Green Card Partner Manager Jobs
Partner Manager roles at U.S. technology, SaaS, and enterprise companies regularly qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process. Employers document that no qualified U.S. worker is available before filing an I-140 petition, putting you on a path to permanent residency rather than a renewable temporary status.
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Get Access To All JobsINTRODUCTION
We are seeking a Human Resources Manager to join the HR team at Georgia-Pacific's Lumber Facility in Talladega, AL.
The ideal candidate will have a passion for building company culture, a strong talent position, organizational capability, strategic partnering with operations leaders and supervisors, and contributing to business transformation.
We are looking for someone with strong leadership skills and business acumen who can apply principles of economic thinking. This leader will also create and execute strategies to advance business priorities and to build and maintain an advantaged talent position while ensuring compliance with all labor laws and standards.
Proactively seeking and sharing knowledge and providing respectful challenge to ideas as a true thought partner will be key to success. A successful leader in this role will have the passion for building business partner capability within the HR organization to advance our culture and results.
This is an onsite role and will require that you live in the local area of Talladega Alabama or be open to relocating.
OUR TEAM
The HR Manager will lead the HR team and will provide support to the Operations team. Talladega is a nonunion facility with a dedicated workforce of about 170 employees.
Georgia-Pacific's Lumber business is a key part of our Building Products division, producing high-quality Southern Yellow Pine lumber that helps build homes, schools, businesses, and communities across North America. Building on a legacy that began in 1927 as a lumber company, Georgia-Pacific combines nearly a century of industry experience with advanced manufacturing technology, continuous innovation, and a strong commitment to safety and stewardship. Today, our lumber facilities leverage sophisticated automation, data-driven decision making, and world-class operating practices to deliver reliable products and create long-term value for customers. From sustainably sourced timber to finished lumber used in residential and commercial construction, our teams play an essential role in transforming natural resources into products that improve everyday life. Employees are empowered to apply their unique talents, challenge the status quo, and develop professionally in a culture focused on continuous improvement, principled entrepreneurship, and creating mutual benefit for customers, communities, and society.
WHAT YOU WILL DO
- Create a competitive advantage for the site by supporting the advancement and application of Principled Based Management across the business.
- Quickly build effective working relationships centered on trust by way of practical and strategic guidance to leaders/supervisors across the mill.
- Partner with HR team and the mill leadership team to advance facility and Company vision, priorities, and strategies.
- Own the strategic plan development of building an advantaged talent position alongside the facility leadership teams.
- Deploy strong economic thinking capabilities (financial acumen, risk optimization, marginal analysis, etc.)
- Understand key business drivers/priorities to formulate and execute appropriate solutions.
- Use data analytics to drive labor optimization efforts.
- Develop and implement HR strategies that enable attainment and advancement of business strategy, including the areas of talent, organizational change, organizational design, incentives, culture etc.
- Leverage and build preferred partnerships with our capabilities to achieve overall business objectives.
- Design, build, and enhance leadership teams and elevate leader performance.
- Partner with site leaders in the areas of performance management, succession planning, organizational development, and change management.
- Partner with Learning & Development in their efforts to continually enhance the skills and capabilities of our employees.
- Provide guidance to leaders to ensure compliance with all labor laws and standards.
BASIC QUALIFICATIONS
- Proven experience with HR related processes that might include - culture development, selection, performance management, talent/org planning, etc.
- Experience as an HR Manager or HR Business Partner
- Experience supporting site leadership teams directly
- Experience influencing and coaching leaders within a business environment
PREFERRED QUALIFICATIONS
- Bachelor's degree in Business, Human Resources, or related field
- Experience in a supervisory role where you have developed HR teams and HR professionals
- Experience with data analytics; analyzing data, pulling reports, etc. to execute on opportunities
At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy.
HIRING PHILOSOPHY
All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here.
WHO WE ARE
As a Koch company and a leading manufacturer of bath tissue, paper towels, paper-based packaging, cellulose, specialty fibers, building products and much more, Georgia-Pacific works to meet evolving needs of customers worldwide with quality products. In addition to the products we make, we operate one of the largest recycling businesses. Our more than 30,000 employees in over 150 locations are empowered to innovate every day - to make everyday products even better.
At Koch, employees are empowered to do what they do best to make life better. Learn how our business philosophy helps employees unleash their potential while creating value for themselves and the company.
