Green Card Managing Attorney Jobs
Managing Attorney jobs with green card sponsorship require employers to complete PERM labor certification with the Department of Labor before filing an I-140 petition with USCIS. Law firms and corporate legal departments sponsoring foreign attorneys must document recruitment efforts and meet prevailing wage requirements, making early employer engagement essential for EB-2 or EB-3 eligibility.
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Location:
Hartford, CT
Category:
Legal
Employment Type:
Full time, Remote
Job Ref:
R2627682-168
Asst Managing Attorney - LM06DE
We’re determined to make a difference and are proud to be an insurance company that goes well beyond coverages and policies. Working here means having every opportunity to achieve your goals – and to help others accomplish theirs, too. Join our team as we help shape the future.
The Assistant Managing Attorney will join the leadership team of our newly combined New England Staff Legal organization. This is an opportunity for an experienced attorney and people leader who is energized by developing others, building strong teams, leading through change and helping shape the future of a multi-jurisdictional legal organization.
This is fundamentally a leadership role. Success will depend on inspiring and developing others, building trusted relationships, creating accountability and enabling attorneys to perform at their highest level, rather than being the substantive expert in every jurisdiction or line of business.
The Assistant Managing Attorney will partner closely with the Managing Attorney and broader leadership team to build a connected New England organization that combines strong local expertise with shared expectations, collaboration, innovation and a common culture.
This role will have a Remote work schedule, with the expectation of coming into our Boston and/or Hartford offices as business needs arise.
Responsibilities:
Lead With Inspiration
- Coach and develop attorneys to help them reach their full potential and prepare for broader responsibilities.
- Set clear expectations and provide ongoing, actionable feedback that supports both performance and professional growth.
- Recognize individual strengths and create meaningful opportunities for attorneys to expand their capabilities.
- Identify emerging leaders and intentionally prepare them for future leadership opportunities.
- Delegate meaningful responsibility and create opportunities for attorneys to lead initiatives, training, technology adoption and cross-office collaboration.
- Foster a culture where employees feel valued, challenged, accountable and supported, with an emphasis on curiosity, collaboration and continuous learning.
Lead With Aspiration
- Help define what a high-performing, future-ready New England Staff Legal organization can become.
- Lead effectively through organizational and technological change, helping others navigate ambiguity and new ways of working.
- Challenge established approaches when better solutions are available and encourage thoughtful experimentation and innovation.
- Champion the responsible adoption of new capabilities, including AI-enabled tools and emerging legal technology.
- Help attorneys connect their individual work to broader Staff Legal, Claims and enterprise objectives.
Lead With Impact
- Translate strategy into clear priorities, expectations and measurable outcomes.
- Build strong partnerships across Staff Legal, Claims and other key stakeholder groups.
- Use data, operational indicators and qualitative feedback to identify opportunities and drive improvement.
- Remove barriers that prevent attorneys and teams from doing their best work.
- Balance individual attorney needs with office, customer and enterprise priorities.
- Promote collaboration and knowledge sharing across jurisdictions, creating a connected New England organization rather than separate state-based silos.
Lead With Authenticity
- Build trust through transparent communication, consistency, candor and follow-through.
- Approach difficult conversations thoughtfully and directly, including candid and constructive feedback.
- Seek different perspectives, welcome respectful disagreement and remain open to feedback.
- Model accountability and the leadership behaviors expected of others.
- Create an environment where employees feel comfortable raising questions, concerns and new ideas.
- Demonstrate humility and recognize when the expertise needed resides elsewhere on the team.
Qualifications:
- J.D. from an accredited law school, with experience practicing law and active bar membership in Massachusetts, Rhode Island, Connecticut, or New Hampshire, or eligibility to waive into the bar of one of these states.
- 10+ years of legal experience, with a demonstrated track record of sound judgment, professionalism, and credibility. Experience practicing Tort and/or Workers’ Compensation law is preferred.
- Demonstrated leadership experience through formal people management, coaching, mentoring, project leadership, training, change leadership or other meaningful leadership responsibilities.
- A strong commitment to developing others and preparing employees for broader responsibilities and future leadership opportunities.
- Ability to influence, coach and build trust with experienced legal professionals.
- Strong communication skills, including the ability to provide candid, constructive feedback regarding case handling, litigation and trial skills, and presentation skills.
- Intellectual curiosity and a willingness to challenge existing practices and explore better ways of working.
- Ability to lead confidently through ambiguity, organizational change and evolving business needs.
- Strong collaboration and relationship-building skills across teams, functions and levels.
- Comfort using data and metrics to identify trends, assess performance and inform decisions.
- Strong technology aptitude and enthusiasm for the responsible adoption of AI and emerging legal technology.
- Ability to learn and operate effectively across multiple jurisdictions while recognizing and leveraging the expertise of subject-matter experts.
What Will Differentiate You:
The strongest candidates will demonstrate not simply what they have accomplished individually, but how they have made others better.
