Green Card Planning Consultant Jobs
Planning Consultant 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. EB-2 covers advanced-degree professionals; EB-3 covers candidates with a bachelor's degree or two or more years of qualifying experience. Priority-date backlogs vary by country of birth.
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Get Access To All JobsINTRODUCTION
Xcel Energy (NASDAQ: XEL) is a leading energy provider and Fortune 500 company, dedicated to serving millions of electricity and natural gas customers across eight states: Minnesota, Colorado, Wisconsin, Michigan, North Dakota, South Dakota, New Mexico and Texas. We make energy work better for our customers, helping them thrive every day. That means always raising the bar - delivering better service and providing more reliable, resilient, and sustainable energy.
Xcel Energy is a place where you’ll have opportunities to grow, expand your skills, and help lead the clean energy transition. We offer meaningful rewards, recognition, and support to help you build your career and make an impact - both on the job and beyond. Most importantly, it means you’ll be joining a company that knows employees are the driving force behind its success and is committed to helping you be your best.
Xcel Energy supports a hybrid work model to enable collaboration and flexibility. Many roles are expected to work onsite three days per week (Tuesday–Thursday); however, work location expectations vary based on role, team, and business needs.
Position Summary
The Senior Consultant, HR Planning & Enablement turns Human Resources + Employee Services (HR+ES) priorities into well-managed programs, integrated plans, clear milestones, and measurable results. The role provides the planning, portfolio, financial and execution discipline that helps HR leaders and teams deliver consistently across functions.
The role manages operating reviews, selected cross-functional programs, portfolio and resource visibility, performance measures, and repeatable enablement approaches. It coordinates stakeholders, identifies competing priorities and dependencies, supports financial and resource planning, and strengthens processes and ways of working so leaders have the information and structure needed to make decisions and sustain progress.
Success comes from making complex work easier to execute, creating visibility and accountability without unnecessary bureaucracy, and building practical tools, routines, and continuous improvement practices that strengthen outcomes across HR+ES.
Essential Responsibilities
Program & Project Management:
- Manage selected HR+ES programs from definition through implementation to support timely, coordinated delivery.
- Build and maintain integrated program plans, milestones, roles, decision points, risks, dependencies, and follow-up actions.
- Coordinate stakeholders and workstreams across HRBPs, COEs, Shared Services/Operations, and other HR+ES and enterprise partners.
- Identify barriers, risks, and decisions requiring leadership attention and facilitate timely resolution.
- Reinforce clear ownership and accountability for commitments and delivery.
Performance Management & Operating Reviews:
- Manage the Monthly Operating Review (MOR) and related performance forums to provide leaders with consistent visibility to progress, performance, risks, and results.
- Coordinate inputs across HR+ES and strengthen the quality, clarity, and business relevance of insights presented.
- Connect measures and performance information across functions to highlight emerging themes, implications, and areas requiring leadership attention.
- Track decisions, commitments, risks, and follow-up actions to reinforce accountability.
- Support a consistent operating rhythm that enables leaders to move from performance insight to action.
Strategy Execution & Portfolio Coordination:
- Maintain an integrated view of HR+ES priorities, including sponsors, owners, milestones, dependencies, risks, resource needs, financial considerations, and expected outcomes.
- Identify competing commitments, capacity constraints, and cross-functional dependencies.
- Provide visibility needed to support leadership sequencing, resource, and investment decisions.
- Partner to support budget planning, forecasting, resource management, and financial reviews.
- Connect financial and resource information to portfolio priorities and execution.
Design Enablement Programs:
- Provide program and project management for selected HR+ES priorities requiring coordination across multiple functions.
- Connect approved organization design and effectiveness priorities to the integrated HR+ES portfolio.
- Build integrated plans and milestone views and coordinate participating HR functions and partners.
- Track dependencies, decisions, risks, resources, and commitments and coordinate implementation readiness across HR workstreams.
