Green Card Learning Program Manager Jobs
Learning Program Manager roles qualify for EB-2 and EB-3 green card sponsorship through PERM labor certification, which requires your employer to document that no qualified U.S. worker is available for the position. Corporate training and L&D departments at mid-size and enterprise companies regularly file I-140 petitions for this role.
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Get Access To All JobsINTRODUCTION
At Sysdig, we believe cloud security isn't a compromise - it's a promise. From the start, our mission has been clear: to help organizations secure innovation in the cloud, the right way. We created Falco, the open standard for cloud threat detection, and continue to lead the cloud security market with runtime insights, open innovation, and agentic AI. Creators of technology trusted by over 60% of the Fortune 500, Sysdig gives teams the real-time clarity to move fast and defend what matters most. Culture matters here. We believe diversity fuels stronger ideas, and open dialogue drives sharper decisions. Recognized as a Best Place to Work and one of Deloitte's fastest-growing companies for the past 5 years, we're here to raise the standard for what cloud security and workplace culture should be. If you have the passion to dig deeper, the desire to challenge convention, and the curiosity to build something better, Sysdig is the right place for you.
ROLE AND RESPONSIBILITIES
Author Sysdig's enablement charter and operating model — what enablement owns, how success is measured, and how it's inspected — and get sign-off from Sales, CS, and RevOps leadership.
Own new-hire onboarding and the certification framework for GTM roles, with a clear, measured path to productivity. Build the ongoing recertification cadence so the program holds up as the team and product evolve.
Drive adoption and reinforcement of our sales methodology (e.g., MEDDPICC) and equip managers to coach it day-to-day. Coordinate delivery for major GTM moments like SKO and product launches, partnering with Product Marketing, who owns the underlying content.
Own the enablement tech stack (LMS, conversation intelligence) and drive structured adoption of AI-native GTM tools like Clay and enterprise Claude across the revenue org — role-based training and champions, not one-off demos.
Build and maintain the enablement KPI scorecard — leading indicators like training completion and certification pass rates, lagging indicators like ramp time and win rate — and use it to show where programs are and aren't moving the business.
Partner with Product Marketing on content adoption (they create, including battlecards; you drive field usage), RevOps on systems and reporting, and Sales/CS leadership to keep the roadmap tied to real pipeline and retention priorities.
BASIC QUALIFICATIONS
5–8+ years in sales, revenue, or GTM enablement, including experience building or significantly rebuilding a program (not just running an existing one).
A track record of designing measurement frameworks.
Hands-on fluency with modern GTM and enablement tooling: LMS/content platforms, conversation intelligence (e.g., Gong), and AI-native GTM tools (e.g., Clay) and enterprise AI assistants (e.g., Claude) — you direct these tools and drive adoption, not just use them yourself.
Experience with a sales methodology framework (e.g., MEDDPICC, Command of the Message) and reinforcing it through coaching, not just a slide deck.
Excellent cross-functional collaboration skills — you can align Sales, CS, RevOps, and Product Marketing around a shared enablement plan without owning their turf.
A builder's mindset: comfortable defining charter and structure where none exists yet, and comfortable being judged on adoption and business metrics, not activity.
PREFERRED QUALIFICATIONS
Prior enablement experience in cybersecurity, cloud security, or infrastructure software.
Experience standing up or significantly evolving an enablement function at a company going through a platform or GTM transformation.
* Experience running AI adoption/change-management programs (usage metrics, champions programs, structured rollout) rather than ad hoc tool training.
COMPENSATION
* The U.S. annual salary range for this full-time position is between 128,000 and 160,000 USD/year. Actual offers may be higher or lower than this range based on a variety of factors, including your work location, job-related experience and education.
WHAT WE OFFER
Extra days off to prioritize your well-being
401(k) Retirement Savings Plan with a 3% company match
Maternity and Parental Leave
Mental health support for you and your family through the Modern Health app
* Full health benefits package for you and your family
We would love for you to join us! Please reach out even if your experience doesn't perfectly match the job description. We can always explore other options after starting the conversation. Your background and passion will set you apart, especially if your career path is different. Sysdig values a diverse workplace and encourages women, people of color, LGBTQIA+ individuals, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans to apply.
