Green Card People Partner Jobs
People Partner jobs with green card sponsorship follow the EB-2 or EB-3 path: your employer files a PERM labor certification with DOL, then an I-140 petition with USCIS, before you adjust status or complete consular processing to reach lawful permanent residence. Per-country backlogs apply.
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Get Access To All JobsAbout us:
At Viasat, the work you do helps people stay connected in ways that matter, from everyday moments to critical missions across air, land, sea, and space.
We’re a place for people who are curious, bold, and motivated by meaningful work. Here, you'll have the opportunity to make an impact, explore new possibilities, and grow your career in ways that align with your interests and goals. When you're ready to take on something new, you'll find leaders who support your development and help you turn your ambition into action.
WHAT YOU'LL DO:
We are thrilled to announce an exciting opportunity for a People Solutions Partner to join our dynamic team in Tempe, AZ! This is a hybrid, site-based role that offers the perfect blend of office collaboration and remote flexibility. Employees will work from our Tempe office at least 3 days (60%) per week within a standard five-day workweek, with the remaining days worked remotely.
The People Solutions Partner is a critical location-aligned role within the People & Culture organization, serving as a trusted advisor to managers and employees across assigned business groups and geographies. In partnership with Strategic Business Partners, Centers of Excellence (COEs), Legal, and People Operations, you will deliver practical and compliant people solutions that support employee experience and business objectives.
In this role, you will independently manage employee relations matters, advise leaders on performance and talent-related issues, support organizational and workforce changes, and ensure consistent application of company policies and practices. You will leverage your HR expertise and business acumen to identify solutions, mitigate risk, and support leaders in making informed people decisions.
Operating within a fast-paced, global environment, you will help translate enterprise people programs into effective local execution while balancing business needs, employee experience, and compliance requirements.
ACT AS A TRUSTED PEOPLE SOLUTIONS PARTNER
- Provide guidance and consultation to managers and employees on a broad range of people-related matters, including performance management, employee relations, policy interpretation, workforce changes, and employee lifecycle events.
- Support leaders in applying company policies and practices consistently while ensuring compliance with applicable employment laws and regulatory requirements.
- Partner with Strategic Business Partners, COEs, Legal, and People Operations to address complex people matters and ensure a consistent employee experience.
- Support the implementation of global and regional people programs, providing local expertise and feedback regarding employee impact and operational effectiveness.
- Guide leaders through annual people processes, including performance management, talent reviews, compensation cycles, and employee communications.
- Build trusted relationships with leaders and employees by providing practical, responsive, and business-focused support.
EMPLOYEE RELATIONS & COMPLIANCE
- Independently manage employee relations matters, including workplace concerns, misconduct allegations, disciplinary actions, performance interventions, accommodations, and investigations.
- Conduct timely and thorough investigations, document findings, assess risk, and recommend appropriate actions in partnership with Legal and senior People & Culture stakeholders when required.
- Maintain a strong working knowledge of employment laws, regulations, and compliance requirements within supported jurisdictions.
- Identify and escalate potential legal, compliance, or employee experience risks and partner with appropriate stakeholders to develop mitigation strategies.
- Support workforce actions such as reorganizations, reductions in force, employee transitions, and other organizational changes while ensuring compliance and consistency.
- Ensure accurate documentation and case management practices are maintained in accordance with company standards.
ORGANIZATIONAL EFFECTIVENESS & CHANGE SUPPORT
- Consult with leaders to diagnose people challenges, identify root causes, and recommend practical and compliant solutions.
- Support organizational changes, workforce planning activities, and business transformation initiatives by helping leaders navigate change and implement people-related decisions effectively.
- Analyze people data, workforce trends, and business insights to identify risks, opportunities, and areas for improvement.
- Participate in cross-functional projects and initiatives designed to improve employee experience, organizational effectiveness, and operational efficiency.
- Provide observations and recommendations that help leaders make informed people decisions.
TALENT & EMPLOYEE EXPERIENCE
- Support talent review, succession planning, and development activities within assigned client groups.
- Coach managers on performance management, employee development, feedback, recognition, and accountability practices.
- Partner with leaders to evaluate employee engagement trends and implement actions that strengthen culture, inclusion, and retention.
- Promote a positive employee experience by providing balanced, solutions-oriented support that considers both employee and business needs.
- Support local talent initiatives and capability-building efforts that strengthen organizational effectiveness and workforce performance.
POSITION COMPLEXITY & SUPERVISION COMPLEXITY
- Works on and may lead projects of diverse scope with limited supervision.
- Applies professional judgment and HR expertise to resolve a variety of employee and business challenges.
