Green Card Postpartum Nurse Jobs
Postpartum nurse green card sponsorship through EB-2 or EB-3 requires PERM labor certification, which means your employer must document a prevailing wage determination and complete a formal U.S. recruitment test before filing your I-140 petition. Hospital systems and specialty maternity centers are among the most active sponsors for foreign-trained postpartum nurses pursuing lawful permanent residency.
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Get Access To All JobsLocation: Milwaukee, WI
Facility: Saint Joseph's Hospital
Department: Postpartum
Schedule: Day shift | Full-time
COMPENSATION AND BENEFITS
- Comprehensive health coverage: medical, dental, vision, prescription coverage and HSA/FSA options
- Financial security & retirement: employer-matched 403(b), planning and hardship resources, disability and life insurance
- Time to recharge: pro-rated paid time off (PTO) and holidays
- Career growth: Ascension-paid tuition (Vocare), reimbursement, ongoing professional development and online learning
- Emotional well-being: Employee Assistance Program, counseling and peer support, spiritual care and stress management resources
- Family support: parental leave, adoption assistance and family benefits
- Other benefits: optional legal and pet insurance, transportation savings and more
YOUR ROLE AND RESPONSIBILITIES
- Clinical Execution: Implement patient care plans and carry out physician and nursing orders.
- Patient Monitoring: Observe, document, and communicate the patient's condition accurately.
- Interdisciplinary Coordination: Serve as the primary coordinator to ensure well-integrated care across all disciplines.
- Discharge Planning: Collaborate with the healthcare team to assess and manage patient discharge needs.
LICENSURE / CERTIFICATION / REGISTRATION Required Credential(s):
- BLS Provider obtained within 1 Month (30 days) of hire date or job transfer date. American Heart Association or American Red Cross accepted.
- Registered Nurse credentialed from the Wisconsin Board of Nursing obtained prior to hire date or job transfer date. Licensure from the Wisconsin Board of Nursing OR current home state license if considered multi-state/Compact State.
Education
Diploma from an accredited school/college of nursing required. OR Required professional licensure at time of hire.
Ascension is a leading nonprofit Catholic health system with a culture and associate experience grounded in service, growth, care and connection. We empower our 99,000+ associates to bring their skills and expertise every day to reimagining healthcare, together. Recognized as one of the Best 150+ Places to Work in Healthcare and a Military-Friendly Gold Employer, you'll find an inclusive and supportive environment where your contributions truly matter.
Equal employment opportunity employer
Ascension provides Equal Employment Opportunities (EEO) to all associates and applicants for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity or expression, pregnancy, childbirth, and related medical conditions, lactation, breastfeeding, national origin, citizenship, age, disability, genetic information, veteran status, marital status, all as defined by applicable law, and any other legally protected status or characteristic in accordance with applicable federal, state and local laws. For further information, view the EEO Know Your Rights (English) poster or EEO Know Your Rights (Spanish) poster.
Fraud prevention notice
Prospective applicants should be vigilant against fraudulent job offers and interview requests. Scammers may use sophisticated tactics to impersonate Ascension employees. To ensure your safety, please remember: Ascension will never ask for payment or to provide banking or financial information as part of the job application or hiring process, our legitimate email communications will always come from an @ascension.org email address; do not trust other domains, and an official offer will only be extended to candidates who have completed a job application through our authorized applicant tracking system.
E-Verify statement
Employer participates in the Electronic Employment Verification Program. Please click here for more information.
Location: Milwaukee, WI
Facility: Saint Joseph's Hospital
Department: Postpartum
Schedule: Day shift | Full-time
COMPENSATION AND BENEFITS
- Comprehensive health coverage: medical, dental, vision, prescription coverage and HSA/FSA options
- Financial security & retirement: employer-matched 403(b), planning and hardship resources, disability and life insurance
- Time to recharge: pro-rated paid time off (PTO) and holidays
- Career growth: Ascension-paid tuition (Vocare), reimbursement, ongoing professional development and online learning
- Emotional well-being: Employee Assistance Program, counseling and peer support, spiritual care and stress management resources
- Family support: parental leave, adoption assistance and family benefits
- Other benefits: optional legal and pet insurance, transportation savings and more
YOUR ROLE AND RESPONSIBILITIES
- Clinical Execution: Implement patient care plans and carry out physician and nursing orders.
- Patient Monitoring: Observe, document, and communicate the patient's condition accurately.
- Interdisciplinary Coordination: Serve as the primary coordinator to ensure well-integrated care across all disciplines.
- Discharge Planning: Collaborate with the healthcare team to assess and manage patient discharge needs.
LICENSURE / CERTIFICATION / REGISTRATION Required Credential(s):
- BLS Provider obtained within 1 Month (30 days) of hire date or job transfer date. American Heart Association or American Red Cross accepted.
- Registered Nurse credentialed from the Wisconsin Board of Nursing obtained prior to hire date or job transfer date. Licensure from the Wisconsin Board of Nursing OR current home state license if considered multi-state/Compact State.
