Green Card People Operations Manager Jobs
People Operations Manager roles qualify for EB-2 and EB-3 green card sponsorship when the position requires a bachelor's degree or higher in HR, business, or a related field. Employers initiate PERM labor certification through DOL before filing an I-140 petition, making sponsorship a multi-stage process that leads to permanent residency.
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LIG Defense U.S. is a newly established subsidiary based in Virginia, operating under the direction of our Korean headquarters. As the company builds its foundation, we are seeking a hands-on HR Manager to lead all human resources operations on-site.
Key Responsibilities
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Talent Acquisition
-
Strategize and execute the full-cycle recruitment process: from sourcing and engaging talent pools to establishing data-driven evaluation criteria
- Manage employer branding to attract top-tier talent in the local market
-
Mitigate legal risks by ensuring 100% compliance with Federal and State labor laws (FLSA, EEOC, FMLA, etc.)
-
Total Rewards & Operations
-
Administer comprehensive compensation and benefits, including payroll processing, health insurance, and 401(k) plans
-
Analyze employee needs and feedback to design competitive perks and retention strategies
-
Employee Lifecycle & Administration
-
Lead the end-to-end employee lifecycle, ensuring professional handling of seamless onboarding, performance management, and respectful offboarding
- Oversee immigration & mobility, managing visa sponsorships (L-1, H-1B, etc.) and work authorizations in liaison with legal counsel
Key Qualifications
- Education: Bachelor's degree in Human Resources, Business Administration, or a related field
- Experience: 10–15+ years of HR experience, preferably with experience in startup environments or newly established foreign (Korean) subsidiaries
- Language: Professional English proficiency required; Korean language skills are advantageous given the team composition
Additional Information
- Employment Type: Full-Time, On-site
- Location: Virginia, USA (LIG Defense U.S. Office)
- Compensation: USD $180,000 (negotiable based on experience)
- Reporting To: U.S. Subsidiary CEO (subject to change based on internal policy review)
- Language: English required; Korean language skills a plus but not required
Why work at BTI?
We’re committed to creating a workplace where employees feel valued, supported, and empowered to grow. Our team benefits from competitive compensation, comprehensive health and wellness offerings, and opportunities for professional development. We are proud to be an equal opportunity employer and make all employment decisions without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran status, or any other legally protected status.
We comply with all applicable federal, state, and local employment laws, including those related to fair hiring practices, pay transparency, workplace safety, and reasonable accommodations. We are dedicated to maintaining an inclusive environment where everyone has the opportunity to succeed and contribute meaningfully.
Position Overview
LIG Defense U.S. is a newly established subsidiary based in Virginia, operating under the direction of our Korean headquarters. As the company builds its foundation, we are seeking a hands-on HR Manager to lead all human resources operations on-site.
Key Responsibilities
-
Talent Acquisition
-
Strategize and execute the full-cycle recruitment process: from sourcing and engaging talent pools to establishing data-driven evaluation criteria
- Manage employer branding to attract top-tier talent in the local market
-
Mitigate legal risks by ensuring 100% compliance with Federal and State labor laws (FLSA, EEOC, FMLA, etc.)
-
Total Rewards & Operations
-
Administer comprehensive compensation and benefits, including payroll processing, health insurance, and 401(k) plans
-
Analyze employee needs and feedback to design competitive perks and retention strategies
-
Employee Lifecycle & Administration
-
Lead the end-to-end employee lifecycle, ensuring professional handling of seamless onboarding, performance management, and respectful offboarding
- Oversee immigration & mobility, managing visa sponsorships (L-1, H-1B, etc.) and work authorizations in liaison with legal counsel
Key Qualifications
- Education: Bachelor's degree in Human Resources, Business Administration, or a related field
- Experience: 10–15+ years of HR experience, preferably with experience in startup environments or newly established foreign (Korean) subsidiaries
- Language: Professional English proficiency required; Korean language skills are advantageous given the team composition
Additional Information
- Employment Type: Full-Time, On-site
- Location: Virginia, USA (LIG Defense U.S. Office)
- Compensation: USD $180,000 (negotiable based on experience)
- Reporting To: U.S. Subsidiary CEO (subject to change based on internal policy review)
- Language: English required; Korean language skills a plus but not required
Why work at BTI?