Ensure the appropriate capability owner is engaged while HRBPs and business leaders retain organization design decisions.
Measurement, Analytics & Business Insight:
- Partner with Workforce Planning & Analytics and initiative/functional owners to use agreed measures and insights in HR+ES performance reviews.
- Connect results and insights across functions to provide a more integrated view of performance.
- Identify implications, trends, and areas requiring increased visibility or follow-through.
- Translate data and performance information into clear insights that support leadership discussions and decisions.
- Leverage existing functional analytics products while maintaining ownership of those products within the accountable function.
Process, Tools & Continuous Improvement:
- Identify opportunities to simplify work, improve consistency, and strengthen operational effectiveness across HR+ES.
- Create repeatable processes, tools, and ways of working that improve execution and enable more consistent outcomes.
- Support adoption of continuous improvement practices and operational enhancements across HR+ES.
- Improve processes and ways of working to strengthen outcomes for leaders, employees, and HR teams.
- Partner with functional owners where specialized methodologies or capabilities are required.
MINIMUM REQUIREMENTS
- Bachelor's degree in Business Administration, Human Resources, Organizational Effectiveness, Project Management, or a related field, or an equivalent combination of education and experience.
- At least 5 years of related experience in HR, program or project management, strategy execution, operations, organizational effectiveness, consulting, analytics, finance, or continuous improvement.
- Demonstrated ability to manage cross-functional projects or programs from planning through implementation and follow-through.
- Experience organizing and communicating data, risks, decisions, and progress for leadership audiences.
- Strong facilitation, stakeholder management, written communication, and organizational skills.
- Ability to manage multiple priorities independently and bring structure to ambiguous work.
PREFERRED QUALIFICATIONS
- Experience supporting strategic planning, operating reviews, organization design, workforce transformation, or HR implementation programs.
- Project Management Professional (PMP), Certified Associate in Project Management (CAPM), Lean Six Sigma, Prosci, or comparable experience.
- Experience in a large, complex, or regulated organization.
- Experience creating executive presentations, dashboards, playbooks, or implementation tools.
Our culture is grounded in shared values and employee commitments that guide how we work, support one another, and grow together.
Our Values
Connected, Committed, Trustworthy, Safe
Our Employee Commitments
- Work that makes a difference
- A team you can count of
- Opportunities to grow
- Rewards that help you thrive
Xcel Energy provides job applicants reasonable accommodations for disabilities throughout the application process. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form.
Non-Bargaining
The anticipated starting base pay for this position is: $84,900.00 to $125,000.00 per year
This position is eligible for the following benefits: Annual Incentive Program, Medical/Pharmacy Plan, Dental, Vision, Life Insurance, Dependent Care Flexible Spending Account, Health Care Flexible Spending Account, Health Savings Account (HSA) (if enrolled in eligible health plan), Limited-Purpose FSA (if enrolled in eligible health plan and HSA), Transportation Reimbursement Account, Short-term disability (STD), Long-term disability (LTD), Employee Assistance Program (EAP), Fitness Center Reimbursement (if enrolled in eligible health plan), Tuition reimbursement, Transit programs, Employee recognition program, Pension, 401(k) plan, Paid time off (PTO), Holidays, Volunteer Paid Time Off (VPTO), Parental Leave.
Benefit plans are subject to change and Xcel Energy has the right to end, suspend, or amend any of its plans, at any time, in whole or in part.
In any materials you submit, you may redact or remove age-identifying information including but not limited to dates of school attendance and graduation. You will not be penalized for redacting or removing this information.
Deadline to Apply: 11/21/26
EEO is the Law (PDF) | Equal Opportunity Statement (PDF) | Employee Rights (PDF)
All Xcel Energy employees and contractors share responsibility for protecting the company's information and systems by adhering to cybersecurity policies, standards, and best practices, recognizing that cybersecurity is everyone's responsibility.