Sysdig is an equal-opportunity employer. Sysdig does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, or any other legally protected status. Sysdig may use responsible AI tools in connection with its recruitment and hiring efforts. These tools may be used to help Sysdig identify and shortlist talent for current and future job postings. You can opt-out of this practice at any time by [email protected]. To learn more about how this works and your rights, please see the Sysdig Global Applicant and Employee Privacy Notice: https://cdn.prod.website-files.com/681a1c8e5b6ebfc0f8529533/683d7a57fc05b32bae08c0f9_sysdig-global-employee-privacy-notice.pdf
INTRODUCTION
At Sysdig, we believe cloud security isn't a compromise - it's a promise. From the start, our mission has been clear: to help organizations secure innovation in the cloud, the right way. We created Falco, the open standard for cloud threat detection, and continue to lead the cloud security market with runtime insights, open innovation, and agentic AI. Creators of technology trusted by over 60% of the Fortune 500, Sysdig gives teams the real-time clarity to move fast and defend what matters most. Culture matters here. We believe diversity fuels stronger ideas, and open dialogue drives sharper decisions. Recognized as a Best Place to Work and one of Deloitte's fastest-growing companies for the past 5 years, we're here to raise the standard for what cloud security and workplace culture should be. If you have the passion to dig deeper, the desire to challenge convention, and the curiosity to build something better, Sysdig is the right place for you.
ROLE AND RESPONSIBILITIES
Author Sysdig's enablement charter and operating model — what enablement owns, how success is measured, and how it's inspected — and get sign-off from Sales, CS, and RevOps leadership.
Own new-hire onboarding and the certification framework for GTM roles, with a clear, measured path to productivity. Build the ongoing recertification cadence so the program holds up as the team and product evolve.
Drive adoption and reinforcement of our sales methodology (e.g., MEDDPICC) and equip managers to coach it day-to-day. Coordinate delivery for major GTM moments like SKO and product launches, partnering with Product Marketing, who owns the underlying content.
Own the enablement tech stack (LMS, conversation intelligence) and drive structured adoption of AI-native GTM tools like Clay and enterprise Claude across the revenue org — role-based training and champions, not one-off demos.
Build and maintain the enablement KPI scorecard — leading indicators like training completion and certification pass rates, lagging indicators like ramp time and win rate — and use it to show where programs are and aren't moving the business.
Partner with Product Marketing on content adoption (they create, including battlecards; you drive field usage), RevOps on systems and reporting, and Sales/CS leadership to keep the roadmap tied to real pipeline and retention priorities.
BASIC QUALIFICATIONS
5–8+ years in sales, revenue, or GTM enablement, including experience building or significantly rebuilding a program (not just running an existing one).
A track record of designing measurement frameworks.
Hands-on fluency with modern GTM and enablement tooling: LMS/content platforms, conversation intelligence (e.g., Gong), and AI-native GTM tools (e.g., Clay) and enterprise AI assistants (e.g., Claude) — you direct these tools and drive adoption, not just use them yourself.
Experience with a sales methodology framework (e.g., MEDDPICC, Command of the Message) and reinforcing it through coaching, not just a slide deck.
Excellent cross-functional collaboration skills — you can align Sales, CS, RevOps, and Product Marketing around a shared enablement plan without owning their turf.
A builder's mindset: comfortable defining charter and structure where none exists yet, and comfortable being judged on adoption and business metrics, not activity.
PREFERRED QUALIFICATIONS
Prior enablement experience in cybersecurity, cloud security, or infrastructure software.
Experience standing up or significantly evolving an enablement function at a company going through a platform or GTM transformation.
* Experience running AI adoption/change-management programs (usage metrics, champions programs, structured rollout) rather than ad hoc tool training.
COMPENSATION
* The U.S. annual salary range for this full-time position is between 128,000 and 160,000 USD/year. Actual offers may be higher or lower than this range based on a variety of factors, including your work location, job-related experience and education.
WHAT WE OFFER
Extra days off to prioritize your well-being
401(k) Retirement Savings Plan with a 3% company match
Maternity and Parental Leave
Mental health support for you and your family through the Modern Health app
* Full health benefits package for you and your family
We would love for you to join us! Please reach out even if your experience doesn't perfectly match the job description. We can always explore other options after starting the conversation. Your background and passion will set you apart, especially if your career path is different. Sysdig values a diverse workplace and encourages women, people of color, LGBTQIA+ individuals, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans to apply.