- Recommends solutions and approaches that align with company objectives, policies, and compliance requirements.
SUPERVISION
- Works autonomously on day-to-day assignments with minimal guidance.
- Resolves well-defined and moderately complex problems by evaluating options, applying established practices, and collaborating with appropriate stakeholders.
- Escalates highly complex, sensitive, or high-risk matters when appropriate.
LEADERSHIP & INFLUENCE
- Influences outcomes through expertise, collaboration, and effective communication.
- Builds strong partnerships across People & Culture, leadership teams, and business stakeholders.
- May provide guidance, training, or mentoring to less experienced team members.
- Contributes to the success of cross-functional projects and continuous improvement initiatives.
WHAT YOU'LL NEED:
EDUCATION & EXPERIENCE
- Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent combination of education and experience.
- Typically 4-7 years of progressive HR experience, including employee relations, performance management, and business-facing HR support.
FUNCTIONAL EXPERTISE
- Experience managing employee relations matters, workplace investigations, performance concerns, and sensitive employee situations.
- Strong understanding of employment laws, compliance requirements, and HR best practices.
- Demonstrated ability to balance business needs, employee experience, and compliance considerations when making recommendations.
COMMUNICATION & INFLUENCE
- Strong written, verbal, facilitation, and consultation skills.
- Ability to build trust and credibility with managers, employees, and cross-functional stakeholders.
- Ability to navigate challenging conversations and influence decisions through sound judgment and data-driven recommendations.
ANALYTICAL SKILLS
- Ability to interpret workforce data, identify trends, and translate insights into practical recommendations and actions.
- Strong problem-solving skills with the ability to identify root causes and implement effective solutions.
TECHNICAL SKILLS
- Experience working with Human Resources Information Systems (HRIS) and case management platforms such as Workday, ServiceNow, or similar technologies.
- Proficiency with Microsoft Office applications and reporting tools.
WHAT WILL HELP YOU ON THE JOB:
- Experience supporting employees and leaders within a global organization.
- HR experience within the technology, communications, aerospace, defense, or related industries.
- Experience partnering across multiple regions, jurisdictions, or employee populations.
- HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent) preferred.
- Experience working in an AI forward HR Organization including utilizing a ticketing system such as ServiceNow.
- Experience with Navex case management system.
SALARY RANGE:
- Salary range: $79,000.00 - $124,000.00 / annually. For specific work locations within San Jose, the San Francisco Bay area and New York City metropolitan area, the base pay range for this role is $97,500.00 - $146,500.00 / annually. At Viasat, we consider many factors when it comes to compensation, including the scope of the position as well as your background and experience. Base pay may vary depending on job-related knowledge, skills, and experience. Additional cash or stock incentives may be provided as part of the compensation package, in addition to a range of medical, financial, and/or other benefits, dependent on the position offered. Learn more about Viasat’s comprehensive benefit offerings that are focused on your holistic health and wellness.
Viasat is proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, ancestry, physical or mental disability, medical condition, marital status, genetics, age, or veteran status or any other applicable legally protected status or characteristic. If you would like to request an accommodation on the basis of disability for completing this online application, please click here.
About us:
At Viasat, the work you do helps people stay connected in ways that matter, from everyday moments to critical missions across air, land, sea, and space.
We’re a place for people who are curious, bold, and motivated by meaningful work. Here, you'll have the opportunity to make an impact, explore new possibilities, and grow your career in ways that align with your interests and goals. When you're ready to take on something new, you'll find leaders who support your development and help you turn your ambition into action.
WHAT YOU'LL DO:
We are thrilled to announce an exciting opportunity for a People Solutions Partner to join our dynamic team in Tempe, AZ! This is a hybrid, site-based role that offers the perfect blend of office collaboration and remote flexibility. Employees will work from our Tempe office at least 3 days (60%) per week within a standard five-day workweek, with the remaining days worked remotely.
The People Solutions Partner is a critical location-aligned role within the People & Culture organization, serving as a trusted advisor to managers and employees across assigned business groups and geographies. In partnership with Strategic Business Partners, Centers of Excellence (COEs), Legal, and People Operations, you will deliver practical and compliant people solutions that support employee experience and business objectives.
In this role, you will independently manage employee relations matters, advise leaders on performance and talent-related issues, support organizational and workforce changes, and ensure consistent application of company policies and practices. You will leverage your HR expertise and business acumen to identify solutions, mitigate risk, and support leaders in making informed people decisions.
Operating within a fast-paced, global environment, you will help translate enterprise people programs into effective local execution while balancing business needs, employee experience, and compliance requirements.