Accessibility Statement
Xcel Energy endeavors to make https://www.xcelenergy.com and https://jobs.xcelenergy.com accessible to any and all users. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form. For any other application related questions, including application follow-ups or technical issues, please use our Recruiting Assistance, Electra, for assistance. Electra can be found in the lower right-hand corner of our Xcel Energy Careers site.
INTRODUCTION
Xcel Energy (NASDAQ: XEL) is a leading energy provider and Fortune 500 company, dedicated to serving millions of electricity and natural gas customers across eight states: Minnesota, Colorado, Wisconsin, Michigan, North Dakota, South Dakota, New Mexico and Texas. We make energy work better for our customers, helping them thrive every day. That means always raising the bar - delivering better service and providing more reliable, resilient, and sustainable energy.
Xcel Energy is a place where you’ll have opportunities to grow, expand your skills, and help lead the clean energy transition. We offer meaningful rewards, recognition, and support to help you build your career and make an impact - both on the job and beyond. Most importantly, it means you’ll be joining a company that knows employees are the driving force behind its success and is committed to helping you be your best.
Xcel Energy supports a hybrid work model to enable collaboration and flexibility. Many roles are expected to work onsite three days per week (Tuesday–Thursday); however, work location expectations vary based on role, team, and business needs.
Position Summary
The Senior Consultant, HR Planning & Enablement turns Human Resources + Employee Services (HR+ES) priorities into well-managed programs, integrated plans, clear milestones, and measurable results. The role provides the planning, portfolio, financial and execution discipline that helps HR leaders and teams deliver consistently across functions.
The role manages operating reviews, selected cross-functional programs, portfolio and resource visibility, performance measures, and repeatable enablement approaches. It coordinates stakeholders, identifies competing priorities and dependencies, supports financial and resource planning, and strengthens processes and ways of working so leaders have the information and structure needed to make decisions and sustain progress.
Success comes from making complex work easier to execute, creating visibility and accountability without unnecessary bureaucracy, and building practical tools, routines, and continuous improvement practices that strengthen outcomes across HR+ES.
Essential Responsibilities
Program & Project Management:
- Manage selected HR+ES programs from definition through implementation to support timely, coordinated delivery.
- Build and maintain integrated program plans, milestones, roles, decision points, risks, dependencies, and follow-up actions.
- Coordinate stakeholders and workstreams across HRBPs, COEs, Shared Services/Operations, and other HR+ES and enterprise partners.
- Identify barriers, risks, and decisions requiring leadership attention and facilitate timely resolution.
- Reinforce clear ownership and accountability for commitments and delivery.
Performance Management & Operating Reviews:
- Manage the Monthly Operating Review (MOR) and related performance forums to provide leaders with consistent visibility to progress, performance, risks, and results.
- Coordinate inputs across HR+ES and strengthen the quality, clarity, and business relevance of insights presented.
- Connect measures and performance information across functions to highlight emerging themes, implications, and areas requiring leadership attention.
- Track decisions, commitments, risks, and follow-up actions to reinforce accountability.
- Support a consistent operating rhythm that enables leaders to move from performance insight to action.
Strategy Execution & Portfolio Coordination:
- Maintain an integrated view of HR+ES priorities, including sponsors, owners, milestones, dependencies, risks, resource needs, financial considerations, and expected outcomes.
- Identify competing commitments, capacity constraints, and cross-functional dependencies.
- Provide visibility needed to support leadership sequencing, resource, and investment decisions.
- Partner to support budget planning, forecasting, resource management, and financial reviews.
- Connect financial and resource information to portfolio priorities and execution.
Design Enablement Programs:
- Provide program and project management for selected HR+ES priorities requiring coordination across multiple functions.
- Connect approved organization design and effectiveness priorities to the integrated HR+ES portfolio.
- Build integrated plans and milestone views and coordinate participating HR functions and partners.
- Track dependencies, decisions, risks, resources, and commitments and coordinate implementation readiness across HR workstreams.
Ensure the appropriate capability owner is engaged while HRBPs and business leaders retain organization design decisions.