We’re committed to creating a workplace where employees feel valued, supported, and empowered to grow. Our team benefits from competitive compensation, comprehensive health and wellness offerings, and opportunities for professional development. We are proud to be an equal opportunity employer and make all employment decisions without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran status, or any other legally protected status.
We comply with all applicable federal, state, and local employment laws, including those related to fair hiring practices, pay transparency, workplace safety, and reasonable accommodations. We are dedicated to maintaining an inclusive environment where everyone has the opportunity to succeed and contribute meaningfully.
See all 10,838+ Green Card People Operations Manager Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a People Operations Manager
Document your HR credentials strategically
PERM requires your employer to prove no qualified U.S. workers are available for the role. Pull together your degree transcripts, professional HR certifications, and performance reviews now so your employer's PERM audit file is complete and defensible from the start.
Target employers with dedicated HR infrastructure
Companies large enough to have an in-house legal or immigration team are far more likely to sponsor PERM for a People Ops role. Mid-to-large enterprises in tech, healthcare, and financial services routinely file EB-2 and EB-3 petitions for HR professionals.
Search sponsored roles using Migrate Mate
Filter People Operations Manager jobs by green card sponsorship history on Migrate Mate to surface employers who have previously filed PERM or I-140 petitions, so you're applying where sponsorship is an established practice rather than a first-time ask.
Verify your role meets specialty occupation standards
Review the O*NET profile for People Operations Manager to confirm the position's typical education and skill requirements. EB-2 eligibility depends on the role requiring an advanced degree or equivalent, so the job description you negotiate must reflect that level of specialization.
Align your offer letter with PERM wage requirements
Before signing, cross-check your offered wage against the OFLC Wage Search for your job title and location. Your employer's PERM application requires the offered wage to meet or exceed the prevailing wage, and a gap discovered after filing will derail the entire petition.
Clarify the PERM timeline during salary negotiations
PERM labor certification alone can take six to twelve months, followed by I-140 adjudication. Negotiate your start date and any retention agreements with this timeline in mind, and confirm whether your employer will cover premium processing for the I-140 stage.
Green Card People Operations Manager: Frequently Asked Questions
Do People Operations Manager roles qualify for EB-2 or EB-3 green card sponsorship?
Both categories can apply depending on how the role is structured. EB-2 covers positions that genuinely require an advanced degree or its equivalent in HR, organizational development, or business. EB-3 covers roles requiring at least a bachelor's degree. Your employer defines the minimum requirements in the PERM job description, so negotiating those requirements carefully with HR counsel at the outset matters significantly.
How does green card sponsorship differ from H-1B sponsorship for this role?
The H-1B visa is a temporary work visa subject to an annual lottery and a six-year maximum stay without further action. Green card sponsorship via PERM and I-140 has no annual cap at the EB-3 level for most countries and leads to permanent residency. The tradeoff is timeline: PERM labor certification and I-140 adjudication together typically take one to two years before you reach adjustment of status, and priority date backlogs can extend that further for some nationalities.
What documentation should I prepare before asking an employer to sponsor my green card?
Gather your academic transcripts, any HR certifications such as SHRM-CP, SHRM-SCP, or PHR, and a chronological employment history that maps your experience to the People Operations Manager job description. PERM requires your employer to demonstrate the position's requirements are legitimate and that you meet them, so a clean paper trail of your qualifications accelerates the audit preparation process considerably.
How do I find People Operations Manager jobs where employers are willing to sponsor a green card?
Use Migrate Mate to filter People Operations Manager roles by green card sponsorship history. This surfaces companies that have previously filed PERM or I-140 petitions for HR professionals, which is a reliable signal that the employer understands the process and has legal infrastructure in place. Cold-applying to companies with no PERM filing history for this job category significantly reduces your chances of a successful sponsorship conversation.
Can my employer file PERM while I am currently on H-1B status?
Yes. PERM labor certification is independent of your current visa status. Many People Operations Managers begin the green card process while working on H-1B, using AC21 portability once the I-140 is approved to switch employers without losing their priority date. USCIS allows H-1B extensions beyond the six-year cap once an I-140 has been approved for 365 days or a PERM application has been pending for 365 days, which protects your status during long priority date waits.