People Operations Specialist Green Card Jobs
People Operations Specialist 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 file a PERM labor certification with DOL before sponsoring you permanently. Finding employers with active sponsorship history is the first step toward lawful permanent residency.
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Get Access To All JobsPosting Number STA00308PO26
Job Family Human Resources
Job Function General Human Resources
USC Market Title Human Resources Specialist
Job Level P2 - Professional
Business Title (Internal Title) Onboarding Human Resources Specialist
Campus Columbia
Work County Richland
College/Division Division of Development
Department DEV Development Office
State Pay Range G08
USC Market Range MRE - $48,726 $59,689 $70,653
Anticipated Hiring Range $48,726 - commensurate with qualifications
Location of Vacancy Columbia, SC On-site
Part/Full Time Full Time
Hours per Week 37.5
Work Schedule
* Standard working schedule: 8:30am – 5:00pm
* Must be willing to work a flexible schedule to meet the needs of the department.
Basis 12 months
Job Search Category Human Resources/Legal
About USC
About University of South Carolina
From the Upstate to the Lowcountry, the University of South Carolina system is transforming the lives of South Carolinians through the impact of our eight institutions and 20 locations throughout the state. More than 50,000 students are enrolled at one of eight institutions, including the research campus in Columbia and comprehensive four-year universities in Aiken, Upstate and Beaufort. In addition, our Palmetto College campuses in Salkehatchie, Union, Lancaster and Sumter enable students to earn associate or bachelor’s degrees through a combination of in-person, online or blended learning. All of our system institutions place strong emphasis on service — helping to build healthier, more educated communities in South Carolina and beyond.
Veterans' Preference Statement
The University of South Carolina is committed to equal opportunity and proudly values the skills and experience military veterans bring to our workforce. Across South Carolina, we are making veterans a priority for employment and recognize their vital contributions to our state and our communities.
Benefits for FTE Positions
The University of South Carolina (USC), through the State of SC and Public Employee Benefit Authority (PEBA), offers employees a valuable benefits package, including health and life insurance, generous paid leave and retirement programs. To learn more about USC benefits, access the "Working at USC" section on the Applicant Portal. Research Grant or Time-limited positions may be eligible for all, some, or no benefits, based on the grant or project funding.
Advertised Job Summary
Under general supervision, the Onboarding Human Resources Specialist reports to the Senior Director of Human Resources & Finance and plays a critical role in advancing the Division of Development’s strategic goals by delivering a consistent, supportive, and engaging onboarding experience for new employees. This position is responsible for designing, coordinating, and maintaining a comprehensive onboarding program that equips new hires with the tools, resources, and guidance necessary for a successful transition into their roles and to promote long-term growth and retention within the division.
Serving as the primary point of contact and concierge for newly hired staff, the Onboarding Specialist manages both pre‑ and post‑hire onboarding activities, ensuring a seamless and welcoming experience from offer acceptance through full integration into the organization. In close collaboration with hiring managers, division supervisors, and Human Resources team members, this role facilitates timely onboarding activities, tracks progress, and ensures employees achieve a quick and effective start.
The Onboarding Specialist also supports divisional operations by coordinating employee personnel changes, ensuring accurate and timely updates within HR and financial systems, and assisting the Senior Director with financial processes and transactional accuracy. Additionally, this position assists in the coordination of the Employee Performance Management System (EPMS) process for assigned programs, tracking employee review timelines and submissions. As a member of the University Development team, the Onboarding Specialist operates within established departmental systems and procedures to ensure consistent, efficient, and well-coordinated services across the division.
Job Related Minimum Required Education and Experience
Requires a bachelor’s degree in a job related field and 2 or more years of job related experience, which may be substituted by an equivalent combination of job related certification, training, education, and/or experience.
Preferred Qualifications
* Bachelor’s degree and 2 or more years of related experience in human resources or onboarding programs.
* Must have above average skills with Microsoft Professional Package, i.e. Word, Excel, PowerPoint, and Outlook.
* Familiarity with or ability to learn USC policies, procedures, and systems.
Knowledge/Skills/Abilities
* Knowledge of human resources principles and employee onboarding and offboarding practices, with a focus on employee engagement and retention
* Experience using HR systems such as PeopleAdmin, PeopleSoft, or similar applicant tracking and HRIS platforms
* Strong organizational skills with the ability to manage multiple priorities, timelines, and detailed processes
* Excellent written and verbal communication skills, with a customer‑service approach and the ability to interact professionally with employees at all levels
* Ability to collaborate effectively with hiring managers, supervisors, HR partners, and senior leadership
* Working knowledge of employee performance management processes and review cycles
* Attention to detail and ability to maintain accurate records and confidential personnel information
* Proficiency with Microsoft Office tools (Outlook, Word, Excel, Teams) and ability to learn new systems quickly
* Professional judgment, discretion, and commitment to confidentiality
* Must have the ability to think analytically and maintain complex filing systems.