Education
Diploma from an accredited school/college of nursing required. OR Required professional licensure at time of hire.
Ascension is a leading nonprofit Catholic health system with a culture and associate experience grounded in service, growth, care and connection. We empower our 99,000+ associates to bring their skills and expertise every day to reimagining healthcare, together. Recognized as one of the Best 150+ Places to Work in Healthcare and a Military-Friendly Gold Employer, you'll find an inclusive and supportive environment where your contributions truly matter.
Equal employment opportunity employer
Ascension provides Equal Employment Opportunities (EEO) to all associates and applicants for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity or expression, pregnancy, childbirth, and related medical conditions, lactation, breastfeeding, national origin, citizenship, age, disability, genetic information, veteran status, marital status, all as defined by applicable law, and any other legally protected status or characteristic in accordance with applicable federal, state and local laws. For further information, view the EEO Know Your Rights (English) poster or EEO Know Your Rights (Spanish) poster.
Fraud prevention notice
Prospective applicants should be vigilant against fraudulent job offers and interview requests. Scammers may use sophisticated tactics to impersonate Ascension employees. To ensure your safety, please remember: Ascension will never ask for payment or to provide banking or financial information as part of the job application or hiring process, our legitimate email communications will always come from an @ascension.org email address; do not trust other domains, and an official offer will only be extended to candidates who have completed a job application through our authorized applicant tracking system.
E-Verify statement
Employer participates in the Electronic Employment Verification Program. Please click here for more information.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Postpartum Nurse
Get your nursing credentials evaluated early
PERM labor certification requires your foreign nursing degree to meet the minimum requirements for the posted position. Submit your transcripts to a NACES-approved credential evaluation service before your employer begins the recruitment phase, so delays don't stall the DOL filing.
Search Migrate Mate for active green card sponsors
Target hospitals with documented EB-2 and EB-3 filing history for nursing roles. Migrate Mate lists employers verified to sponsor postpartum nurses for green cards, letting you focus applications on facilities already familiar with the PERM process.
Confirm the job description matches your SOC code
DOL ties prevailing wage determinations to specific Standard Occupational Classification codes. If your offer letter describes duties that cross into labor and delivery or neonatal care, ask HR to confirm the PERM will be filed under the correct postpartum nursing SOC before the recruitment test begins.
Ask about priority dates before accepting an offer
Your country of birth determines your place in the EB-2 or EB-3 preference queue. Nationals of high-demand countries can face extended waits due to per-country limits, so confirm whether your priority date will be current at the time of your projected I-485 filing.
Understand the PERM recruitment timeline before you resign
PERM requires the employer to run a minimum 60-day recruitment test, place specific advertisements, and document results before filing with DOL. Plan your start date around this window; some hospital systems begin the process only after an offer is signed and a start date is confirmed.
Preserve your priority date if you change hospitals
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 at least 180 days, AC21 portability may also allow you to move to a substantially similar nursing role without restarting the green card process.
Green Card Postpartum Nurse: Frequently Asked Questions
How does EB-3 green card sponsorship for postpartum nurses differ from H-1B sponsorship?
H-1B visa is a temporary nonimmigrant work visa renewable in limited increments, while EB-3 leads directly to lawful permanent residency. The EB-3 path requires your employer to complete PERM labor certification with the Department of Labor, including a prevailing wage determination and a formal recruitment test, before filing the I-140 petition. There is no lottery, but per-country annual limits mean priority date backlogs vary by nationality.
Which green card category covers postpartum nurses, EB-2 or EB-3?
Most postpartum nurses qualify under EB-3 as professionals with a bachelor's degree in nursing or as skilled workers with at least two years of verified experience. EB-2 applies if the role requires an advanced nursing degree, such as a clinical nurse specialist credential, or if you hold a bachelor's degree plus five years of progressive postpartum or maternal-newborn experience documented by your employer.
How do I find hospital employers who sponsor postpartum nurses for green cards?
Migrate Mate lists U.S. employers with verified employment-based green card sponsorship history, searchable by role and location. Targeting facilities already experienced with PERM labor certification for nursing positions reduces the risk of an employer withdrawing sponsorship mid-process due to unfamiliarity with DOL filing requirements.
What does the PERM prevailing wage requirement mean for my postpartum nursing offer?
Before filing PERM, your employer must request a prevailing wage determination from the OFLC Wage Search to establish the minimum salary DOL requires for your role in that geographic area. Your offered wage must meet or exceed that determination throughout the entire PERM and I-140 process, so confirm the offered salary is set at or above the prevailing wage level before the recruitment phase begins.
Can I change hospitals after my green card process has started?
Yes, under two distinct rules. If your original I-140 petition was approved, a new employer can file a fresh I-140 and preserve your existing priority date. Separately, if your I-485 adjustment of status application has been pending for at least 180 days and the new postpartum or maternal-newborn nursing role is substantially similar, AC21 job portability allows the move without restarting the entire process.