Measurement, Analytics & Business Insight:
- Partner with Workforce Planning & Analytics and initiative/functional owners to use agreed measures and insights in HR+ES performance reviews.
- Connect results and insights across functions to provide a more integrated view of performance.
- Identify implications, trends, and areas requiring increased visibility or follow-through.
- Translate data and performance information into clear insights that support leadership discussions and decisions.
- Leverage existing functional analytics products while maintaining ownership of those products within the accountable function.
Process, Tools & Continuous Improvement:
- Identify opportunities to simplify work, improve consistency, and strengthen operational effectiveness across HR+ES.
- Create repeatable processes, tools, and ways of working that improve execution and enable more consistent outcomes.
- Support adoption of continuous improvement practices and operational enhancements across HR+ES.
- Improve processes and ways of working to strengthen outcomes for leaders, employees, and HR teams.
- Partner with functional owners where specialized methodologies or capabilities are required.
MINIMUM REQUIREMENTS
- Bachelor's degree in Business Administration, Human Resources, Organizational Effectiveness, Project Management, or a related field, or an equivalent combination of education and experience.
- At least 5 years of related experience in HR, program or project management, strategy execution, operations, organizational effectiveness, consulting, analytics, finance, or continuous improvement.
- Demonstrated ability to manage cross-functional projects or programs from planning through implementation and follow-through.
- Experience organizing and communicating data, risks, decisions, and progress for leadership audiences.
- Strong facilitation, stakeholder management, written communication, and organizational skills.
- Ability to manage multiple priorities independently and bring structure to ambiguous work.
PREFERRED QUALIFICATIONS
- Experience supporting strategic planning, operating reviews, organization design, workforce transformation, or HR implementation programs.
- Project Management Professional (PMP), Certified Associate in Project Management (CAPM), Lean Six Sigma, Prosci, or comparable experience.
- Experience in a large, complex, or regulated organization.
- Experience creating executive presentations, dashboards, playbooks, or implementation tools.
Our culture is grounded in shared values and employee commitments that guide how we work, support one another, and grow together.
Our Values
Connected, Committed, Trustworthy, Safe
Our Employee Commitments
- Work that makes a difference
- A team you can count of
- Opportunities to grow
- Rewards that help you thrive
Xcel Energy provides job applicants reasonable accommodations for disabilities throughout the application process. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form.
Non-Bargaining
The anticipated starting base pay for this position is: $84,900.00 to $125,000.00 per year
This position is eligible for the following benefits: Annual Incentive Program, Medical/Pharmacy Plan, Dental, Vision, Life Insurance, Dependent Care Flexible Spending Account, Health Care Flexible Spending Account, Health Savings Account (HSA) (if enrolled in eligible health plan), Limited-Purpose FSA (if enrolled in eligible health plan and HSA), Transportation Reimbursement Account, Short-term disability (STD), Long-term disability (LTD), Employee Assistance Program (EAP), Fitness Center Reimbursement (if enrolled in eligible health plan), Tuition reimbursement, Transit programs, Employee recognition program, Pension, 401(k) plan, Paid time off (PTO), Holidays, Volunteer Paid Time Off (VPTO), Parental Leave.
Benefit plans are subject to change and Xcel Energy has the right to end, suspend, or amend any of its plans, at any time, in whole or in part.
In any materials you submit, you may redact or remove age-identifying information including but not limited to dates of school attendance and graduation. You will not be penalized for redacting or removing this information.
Deadline to Apply: 11/21/26
EEO is the Law (PDF) | Equal Opportunity Statement (PDF) | Employee Rights (PDF)
All Xcel Energy employees and contractors share responsibility for protecting the company's information and systems by adhering to cybersecurity policies, standards, and best practices, recognizing that cybersecurity is everyone's responsibility.