* Willingness to participate in ongoing training and professional development
* Ability to establish and maintain effective working relationships throughout the university.
* Must be able to exercise diplomacy and tact in interactions with others.
Job Duties
1. Onboarding and Offboarding Program Coordination:
Designs, implements, and continuously updates a comprehensive onboarding and offboarding program for Division of Development employees. Serves as a concierge and primary point of contact for new hires, ensuring a smooth and welcoming transition through pre‑hire and post‑hire stages. Coordinates and facilitates orientations, introductory meetings, and collaborative connections within the colleges, schools, and partner units. Acts as a liaison to address employee onboarding inquiries, providing guidance and resources to ensure a positive and engaging experience. Develops and maintains effective offboarding processes for employee transfers and separations. Provides consultative support to hiring managers throughout the onboarding lifecycle. Creates and administers structured 30/60/90‑day check‑in surveys for new hires and hiring managers to support engagement, performance alignment, and retention.
Essential Function Yes
Percentage of Time 30%
2. Human Resources Systems, Staffing, and Personnel Actions:
Initiates and processes human resources actions using PeopleAdmin and PeopleSoft systems. Collaborates with the HR Service Team and Class & Compensation to update and align position descriptions with role‑specific requirements. Initiates pay actions, staffing changes, and employee updates as needed. Initiates I‑9 employment eligibility verification and tracks pre‑hire requirements for newly hired employees. Provides timely updates to senior budget analysis regarding HR actions to support fiscal alignment and planning. Maintains accurate and compliant position and employee personnel files in accordance with audit and records retention requirements. Initiates hire actions for hourly student employees, temporary staff, and affiliates as required.
Essential Function Yes
Percentage of Time 25%
3. Employee Performance Management System (EPMS) Coordination:
Assists with tracking and monitoring the Division’s EPMS review process, including probationary review timelines and the Division’s universal annual review cycle. Reviews updates to institutional EPMS procedures and supports implementation of required changes. Assists in coordinating and delivering annual EPMS training and procedural updates for supervisors prior to the Division’s universal review date, promoting compliance, consistency, and effective performance management practices.
Essential Function Yes
Percentage of Time 20%
4. Administrative and Financial Support:
Provides comprehensive administrative and operational support to the Senior Director. Prepares and distributes electronic correspondence, communications, and memoranda to new employees, existing staff, and business partners. Processes travel reimbursements, check requests, and other financial transactions in alignment with University and Division policies. Assists with tracking purchasing activities and processing invoices as requested. Schedules and coordinates meetings using Microsoft Teams or in person, prepares agendas as appropriate, and supports meeting logistics. Coordinates ordering of nameplates, business cards, and workplace aesthetics as needed. Maintains personnel and administrative files with accuracy and confidentiality.
Essential Function Yes
Percentage of Time 15%
5. Employee Support, Systems Assistance, and Professional Development:
Supports employees and supervisors with PeopleSoft, Employee Self‑Service, Time and Absence, and other applicable systems. Serves as a resource for basic system navigation and process questions to enhance efficiency and user confidence. Participates in required workshops, staff meetings, and professional development opportunities to maintain current knowledge of HR practices, systems, and policies.
Essential Function Yes
Percentage of Time 5%
6. Other Job Duties as Assigned:
Performs other related duties as assigned in support of the Division’s human resources and operational objectives.
Essential Function No
Percentage of Time 5%
Position Attributes
Employees in Safety-Sensitive or Security-Sensitive positions will be subject to pre-employment and post-employment drug testing in accordance with University policy HR 1.95 Drug and Alcohol Testing.
Safety Sensitive or Security Sensitive No
Hazardous weather category Non-Essential
Posting Detail Information
Number of Vacancies 1
Desired Start Date 06/01/2026
Job Open Date 05/01/2026
Job Close Date 05/08/2026
Open Until Filled No
Special Instructions to Applicant
Positions are advertised for a minimum of five (5) business days on our job website. After five (5) business days, positions can be closed at the discretion of the department at any time. This employment site is updated on a regular basis. The length of the recruitment and screening process may vary from position to position, depending upon a variety of factors. Should review of your qualifications result in a decision to pursue your candidacy, you will be contacted by phone or email.
We are only accepting applications submitted by May 8, 2026.