We are especially interested in leaders who can point to people they have coached, opportunities they have created for others, changes they have successfully led, teams they have strengthened and future leaders they have helped develop.
Compensation
The listed annualized base pay range is primarily based on analysis of similar positions in the external market. Actual base pay could vary and may be above or below the listed range based on factors including but not limited to performance, proficiency and demonstration of competencies required for the role. The base pay is just one component of The Hartford’s total compensation package for employees. Other rewards may include short-term or annual bonuses, long-term incentives, and on-the-spot recognition. The annualized base pay range for this role is:
$142,000 - $213,000
Equal Opportunity Employer/Sex/Race/Color/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/Age
Job Details
Location:
Hartford, CT
Category:
Legal
Employment Type:
Full time, Remote
Job Ref:
R2627682-168
Asst Managing Attorney - LM06DE
We’re determined to make a difference and are proud to be an insurance company that goes well beyond coverages and policies. Working here means having every opportunity to achieve your goals – and to help others accomplish theirs, too. Join our team as we help shape the future.
The Assistant Managing Attorney will join the leadership team of our newly combined New England Staff Legal organization. This is an opportunity for an experienced attorney and people leader who is energized by developing others, building strong teams, leading through change and helping shape the future of a multi-jurisdictional legal organization.
This is fundamentally a leadership role. Success will depend on inspiring and developing others, building trusted relationships, creating accountability and enabling attorneys to perform at their highest level, rather than being the substantive expert in every jurisdiction or line of business.
The Assistant Managing Attorney will partner closely with the Managing Attorney and broader leadership team to build a connected New England organization that combines strong local expertise with shared expectations, collaboration, innovation and a common culture.
This role will have a Remote work schedule, with the expectation of coming into our Boston and/or Hartford offices as business needs arise.
Responsibilities:
Lead With Inspiration
- Coach and develop attorneys to help them reach their full potential and prepare for broader responsibilities.
- Set clear expectations and provide ongoing, actionable feedback that supports both performance and professional growth.
- Recognize individual strengths and create meaningful opportunities for attorneys to expand their capabilities.
- Identify emerging leaders and intentionally prepare them for future leadership opportunities.
- Delegate meaningful responsibility and create opportunities for attorneys to lead initiatives, training, technology adoption and cross-office collaboration.
- Foster a culture where employees feel valued, challenged, accountable and supported, with an emphasis on curiosity, collaboration and continuous learning.
Lead With Aspiration
- Help define what a high-performing, future-ready New England Staff Legal organization can become.
- Lead effectively through organizational and technological change, helping others navigate ambiguity and new ways of working.
- Challenge established approaches when better solutions are available and encourage thoughtful experimentation and innovation.
- Champion the responsible adoption of new capabilities, including AI-enabled tools and emerging legal technology.
- Help attorneys connect their individual work to broader Staff Legal, Claims and enterprise objectives.
Lead With Impact
- Translate strategy into clear priorities, expectations and measurable outcomes.
- Build strong partnerships across Staff Legal, Claims and other key stakeholder groups.
- Use data, operational indicators and qualitative feedback to identify opportunities and drive improvement.
- Remove barriers that prevent attorneys and teams from doing their best work.
- Balance individual attorney needs with office, customer and enterprise priorities.
- Promote collaboration and knowledge sharing across jurisdictions, creating a connected New England organization rather than separate state-based silos.
Lead With Authenticity
- Build trust through transparent communication, consistency, candor and follow-through.
- Approach difficult conversations thoughtfully and directly, including candid and constructive feedback.
- Seek different perspectives, welcome respectful disagreement and remain open to feedback.
- Model accountability and the leadership behaviors expected of others.
- Create an environment where employees feel comfortable raising questions, concerns and new ideas.
- Demonstrate humility and recognize when the expertise needed resides elsewhere on the team.
Qualifications:
- J.D. from an accredited law school, with experience practicing law and active bar membership in Massachusetts, Rhode Island, Connecticut, or New Hampshire, or eligibility to waive into the bar of one of these states.
- 10+ years of legal experience, with a demonstrated track record of sound judgment, professionalism, and credibility. Experience practicing Tort and/or Workers’ Compensation law is preferred.
- Demonstrated leadership experience through formal people management, coaching, mentoring, project leadership, training, change leadership or other meaningful leadership responsibilities.
- A strong commitment to developing others and preparing employees for broader responsibilities and future leadership opportunities.
- Ability to influence, coach and build trust with experienced legal professionals.
- Strong communication skills, including the ability to provide candid, constructive feedback regarding case handling, litigation and trial skills, and presentation skills.
- Intellectual curiosity and a willingness to challenge existing practices and explore better ways of working.
- Ability to lead confidently through ambiguity, organizational change and evolving business needs.
- Strong collaboration and relationship-building skills across teams, functions and levels.