OUR BENEFITS
Our goal is for each employee, and their families, to live fulfilling and healthy lives. We provide essential resources and support to build and maintain physical, financial, and emotional strength - focusing on overall wellbeing so you can focus on what matters most. Our benefits plan includes - medical, dental, vision, flexible spending and health savings accounts, life insurance, ADD, disability, retirement, paid vacation/time off, educational assistance, and may also include infertility assistance, paid parental leave and adoption assistance. Specific eligibility criteria is set by the applicable Summary Plan Description, policy or guideline and benefits may vary by geographic region. If you have questions on what benefits apply to you, please speak to your recruiter.
Additionally, everyone has individual work and personal needs. We seek to enable the best work environment that helps you and the business work together to produce superior results.
EQUAL OPPORTUNITIES
Equal Opportunity Employer, including disability and protected veteran status. Except where prohibited by state law, some offers of employment are conditioned upon successfully passing a drug test. This employer uses E-Verify. Please click here for additional information. (For Illinois E-Verify information click here, aquí, or tu).
INTRODUCTION
We are seeking a Human Resources Manager to join the HR team at Georgia-Pacific's Lumber Facility in Talladega, AL.
The ideal candidate will have a passion for building company culture, a strong talent position, organizational capability, strategic partnering with operations leaders and supervisors, and contributing to business transformation.
We are looking for someone with strong leadership skills and business acumen who can apply principles of economic thinking. This leader will also create and execute strategies to advance business priorities and to build and maintain an advantaged talent position while ensuring compliance with all labor laws and standards.
Proactively seeking and sharing knowledge and providing respectful challenge to ideas as a true thought partner will be key to success. A successful leader in this role will have the passion for building business partner capability within the HR organization to advance our culture and results.
This is an onsite role and will require that you live in the local area of Talladega Alabama or be open to relocating.
OUR TEAM
The HR Manager will lead the HR team and will provide support to the Operations team. Talladega is a nonunion facility with a dedicated workforce of about 170 employees.
Georgia-Pacific's Lumber business is a key part of our Building Products division, producing high-quality Southern Yellow Pine lumber that helps build homes, schools, businesses, and communities across North America. Building on a legacy that began in 1927 as a lumber company, Georgia-Pacific combines nearly a century of industry experience with advanced manufacturing technology, continuous innovation, and a strong commitment to safety and stewardship. Today, our lumber facilities leverage sophisticated automation, data-driven decision making, and world-class operating practices to deliver reliable products and create long-term value for customers. From sustainably sourced timber to finished lumber used in residential and commercial construction, our teams play an essential role in transforming natural resources into products that improve everyday life. Employees are empowered to apply their unique talents, challenge the status quo, and develop professionally in a culture focused on continuous improvement, principled entrepreneurship, and creating mutual benefit for customers, communities, and society.
WHAT YOU WILL DO
- Create a competitive advantage for the site by supporting the advancement and application of Principled Based Management across the business.
- Quickly build effective working relationships centered on trust by way of practical and strategic guidance to leaders/supervisors across the mill.
- Partner with HR team and the mill leadership team to advance facility and Company vision, priorities, and strategies.
- Own the strategic plan development of building an advantaged talent position alongside the facility leadership teams.
- Deploy strong economic thinking capabilities (financial acumen, risk optimization, marginal analysis, etc.)
- Understand key business drivers/priorities to formulate and execute appropriate solutions.
- Use data analytics to drive labor optimization efforts.
- Develop and implement HR strategies that enable attainment and advancement of business strategy, including the areas of talent, organizational change, organizational design, incentives, culture etc.
- Leverage and build preferred partnerships with our capabilities to achieve overall business objectives.
- Design, build, and enhance leadership teams and elevate leader performance.
- Partner with site leaders in the areas of performance management, succession planning, organizational development, and change management.
- Partner with Learning & Development in their efforts to continually enhance the skills and capabilities of our employees.
- Provide guidance to leaders to ensure compliance with all labor laws and standards.
BASIC QUALIFICATIONS
- Proven experience with HR related processes that might include - culture development, selection, performance management, talent/org planning, etc.
- Experience as an HR Manager or HR Business Partner
- Experience supporting site leadership teams directly
- Experience influencing and coaching leaders within a business environment
PREFERRED QUALIFICATIONS
- Bachelor's degree in Business, Human Resources, or related field
- Experience in a supervisory role where you have developed HR teams and HR professionals
- Experience with data analytics; analyzing data, pulling reports, etc. to execute on opportunities
At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy.
HIRING PHILOSOPHY
All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here.
WHO WE ARE
As a Koch company and a leading manufacturer of bath tissue, paper towels, paper-based packaging, cellulose, specialty fibers, building products and much more, Georgia-Pacific works to meet evolving needs of customers worldwide with quality products. In addition to the products we make, we operate one of the largest recycling businesses. Our more than 30,000 employees in over 150 locations are empowered to innovate every day - to make everyday products even better.