The University of South Carolina offers a valuable benefits package including but not limited to:
Health and Life Insurance
Retirement Programs
Paid Tuition
Dependent Scholarships
Annual Leave
Sick Leave
13 Paid Holidays (including an extended December holiday)
Paid Parental Leave
* Professional Development Opportunities
EEO Statement
The University of South Carolina does not discriminate in educational or employment opportunities or decisions for qualified persons on the basis of age, ancestry, citizenship status, color, disability, ethnicity, familial status, gender (including transgender), gender identity or expression, genetic information, HIV/AIDs status, military status, national origin, pregnancy (false pregnancy, termination of pregnancy, childbirth, recovery therefrom or related medical conditions, breastfeeding), race, religion (including religious dress and grooming practices), sex, sexual orientation, veteran status, or any other bases under federal, state, local law, or regulations.
Posting Number STA00308PO26
Job Family Human Resources
Job Function General Human Resources
USC Market Title Human Resources Specialist
Job Level P2 - Professional
Business Title (Internal Title) Onboarding Human Resources Specialist
Campus Columbia
Work County Richland
College/Division Division of Development
Department DEV Development Office
State Pay Range G08
USC Market Range MRE - $48,726 $59,689 $70,653
Anticipated Hiring Range $48,726 - commensurate with qualifications
Location of Vacancy Columbia, SC On-site
Part/Full Time Full Time
Hours per Week 37.5
Work Schedule
* Standard working schedule: 8:30am – 5:00pm
* Must be willing to work a flexible schedule to meet the needs of the department.
Basis 12 months
Job Search Category Human Resources/Legal
About USC
About University of South Carolina
From the Upstate to the Lowcountry, the University of South Carolina system is transforming the lives of South Carolinians through the impact of our eight institutions and 20 locations throughout the state. More than 50,000 students are enrolled at one of eight institutions, including the research campus in Columbia and comprehensive four-year universities in Aiken, Upstate and Beaufort. In addition, our Palmetto College campuses in Salkehatchie, Union, Lancaster and Sumter enable students to earn associate or bachelor’s degrees through a combination of in-person, online or blended learning. All of our system institutions place strong emphasis on service — helping to build healthier, more educated communities in South Carolina and beyond.
Veterans' Preference Statement
The University of South Carolina is committed to equal opportunity and proudly values the skills and experience military veterans bring to our workforce. Across South Carolina, we are making veterans a priority for employment and recognize their vital contributions to our state and our communities.
Benefits for FTE Positions
The University of South Carolina (USC), through the State of SC and Public Employee Benefit Authority (PEBA), offers employees a valuable benefits package, including health and life insurance, generous paid leave and retirement programs. To learn more about USC benefits, access the "Working at USC" section on the Applicant Portal. Research Grant or Time-limited positions may be eligible for all, some, or no benefits, based on the grant or project funding.
Advertised Job Summary
Under general supervision, the Onboarding Human Resources Specialist reports to the Senior Director of Human Resources & Finance and plays a critical role in advancing the Division of Development’s strategic goals by delivering a consistent, supportive, and engaging onboarding experience for new employees. This position is responsible for designing, coordinating, and maintaining a comprehensive onboarding program that equips new hires with the tools, resources, and guidance necessary for a successful transition into their roles and to promote long-term growth and retention within the division.
Serving as the primary point of contact and concierge for newly hired staff, the Onboarding Specialist manages both pre‑ and post‑hire onboarding activities, ensuring a seamless and welcoming experience from offer acceptance through full integration into the organization. In close collaboration with hiring managers, division supervisors, and Human Resources team members, this role facilitates timely onboarding activities, tracks progress, and ensures employees achieve a quick and effective start.
The Onboarding Specialist also supports divisional operations by coordinating employee personnel changes, ensuring accurate and timely updates within HR and financial systems, and assisting the Senior Director with financial processes and transactional accuracy. Additionally, this position assists in the coordination of the Employee Performance Management System (EPMS) process for assigned programs, tracking employee review timelines and submissions. As a member of the University Development team, the Onboarding Specialist operates within established departmental systems and procedures to ensure consistent, efficient, and well-coordinated services across the division.
Job Related Minimum Required Education and Experience
Requires a bachelor’s degree in a job related field and 2 or more years of job related experience, which may be substituted by an equivalent combination of job related certification, training, education, and/or experience.
Preferred Qualifications
* Bachelor’s degree and 2 or more years of related experience in human resources or onboarding programs.
* Must have above average skills with Microsoft Professional Package, i.e. Word, Excel, PowerPoint, and Outlook.
* Familiarity with or ability to learn USC policies, procedures, and systems.
