Green Card Learning Development Manager Jobs
Learning Development Manager roles qualify for EB-2 or EB-3 green card sponsorship when the position requires a bachelor's degree or higher in instructional design, education, or a related field. Employers file a PERM labor certification with the DOL before sponsoring you for permanent residency, making this a direct path to a U.S. green card.
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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 Development Manager Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Learning Development Manager
Align your credentials to PERM requirements
PERM labor certification ties your sponsorship to the degree and field your employer lists in the job description. Make sure your transcripts, credential evaluations, and professional history match the posted minimum requirements exactly before your employer files.
Target employers with dedicated L&D functions
Large corporations, healthcare systems, and technology companies with standalone learning and development departments are far more likely to sponsor PERM than generalist HR shops. Search for organizations whose job postings list instructional design systems, LMS platforms, or curriculum development as core responsibilities.
Search green card sponsoring jobs on Migrate Mate
Use Migrate Mate to filter Learning Development Manager openings by employers with active EB-2 and EB-3 green card filing history, so you spend your time on roles where sponsorship is already established practice rather than a negotiation.
Negotiate sponsorship terms before accepting offers
Ask whether the employer will cover PERM, I-140, and adjustment of status costs, and confirm their immigration counsel handles the DOL prevailing-wage determination. Sponsorship agreements that shift attorney fees to you can cost thousands of dollars out of pocket.
Verify prevailing wage before the PERM filing
Your employer must pay at least the DOL prevailing wage for your occupation and location. Use the OFLC Wage Search to look up the Level II or Level III wage for your role's SOC code before your employer submits the PERM application to avoid a wage-based audit.
Understand how EB-3 processing affects your timeline
Most countries face no priority date backlog at the EB-3 level for Learning Development Managers, meaning your green card clock starts with PERM approval. USCIS processes I-140 petitions in roughly six months under standard processing, so the full timeline from PERM filing to green card approval is typically two to three years.
Green Card Learning Development Manager: Frequently Asked Questions
Do Learning Development Manager roles qualify for EB-2 or EB-3 green card sponsorship?
Most Learning Development Manager positions qualify under EB-3 as skilled worker or professional roles because they typically require a bachelor's degree in instructional design, education, organizational development, or a related field. Roles requiring a master's degree or equivalent specialized expertise can qualify under EB-2. Your employer's job description and the degree requirement they post in the PERM labor certification determine which category applies.
How does the PERM green card process differ from H-1B sponsorship for this role?
PERM-based green card sponsorship leads to permanent residency, not a temporary visa tied to a specific employer. There is no annual lottery at the EB-3 level and no cap concerns for most nationalities, unlike the H-1B visa. The tradeoff is timeline: PERM requires the employer to complete a supervised DOL recruitment process before filing, and the full path from PERM to green card typically runs two to three years. The result is permanent U.S. work authorization rather than a status you renew every three years.
What credentials strengthen a PERM application for a Learning Development Manager?
A U.S.-equivalent bachelor's or master's degree in instructional design, adult learning, organizational development, or human resources is the foundation. Foreign credentials should be evaluated by a NACES-member evaluation service before your employer files. Documented experience with LMS platforms, curriculum development, or training needs analysis strengthens the match between your background and the PERM job description, which matters during DOL audit review.
How do I find Learning Development Manager jobs where the employer will sponsor a green card?
Search on Migrate Mate, which filters job listings by employers with verified EB-2 and EB-3 green card filing history. This focuses your applications on companies that have already completed PERM sponsorships rather than those considering it for the first time. Targeting employers with an established immigration program significantly reduces the risk of an offer falling through during the PERM recruitment phase.
Can I change jobs after my employer files my PERM application?
Leaving before your I-140 petition is approved restarts the entire PERM process with the new employer. Once your I-140 is approved and your priority date is current, federal law allows you to port to a same or similar occupation with a different employer without losing your place in line. Learning Development Manager roles are broadly similar to related L&D and training positions, so portability is generally available once you reach that stage, though you should confirm the occupational match with an immigration attorney.