Sysdig is an equal-opportunity employer. Sysdig does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, or any other legally protected status. Sysdig may use responsible AI tools in connection with its recruitment and hiring efforts. These tools may be used to help Sysdig identify and shortlist talent for current and future job postings. You can opt-out of this practice at any time by [email protected]. To learn more about how this works and your rights, please see the Sysdig Global Applicant and Employee Privacy Notice: https://cdn.prod.website-files.com/681a1c8e5b6ebfc0f8529533/683d7a57fc05b32bae08c0f9_sysdig-global-employee-privacy-notice.pdf
See all Green Card Learning Program Manager Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Learning Program Manager
Document your instructional design credentials early
PERM requires your employer to prove the role demands a specific degree. Gather transcripts, certifications like ATD or CPTD, and portfolio samples that tie your learning design background to the posted job requirements before your employer begins the labor certification audit.
Target employers with established L&D functions
Companies with dedicated learning teams file PERM more predictably than those treating L&D as a one-person operation. Look for organizations posting multiple Learning Program Manager or Instructional Designer roles, which signals an internal process for employment-based sponsorship already exists.
Search green card sponsoring employers on Migrate Mate
Filter by Learning Program Manager roles where employers have PERM filing history. Migrate Mate surfaces companies that have sponsored this specific job title, saving you from applying to employers unlikely to initiate the labor certification process.
Clarify the EB tier before accepting an offer
Ask whether the employer intends to sponsor under EB-2 or EB-3. If your role requires a bachelor's degree only, expect EB-3. Clarifying this upfront affects your priority date strategy, especially if your country of birth creates a backlog difference between the two categories.
Understand that PERM wage levels affect your job description
DOL requires the offered wage to meet the prevailing wage for your specific occupation and location. Use the OFLC Wage Search to check wage levels before negotiating your salary, since the employer cannot offer below the DOL-certified prevailing wage without jeopardizing the PERM filing.
Prepare for the supervised recruitment waiting period
PERM labor certification requires the employer to run a documented recruitment campaign before USCIS can adjudicate your I-140. This process typically takes six to twelve months before your petition is even filed, so factor this into your timeline if you're currently on a temporary work visa with an expiring status.
Green Card Learning Program Manager: Frequently Asked Questions
Does a Learning Program Manager role qualify for EB-2 or EB-3 green card sponsorship?
Most Learning Program Manager positions qualify under EB-3 as skilled workers requiring a bachelor's degree. If your employer can demonstrate the role requires an advanced degree, or if you hold a master's degree and the job duties genuinely require it, EB-2 may apply. Your employer's immigration attorney drafts the job description to match the correct category based on actual role requirements.
How does PERM green card sponsorship differ from H-1B for this role?
H-1B visa is a temporary work visa requiring annual cap registration and a lottery for most applicants, with no path to permanence by itself. PERM green card sponsorship targets lawful permanent residency directly. There is no annual lottery, the EB-3 category has no cap per se, and approval leads to a green card rather than a renewable but still temporary status. The tradeoff is a longer overall timeline, typically two to four years for most countries of birth outside India and China.
How long does the green card process take for a Learning Program Manager?
The PERM labor certification stage alone takes six to eighteen months depending on whether DOL selects the case for audit. After PERM approval, I-140 adjudication adds three to six months at standard processing. For applicants born outside India and China, adjustment of status or consular processing can follow relatively quickly once a visa number becomes available, meaning total timelines often run two to four years from PERM filing.
What credentials strengthen a PERM application for a Learning Program Manager?
DOL evaluates whether the role genuinely requires the stated degree and experience. Credentials that align closely with the O*NET occupation profile for training and development managers, such as an ATD or CPTD certification, a degree in instructional design or organizational development, and documented experience managing enterprise-wide learning programs, reduce the risk of a PERM audit challenging whether the position is legitimate.
Where can I find employers that sponsor green cards for Learning Program Manager roles?
Migrate Mate lets you search for Learning Program Manager positions filtered by employers with verified PERM filing history for this specific job title. Searching by role and sponsorship track record is more reliable than cold-applying to job postings with no signal about whether the employer has run the labor certification process before.