Knowledge/Skills/Abilities
* Knowledge of human resources principles and employee onboarding and offboarding practices, with a focus on employee engagement and retention
* Experience using HR systems such as PeopleAdmin, PeopleSoft, or similar applicant tracking and HRIS platforms
* Strong organizational skills with the ability to manage multiple priorities, timelines, and detailed processes
* Excellent written and verbal communication skills, with a customer‑service approach and the ability to interact professionally with employees at all levels
* Ability to collaborate effectively with hiring managers, supervisors, HR partners, and senior leadership
* Working knowledge of employee performance management processes and review cycles
* Attention to detail and ability to maintain accurate records and confidential personnel information
* Proficiency with Microsoft Office tools (Outlook, Word, Excel, Teams) and ability to learn new systems quickly
* Professional judgment, discretion, and commitment to confidentiality
* Must have the ability to think analytically and maintain complex filing systems.
* Willingness to participate in ongoing training and professional development
* Ability to establish and maintain effective working relationships throughout the university.
* Must be able to exercise diplomacy and tact in interactions with others.
Job Duties
1. Onboarding and Offboarding Program Coordination:
Designs, implements, and continuously updates a comprehensive onboarding and offboarding program for Division of Development employees. Serves as a concierge and primary point of contact for new hires, ensuring a smooth and welcoming transition through pre‑hire and post‑hire stages. Coordinates and facilitates orientations, introductory meetings, and collaborative connections within the colleges, schools, and partner units. Acts as a liaison to address employee onboarding inquiries, providing guidance and resources to ensure a positive and engaging experience. Develops and maintains effective offboarding processes for employee transfers and separations. Provides consultative support to hiring managers throughout the onboarding lifecycle. Creates and administers structured 30/60/90‑day check‑in surveys for new hires and hiring managers to support engagement, performance alignment, and retention.
Essential Function Yes
Percentage of Time 30%
2. Human Resources Systems, Staffing, and Personnel Actions:
Initiates and processes human resources actions using PeopleAdmin and PeopleSoft systems. Collaborates with the HR Service Team and Class & Compensation to update and align position descriptions with role‑specific requirements. Initiates pay actions, staffing changes, and employee updates as needed. Initiates I‑9 employment eligibility verification and tracks pre‑hire requirements for newly hired employees. Provides timely updates to senior budget analysis regarding HR actions to support fiscal alignment and planning. Maintains accurate and compliant position and employee personnel files in accordance with audit and records retention requirements. Initiates hire actions for hourly student employees, temporary staff, and affiliates as required.
Essential Function Yes
Percentage of Time 25%
3. Employee Performance Management System (EPMS) Coordination:
Assists with tracking and monitoring the Division’s EPMS review process, including probationary review timelines and the Division’s universal annual review cycle. Reviews updates to institutional EPMS procedures and supports implementation of required changes. Assists in coordinating and delivering annual EPMS training and procedural updates for supervisors prior to the Division’s universal review date, promoting compliance, consistency, and effective performance management practices.
Essential Function Yes
Percentage of Time 20%
4. Administrative and Financial Support:
Provides comprehensive administrative and operational support to the Senior Director. Prepares and distributes electronic correspondence, communications, and memoranda to new employees, existing staff, and business partners. Processes travel reimbursements, check requests, and other financial transactions in alignment with University and Division policies. Assists with tracking purchasing activities and processing invoices as requested. Schedules and coordinates meetings using Microsoft Teams or in person, prepares agendas as appropriate, and supports meeting logistics. Coordinates ordering of nameplates, business cards, and workplace aesthetics as needed. Maintains personnel and administrative files with accuracy and confidentiality.
Essential Function Yes
Percentage of Time 15%
5. Employee Support, Systems Assistance, and Professional Development:
Supports employees and supervisors with PeopleSoft, Employee Self‑Service, Time and Absence, and other applicable systems. Serves as a resource for basic system navigation and process questions to enhance efficiency and user confidence. Participates in required workshops, staff meetings, and professional development opportunities to maintain current knowledge of HR practices, systems, and policies.
Essential Function Yes
Percentage of Time 5%
6. Other Job Duties as Assigned:
Performs other related duties as assigned in support of the Division’s human resources and operational objectives.
Essential Function No
Percentage of Time 5%
Position Attributes
Employees in Safety-Sensitive or Security-Sensitive positions will be subject to pre-employment and post-employment drug testing in accordance with University policy HR 1.95 Drug and Alcohol Testing.
