalities, though nationals of India and China face priority date backlogs. The PERM process itself typically takes 12 to 24 months before your I-140 is even filed, so starting early matters significantly.
How do I find employers who will sponsor a green card for an L&D role?
Use Migrate Mate to search Learning and Development Specialist positions filtered by employers with green card sponsorship history. Many L&D postings don't advertise PERM sponsorship upfront, so filtering by companies that have previously filed EB-2 or EB-3 petitions saves you from pursuing roles where sponsorship was never on the table.
What documentation strengthens a PERM filing for an L&D specialist?
The DOL's PERM process requires the employer to demonstrate that the job duties demand a specific degree and that no qualified U.S. worker applied and was rejected for lawful reasons. Supporting your case means providing detailed documentation of specialized skills, proprietary platform experience, and certifications. Your employer must also conduct a good-faith recruitment effort and report the results to DOL.
Can I change employers after my green card process has started?
Once your I-140 has been approved and is more than 180 days old, USCIS portability rules under AC21 allow you to move to a new employer offering a same or similar L&D role without losing your priority date. Before that point, changing employers generally restarts the PERM process, so timing your job search around these milestones is critical.