At Koch, employees are empowered to do what they do best to make life better. Learn how our business philosophy helps employees unleash their potential while creating value for themselves and the company.
OUR BENEFITS
Our goal is for each employee, and their families, to live fulfilling and healthy lives. We provide essential resources and support to build and maintain physical, financial, and emotional strength - focusing on overall wellbeing so you can focus on what matters most. Our benefits plan includes - medical, dental, vision, flexible spending and health savings accounts, life insurance, ADD, disability, retirement, paid vacation/time off, educational assistance, and may also include infertility assistance, paid parental leave and adoption assistance. Specific eligibility criteria is set by the applicable Summary Plan Description, policy or guideline and benefits may vary by geographic region. If you have questions on what benefits apply to you, please speak to your recruiter.
Additionally, everyone has individual work and personal needs. We seek to enable the best work environment that helps you and the business work together to produce superior results.
EQUAL OPPORTUNITIES
Equal Opportunity Employer, including disability and protected veteran status. Except where prohibited by state law, some offers of employment are conditioned upon successfully passing a drug test. This employer uses E-Verify. Please click here for additional information. (For Illinois E-Verify information click here, aquí, or tu).
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Partner Manager
Document your partnership ecosystem credentials early
Gather evidence of channel programs you've managed, partner revenue metrics you've influenced, and any certifications from major software vendors. PERM audits frequently request this documentation, and having it organized before outreach accelerates employer decisions.
Target employers with dedicated alliance or channel teams
Companies that operate formal partner programs across multiple tiers are far more likely to have sponsored this role before. Look for organizations listing titles like Alliance Director or Channel Development Manager alongside Partner Manager openings.
Use Migrate Mate to filter Partner Manager roles by sponsorship history
Sponsorship history at the role level matters more than a company's general reputation for hiring. Migrate Mate surfaces Partner Manager positions at employers with documented PERM and I-140 filing activity, so you can prioritize outreach accordingly.
Clarify whether EB-2 or EB-3 applies to your specific offer
If the job description requires only a bachelor's degree, employers typically file under EB-3. Roles requiring an advanced degree or specialized expertise may qualify under EB-2, which can affect your priority date and overall timeline to permanent residency.
Ask about PERM filing timelines before accepting an offer
DOL's PERM process can take six to twelve months or longer before the I-140 petition is even filed. Confirm whether your prospective employer initiates PERM concurrent with onboarding or waits until after a probationary period, since that gap affects your planning.
Verify the prevailing wage tier before negotiating compensation
Your employer must pay at least the DOL prevailing wage for the Partner Manager role in your work location. Use the OFLC Wage Search to look up the Level II or Level III wage for your city before finalizing your offer, so the LCA your employer files reflects realistic compensation.
Green Card Partner Manager: Frequently Asked Questions
Does a Partner Manager role typically qualify for EB-2 or EB-3 sponsorship?
Partner Manager positions most commonly qualify under EB-3 when the job description requires a bachelor's degree in business, marketing, or a related field. If the role requires an advanced degree or demonstrates a level of specialization above a standard four-year program, EB-2 may apply. Your employer's immigration counsel will determine the category based on the actual job requirements documented in the PERM application.
How does green card sponsorship differ from H-1B sponsorship for this role?
H-1B visa is a temporary status requiring renewal every three years, is subject to an annual lottery, and does not lead to permanent residency on its own. Green card sponsorship through PERM and EB-3 carries no annual cap concerns for most nationalities, and approval results in lawful permanent residency rather than a time-limited work authorization. The process takes longer, typically two to four years or more, but the outcome is permanent.
What does the PERM process actually require from a Partner Manager candidate?
Your employer handles the PERM filing with DOL, but you'll need to supply documentation confirming you meet the stated minimum requirements for the role. This includes transcripts, employment verification letters, and records of any partner certifications or specialized training. DOL audits on PERM applications are common, so having clean, consistent documentation of your qualifications matters.
How can I find Partner Manager jobs where the employer is already open to green card sponsorship?
Most job postings don't advertise PERM sponsorship explicitly, which makes filtering by employer filing history the most reliable approach. Migrate Mate lets you search Partner Manager roles at companies with documented employment-based green card activity, so you can focus your applications on employers who have already navigated this process rather than trying to introduce the idea from scratch.
Can I switch employers after my green card process has started?
You can change employers after your I-140 has been approved and your priority date is current, using AC21 portability, provided the new role is in the same or a similar occupational classification. For Partner Manager roles, a move to a comparable alliance, channel, or business development position at a different company generally qualifies, but your new employer should confirm portability with immigration counsel before you resign.