Safety Sensitive or Security Sensitive No
Hazardous weather category Non-Essential
Posting Detail Information
Number of Vacancies 1
Desired Start Date 06/01/2026
Job Open Date 05/01/2026
Job Close Date 05/08/2026
Open Until Filled No
Special Instructions to Applicant
Positions are advertised for a minimum of five (5) business days on our job website. After five (5) business days, positions can be closed at the discretion of the department at any time. This employment site is updated on a regular basis. The length of the recruitment and screening process may vary from position to position, depending upon a variety of factors. Should review of your qualifications result in a decision to pursue your candidacy, you will be contacted by phone or email.
We are only accepting applications submitted by May 8, 2026.
The University of South Carolina offers a valuable benefits package including but not limited to:
Health and Life Insurance
Retirement Programs
Paid Tuition
Dependent Scholarships
Annual Leave
Sick Leave
13 Paid Holidays (including an extended December holiday)
Paid Parental Leave
* Professional Development Opportunities
EEO Statement
The University of South Carolina does not discriminate in educational or employment opportunities or decisions for qualified persons on the basis of age, ancestry, citizenship status, color, disability, ethnicity, familial status, gender (including transgender), gender identity or expression, genetic information, HIV/AIDs status, military status, national origin, pregnancy (false pregnancy, termination of pregnancy, childbirth, recovery therefrom or related medical conditions, breastfeeding), race, religion (including religious dress and grooming practices), sex, sexual orientation, veteran status, or any other bases under federal, state, local law, or regulations.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a People Operations Specialist
Translate HR credentials into PERM language
PERM job requirements must match your actual qualifications. If your degree is in a field adjacent to HR, like organizational psychology or business administration, document how your coursework maps directly to the People Operations role the employer will define.
Search Migrate Mate for sponsoring employers
Use Migrate Mate to filter People Operations Specialist roles by employers with green card filing history. This surfaces companies that have completed PERM and I-140 filings before, cutting out employers who have never navigated the process.
Target companies above 500 employees first
Larger organizations with dedicated legal or HR compliance teams are far more equipped to absorb PERM timelines and costs. Mid-size tech, healthcare, and financial services firms with in-house HR departments regularly sponsor People Operations roles.
Check prevailing wage early using OFLC Wage Search
Your employer must offer at least the DOL prevailing wage for your geographic area and job zone. Look up the rate on OFLC Wage Search before negotiating an offer so you know whether the proposed salary satisfies the EB-2 or EB-3 wage floor.
Ask HR teams about their PERM filing experience
During interviews or offer negotiations, ask directly whether the company has filed PERM for People Operations roles before. Employers who have sponsored comparable positions move faster and face fewer documentation surprises than those sponsoring for the first time.
People Operations Specialist jobs are hiring across the US. Find yours.
Find People Operations Specialist JobsPeople Operations Specialist Green Card Sponsorship: Frequently Asked Questions
Does a People Operations Specialist role qualify for EB-2 or EB-3 sponsorship?
Most People Operations Specialist positions qualify under EB-3 as professional roles requiring at least a bachelor's degree. If the employer defines the role as requiring an advanced degree, or if you hold a master's degree and the position reflects that level of specialization, EB-2 may apply. The classification depends on how the employer writes the PERM job requirements, not the job title alone.
How does green card sponsorship differ from H-1B sponsorship for this role?
Green card sponsorship through PERM and I-140 leads to permanent residency, while H-1B is a temporary status requiring renewals. There is no annual lottery for EB-3 green card filings the way there is for H-1B, and the employer's obligation runs through the I-140 approval. The tradeoff is timeline: PERM labor certification alone can take six to eighteen months before USCIS even adjudicates the I-140 petition.
What does the PERM process look like for People Operations roles?
Your employer files an Application for Permanent Employment Certification with DOL, documenting that no qualified U.S. worker is available for the role. For People Operations Specialists, DOL typically assigns a Standard Occupational Classification code tied to HR specialists. The employer must run recruitment, document results, and submit the certified PERM before filing the I-140 immigrant petition with USCIS on your behalf.
How do I find employers who have sponsored green cards for HR or People Operations roles before?
Migrate Mate aggregates PERM and I-140 filing data so you can filter job listings by employers with a documented history of sponsoring People Operations or HR Specialist roles. This is more reliable than asking in job postings, which rarely disclose sponsorship history. Targeting employers who have completed the process before significantly reduces the risk of a sponsorship commitment that stalls after an offer.
Can I switch employers after my PERM is certified but before I get my green card?
Once your I-140 is approved and your priority date is current, you may be able to port to a new employer in a same or similar occupational classification under AC21 portability rules. For People Operations Specialists, the new role generally needs to match HR-related job duties. Changing employers before I-140 approval requires restarting the PERM process entirely with the new employer.
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