- Comfort using data and metrics to identify trends, assess performance and inform decisions.
- Strong technology aptitude and enthusiasm for the responsible adoption of AI and emerging legal technology.
- Ability to learn and operate effectively across multiple jurisdictions while recognizing and leveraging the expertise of subject-matter experts.
What Will Differentiate You:
The strongest candidates will demonstrate not simply what they have accomplished individually, but how they have made others better.
We are especially interested in leaders who can point to people they have coached, opportunities they have created for others, changes they have successfully led, teams they have strengthened and future leaders they have helped develop.
Compensation
The listed annualized base pay range is primarily based on analysis of similar positions in the external market. Actual base pay could vary and may be above or below the listed range based on factors including but not limited to performance, proficiency and demonstration of competencies required for the role. The base pay is just one component of The Hartford’s total compensation package for employees. Other rewards may include short-term or annual bonuses, long-term incentives, and on-the-spot recognition. The annualized base pay range for this role is:
$142,000 - $213,000
Equal Opportunity Employer/Sex/Race/Color/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/Age
See all Green Card Managing Attorney Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Managing Attorney
Align your bar admissions before applying
PERM requires the employer to define minimum requirements before recruitment begins. If the role requires state bar admission, confirm your foreign law degree qualifies for bar exam eligibility in that jurisdiction before targeting specific firms or legal departments.
Target firms with established immigration infrastructure
Law firms and corporate legal departments that have sponsored foreign attorneys before have PERM processes already in place. Use Migrate Mate to identify employers with verified green card sponsorship history for legal roles, narrowing your search to organizations that won't be starting from scratch.
Distinguish your EB-2 advanced degree documentation early
EB-2 covers attorneys with an advanced law degree, such as an LLM, or a bachelor's degree in law plus five years of progressive legal experience. Gather official transcripts, degree equivalency evaluations, and employment records now so your employer's immigration counsel can confirm category eligibility without delays.
Understand the PERM recruitment timeline before accepting an offer
DOL requires employers to complete a formal recruitment test before filing PERM, including specific posting periods and documentation of applicant review. Negotiate your start date and onboarding timeline with this multi-month process in mind so the filing doesn't conflict with your existing work authorization window.
Verify prevailing wage tier using OFLC Wage Search
PERM wage compliance is determined by DOL's prevailing wage data for the specific occupation and location. Run the OFLC Wage Search for your target metro before interviews so you can assess whether an employer's offered compensation meets the wage level required for PERM certification.
Plan around priority date backlogs for your country of birth
Employment-based green cards have per-country annual limits. Nationals of high-demand countries can face priority date backlogs measured in years between I-140 approval and I-485 eligibility. Review the monthly Visa Bulletin from USCIS to understand your likely wait before committing to a sponsoring employer.
Green Card Managing Attorney: Frequently Asked Questions
Which green card category applies to Managing Attorney roles?
Most Managing Attorney positions qualify under EB-2 if the role requires an advanced law degree, such as an LLM, or a bachelor's degree in law combined with at least five years of progressive legal experience. Roles that require only a bachelor's degree and two or more years of experience may qualify under EB-3. The employer's immigration counsel determines the appropriate category when defining the job requirements before PERM filing begins.
How is green card sponsorship different from H-1B sponsorship for attorneys?
Green card sponsorship leads to lawful permanent residence, not a temporary work status. The process starts with PERM labor certification filed with the Department of Labor, which includes a prevailing wage determination and a formal recruitment test to show no qualified U.S. workers were available. After PERM certification, the employer files an I-140 petition with USCIS. Unlike H-1B visa, there is no lottery, but employment-based green cards have per-country annual limits that can create priority date backlogs for nationals of high-demand countries.
How do I find law firms and legal departments that sponsor green cards for foreign attorneys?
Migrate Mate lists employers with verified green card sponsorship history for legal roles, letting you focus your search on organizations that have completed the PERM process before. This matters for Managing Attorney candidates because PERM requires the employer to have established job requirements, complete formal recruitment, and file a prevailing wage determination, steps that are significantly easier for employers already familiar with the process.
Can I change employers after my I-140 is approved?
Once your I-485 adjustment of status application has been pending for at least 180 days and your I-140 has been approved, AC21 job portability allows you to move to a new employer in the same or a similar occupation without losing your place in line. Your priority date from the original approved I-140 can also carry over to a new employer's I-140 petition. Consult an immigration attorney before changing employers to confirm your situation meets both conditions.
What documents should I prepare before approaching a sponsoring employer?
Gather official transcripts and a credential evaluation for your foreign law degree, documentation of bar admissions in relevant jurisdictions, and detailed employment records demonstrating years of progressive legal experience. If you're pursuing EB-2 based on experience rather than an advanced degree, contemporaneous evidence such as performance reviews, matters handled, and client or colleague letters strengthens the employer's ability to define qualifying minimum requirements in the PERM job description.