ACT AS A TRUSTED PEOPLE SOLUTIONS PARTNER
- Provide guidance and consultation to managers and employees on a broad range of people-related matters, including performance management, employee relations, policy interpretation, workforce changes, and employee lifecycle events.
- Support leaders in applying company policies and practices consistently while ensuring compliance with applicable employment laws and regulatory requirements.
- Partner with Strategic Business Partners, COEs, Legal, and People Operations to address complex people matters and ensure a consistent employee experience.
- Support the implementation of global and regional people programs, providing local expertise and feedback regarding employee impact and operational effectiveness.
- Guide leaders through annual people processes, including performance management, talent reviews, compensation cycles, and employee communications.
- Build trusted relationships with leaders and employees by providing practical, responsive, and business-focused support.
EMPLOYEE RELATIONS & COMPLIANCE
- Independently manage employee relations matters, including workplace concerns, misconduct allegations, disciplinary actions, performance interventions, accommodations, and investigations.
- Conduct timely and thorough investigations, document findings, assess risk, and recommend appropriate actions in partnership with Legal and senior People & Culture stakeholders when required.
- Maintain a strong working knowledge of employment laws, regulations, and compliance requirements within supported jurisdictions.
- Identify and escalate potential legal, compliance, or employee experience risks and partner with appropriate stakeholders to develop mitigation strategies.
- Support workforce actions such as reorganizations, reductions in force, employee transitions, and other organizational changes while ensuring compliance and consistency.
- Ensure accurate documentation and case management practices are maintained in accordance with company standards.
ORGANIZATIONAL EFFECTIVENESS & CHANGE SUPPORT
- Consult with leaders to diagnose people challenges, identify root causes, and recommend practical and compliant solutions.
- Support organizational changes, workforce planning activities, and business transformation initiatives by helping leaders navigate change and implement people-related decisions effectively.
- Analyze people data, workforce trends, and business insights to identify risks, opportunities, and areas for improvement.
- Participate in cross-functional projects and initiatives designed to improve employee experience, organizational effectiveness, and operational efficiency.
- Provide observations and recommendations that help leaders make informed people decisions.
TALENT & EMPLOYEE EXPERIENCE
- Support talent review, succession planning, and development activities within assigned client groups.
- Coach managers on performance management, employee development, feedback, recognition, and accountability practices.
- Partner with leaders to evaluate employee engagement trends and implement actions that strengthen culture, inclusion, and retention.
- Promote a positive employee experience by providing balanced, solutions-oriented support that considers both employee and business needs.
- Support local talent initiatives and capability-building efforts that strengthen organizational effectiveness and workforce performance.
POSITION COMPLEXITY & SUPERVISION COMPLEXITY
- Works on and may lead projects of diverse scope with limited supervision.
- Applies professional judgment and HR expertise to resolve a variety of employee and business challenges.
- Recommends solutions and approaches that align with company objectives, policies, and compliance requirements.
SUPERVISION
- Works autonomously on day-to-day assignments with minimal guidance.
- Resolves well-defined and moderately complex problems by evaluating options, applying established practices, and collaborating with appropriate stakeholders.
- Escalates highly complex, sensitive, or high-risk matters when appropriate.
LEADERSHIP & INFLUENCE
- Influences outcomes through expertise, collaboration, and effective communication.
- Builds strong partnerships across People & Culture, leadership teams, and business stakeholders.
- May provide guidance, training, or mentoring to less experienced team members.
- Contributes to the success of cross-functional projects and continuous improvement initiatives.
WHAT YOU'LL NEED:
EDUCATION & EXPERIENCE
- Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent combination of education and experience.
- Typically 4-7 years of progressive HR experience, including employee relations, performance management, and business-facing HR support.
FUNCTIONAL EXPERTISE
- Experience managing employee relations matters, workplace investigations, performance concerns, and sensitive employee situations.
- Strong understanding of employment laws, compliance requirements, and HR best practices.
- Demonstrated ability to balance business needs, employee experience, and compliance considerations when making recommendations.
COMMUNICATION & INFLUENCE
- Strong written, verbal, facilitation, and consultation skills.
- Ability to build trust and credibility with managers, employees, and cross-functional stakeholders.
- Ability to navigate challenging conversations and influence decisions through sound judgment and data-driven recommendations.
ANALYTICAL SKILLS
- Ability to interpret workforce data, identify trends, and translate insights into practical recommendations and actions.
- Strong problem-solving skills with the ability to identify root causes and implement effective solutions.
TECHNICAL SKILLS
- Experience working with Human Resources Information Systems (HRIS) and case management platforms such as Workday, ServiceNow, or similar technologies.
- Proficiency with Microsoft Office applications and reporting tools.