Accessibility Statement
Xcel Energy endeavors to make https://www.xcelenergy.com and https://jobs.xcelenergy.com accessible to any and all users. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form. For any other application related questions, including application follow-ups or technical issues, please use our Recruiting Assistance, Electra, for assistance. Electra can be found in the lower right-hand corner of our Xcel Energy Careers site.
See all 135+ Green Card Planning Consultant Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Planning Consultant Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Planning Consultant
Match your credentials to EB-2 or EB-3
If your planning degree is a master's or you hold a bachelor's plus five years of progressive planning experience, you likely qualify for EB-2. EB-3 covers bachelor's-level candidates. Knowing your category before you apply shapes which roles to pursue.
Look up your prevailing wage before negotiating
PERM certification requires your employer to pay at least the DOL prevailing wage for your planning role and location. Use the OFLC Wage Search to find your wage level before salary discussions so you can confirm any offer clears the PERM threshold.
Search for employers with PERM filing history
Target employers who have already sponsored planning professionals through PERM, not just those who say they're open to it. Migrate Mate shows employers with verified green card sponsorship history by occupation, so you can focus your applications where sponsorship is proven.
Understand how the PERM recruitment test works
Your employer must run a DOL-mandated recruitment process to show no qualified U.S. workers are available before PERM can be filed. If you're the candidate who just completed that process, filing should follow within 180 days of the first recruitment ad.
File your I-485 as early as your priority date allows
Your priority date is set when PERM is filed with DOL. Nationals of India and China often face multi-year backlogs at the EB-2 and EB-3 categories. Check the USCIS Visa Bulletin monthly and file your I-485 for adjustment of status the moment your date becomes current.
Protect your priority date if you change employers
Once your original I-140 is approved, your priority date can transfer to a new employer's I-140 petition. If your I-485 has been pending 180 days or more, AC21 portability also lets you move to a same or similar planning occupation without restarting the process.
Green Card Planning Consultant: Frequently Asked Questions
Does a Planning Consultant role qualify for EB-2 or EB-3 green card sponsorship?
Most Planning Consultant positions qualify for EB-2 if the role requires a master's degree or a bachelor's degree plus five years of progressive planning experience. If the role requires a bachelor's degree and at least two years of experience but not an advanced degree, it typically falls under EB-3. Your employer's job requirements, not just your personal credentials, determine the category used in the PERM filing.
How does green card sponsorship for a Planning Consultant differ from H-1B sponsorship?
H-1B visa is temporary nonimmigrant status filed directly with USCIS, while employment-based green card sponsorship leads to permanent residence. For green cards, your employer first files a PERM labor certification with the Department of Labor, which includes a prevailing wage determination and a formal recruitment test. Only after PERM approval does the employer file an I-140 petition with USCIS. There is no annual lottery, but per-country numerical limits mean some nationals face priority-date backlogs before they can file for adjustment of status.
What does the PERM labor certification process involve for planning roles?
The employer, not the foreign worker, initiates PERM by obtaining a prevailing wage determination from DOL for the specific planning role and work location. The employer then runs a DOL-required recruitment campaign to demonstrate no qualified U.S. workers are available. If recruitment yields no suitable applicants, the employer files the ETA Form 9089 with DOL. PERM must be filed within 180 days of the first recruitment step, and your priority date is established on the PERM filing date.
How do I find employers who actively sponsor Planning Consultant roles for green cards?
Many employers claim they're open to sponsorship but have no history of actually completing the PERM process. Migrate Mate lists employers with verified green card sponsorship history by occupation, letting you focus your applications on companies that have already filed PERM and I-140 for planning roles rather than those who may consider it in the future.
Can I change employers after my green card process has started?
Yes, under two separate rules. If your I-140 petition has been approved, your priority date can transfer to a new employer's I-140, so you don't lose your place in the queue. If your I-485 adjustment of status application has been pending for 180 days or more, AC21 portability allows you to move to a new employer in the same or a similar planning occupation without the PERM process restarting. Both protections require the new role to be in a substantially similar occupational category.