WHAT WILL HELP YOU ON THE JOB:
- Experience supporting employees and leaders within a global organization.
- HR experience within the technology, communications, aerospace, defense, or related industries.
- Experience partnering across multiple regions, jurisdictions, or employee populations.
- HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent) preferred.
- Experience working in an AI forward HR Organization including utilizing a ticketing system such as ServiceNow.
- Experience with Navex case management system.
SALARY RANGE:
- Salary range: $79,000.00 - $124,000.00 / annually. For specific work locations within San Jose, the San Francisco Bay area and New York City metropolitan area, the base pay range for this role is $97,500.00 - $146,500.00 / annually. At Viasat, we consider many factors when it comes to compensation, including the scope of the position as well as your background and experience. Base pay may vary depending on job-related knowledge, skills, and experience. Additional cash or stock incentives may be provided as part of the compensation package, in addition to a range of medical, financial, and/or other benefits, dependent on the position offered. Learn more about Viasat’s comprehensive benefit offerings that are focused on your holistic health and wellness.
Viasat is proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, ancestry, physical or mental disability, medical condition, marital status, genetics, age, or veteran status or any other applicable legally protected status or characteristic. If you would like to request an accommodation on the basis of disability for completing this online application, please click here.
See all 177+ Green Card People Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card People Partner Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in People Partner
Document your HR credentials before applying
Gather transcripts, professional certifications like SHRM-CP or PHR, and reference letters that confirm your progressive HR experience. EB-3 requires at least two years of experience, while EB-2 requires an advanced degree or a bachelor's plus five years of progressive experience.
Find sponsors through Migrate Mate
Search Migrate Mate to identify employers with verified employment-based green card sponsorship history for People Partner roles, filtered by city and industry. This saves significant time compared to cold-applying to companies with no PERM filing track record.
Target mid-size and enterprise employers strategically
Companies with dedicated HR departments and established immigration counsel are far more likely to sponsor PERM for a People Partner than early-stage startups. Look for organizations that already have HR business partner structures, since your role fits a recognized headcount need.
Verify your prevailing wage category early
Use the OFLC Wage Search to check the prevailing wage for a People Partner or HR Business Partner at the SOC code your employer will use. If the offered salary falls below the DOL Level I or II threshold, the PERM application cannot be filed.
Understand the PERM recruitment test requirements
Your employer must run a DOL-mandated recruitment process, including job postings and good-faith efforts to hire qualified U.S. workers, before filing the PERM. Any gap in that documentation can trigger an audit, so push for a written recruitment timeline at the offer stage.
Track your priority date if your country has backlogs
Once your I-140 is approved, your priority date is set. Nationals from high-demand countries like India and China face significant per-country backlog waits before an immigrant visa number becomes available. Check the USCIS Visa Bulletin monthly to understand your position in the queue.
Green Card People Partner: Frequently Asked Questions
Does a People Partner role qualify for EB-2 or EB-3 green card sponsorship?
Most People Partner positions qualify under EB-2 if you hold a master's degree in HR, organizational psychology, or a related field, or a bachelor's degree plus at least five years of progressive HR experience. EB-3 covers professionals with a bachelor's degree. The employer documents the role's requirements in the PERM labor certification filed with DOL.
How is green card sponsorship different from H-1B sponsorship for this role?
H-1B visa grants temporary status tied to that employer, with no lottery for some categories but a cap and annual registration for the standard cap. A green card through PERM leads to lawful permanent residence. The process is longer: DOL labor certification, then USCIS I-140, then adjustment of status or consular processing, plus per-country priority date backlogs for some nationalities.
How do I find employers who will sponsor a green card for a People Partner role?
Migrate Mate lists employers with verified employment-based green card sponsorship history, searchable by role and location. This is more reliable than inferring intent from job postings, since most job descriptions don't state PERM sponsorship explicitly. Focus on mid-size companies and enterprises with established HR structures, as they're more likely to have the infrastructure to manage a multi-year PERM process.
Can I change employers after my PERM is filed?
You can port to a new employer once your I-485 adjustment-of-status application has been pending for 180 days or more, provided the new role is in the same or a similar occupation under AC21 portability. A priority date from an approved I-140 can also carry over to a new employer's petition, so preserving that date is worth discussing with your attorney before making a move.
What documents should I prepare before asking an employer to sponsor my green card?
Compile your academic transcripts, any HR certifications such as SHRM-CP or PHR, and performance reviews or reference letters that demonstrate progressive responsibility in HR business partner functions. For EB-2, you'll also need documentation of your advanced degree or evidence of five years of qualifying experience. Having these ready before the offer stage speeds up the PERM preparation process.