Green Card Program Director Jobs
Program Director roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires employers to document recruitment efforts before filing an I-140 petition. Nonprofits, healthcare systems, and large program-driven organizations regularly sponsor this role. Understanding where your credentials land you in the EB-2 versus EB-3 framework shapes your job search from the start.
Find Green Card Program Director JobsOverview
Showing 5 of 540+ Program Director jobs
See all 540+ Program Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Program Director roles.
Get Access To All JobsPRIMARY LOCATION
Burnet Campus
DEPARTMENT
Mental Health Institute Admin
SHIFT
Day (United States of America)
SCHEDULE
Full time
WEEKLY HOURS
40
FTE
1
EMPLOYEE STATUS
Regular
EXPECTED STARTING PAY RANGE
$103,292.80 - $134,492.80
Starting pay is based on experience, skills, and equity; exceptions may apply for highly qualified candidates. Additional pay (e.g., shift, on-call, or weekend differentials) and benefits may apply. Annual pay may vary based on FTE status.
ABOUT THE MENTAL AND BEHAVIORAL HEALTH INSTITUTE
The Mental and Behavioral Health Institute (MBHI) at Cincinnati Children's, launched in 2024, brings together the Divisions of Developmental and Behavioral Pediatrics, Child and Adolescent Psychiatry, and Behavioral Medicine and Clinical Psychology to advance behavioral, developmental, and mental health through excellence in clinical care, research, education, advocacy, and community partnership. MBHI includes more than 1,300 faculty, staff, allied health professionals, and trainees dedicated to advancing innovative, equitable, and evidence-informed solutions for behavioral, developmental, and mental health needs. Guided by the vision that all children and adolescents achieve their best emotional and developmental health, MBHI works across the continuum of prevention, intervention, specialty care, crisis services, and intensive treatment to improve outcomes for children, youth, and families. The MBHI strategic plan also incorporates collaboration and innovation in community partnerships, research, and workforce development, education, and training.
JOB RESPONSIBILITIES
Project Management: Provide leadership for the overall direction, coordination, implementation, execution, control and completion of specific projects ensuring consistency with organizational strategy, commitments and goals. Define project scope, goals, deliverables and resource requirements. Define and manage the project budget. Develop project plans resource allocation, and timeline. Manage the day-to-day operational aspects of a project and scope. Direct assigned project team ensuring effective utilization of resources. Monitor project deliverables and report on progress of the project to all stakeholders.
Financial Management: Overall accountability for the financial management functions for the department. Develop, implement, evaluate and manage the department's annual and capital budget to achieve the Divisional and Departmental objectives; establish internal controls for cash management; implement and maintain a process for financial controls and external financial audits; develop and implement accounts receivable management; analyze and monitor financial performance and report financial results to stakeholders; evaluate variances, determine underlying causes and identify, present, and implement proposed solutions; establish and monitor productivity metrics; ultimate accountability for compliance with organizational financial policies and procedures.
Operations: Direct, establish and monitor business processes to ensure effective and efficient operations; direct clinical revenue cycle activities within the Division; design and monitor efficient patient flow patterns to maximize clinical and staff efficiency; develop and implement policies and procedures for improved utilization and operations; identify opportunities for improving cost through in-depth process and analysis and develop and offer recommendations to drive significant operational change; resolve issues directly, or in consultation with leadership concerning staffing, utilization of facilities, equipment and funds; develop and interpret policies and procedures for faculty and staff; and ensure that all policies are in conformance with Medical Center guidelines.
Compliance: Sustain a working understanding of regulatory requirements and accreditation standards. Evaluate area of responsibility for compliance with regulatory and accreditation standards. Identify best practices as well as deficiencies to share with peers and make recommendations for improvement. Participate in the development of corrective action plans to guide needed and sustainable improvements. Ensure that compliance and readiness plans are current. Enhance relationships to promote interdisciplinary involvement and knowledge of compliance standards, status, and actions. Track laws, regulations and standards that may affect practice and policies. Work with direct reports to insure that needed changes are made by the effective date of any change(s) in requirements.
People Planning: Coach and mentor personnel to enhance professional knowledge. Make job requirements and goals for each position clear to employees and provide sufficient training to achieve the desired level of competency. Oversee succession planning for key roles. Provide mentorship and development to direct and indirect reporting staff. Maintain accurate payroll records.
10+ direct/indirect reports or sole responsibility for more than one site/line of business.
JOB QUALIFICATIONS
Bachelor's degree in a related field
7+ years of work experience in a related job discipline OR equivalent combination of education and experience
May require clinical license
About us
At Cincinnati Children’s, we come to work with one goal: to make children’s health better. We believe in a holistic team approach, both in caring for patients and their families, and in advancing science and discovery. We strive to do better and find energy and inspiration in our shared purpose. If you want to be the best you can be, you can do it at Cincinnati Children’s.
Cincinnati Children's is:
- Recognized by U.S. News & World Report as a top 10 best Children's Hospitals in the nation for more than 15 years
- Consistently among the top 3 Children's Hospitals for National Institutes of Health (NIH) Funding
- Recognized as one of America’s Best Large Employers (2025), America’s Best Employers for New Grads (2025)
- One of the nation's America’s Most Innovative Companies as noted by Fortune
- Consistently certified as great place to work
- A Leading Disability Employer as noted by the National Organization on Disability
- Magnet® designated for the fourth consecutive time by the American Nurses Credentialing Center (ANCC)
We Embrace Innovation—Together. We believe in empowering our teams with the tools that help us work smarter and care better. That’s why we support the responsible use of artificial intelligence. By encouraging innovation, we’re creating space for new ideas, better outcomes, and a stronger future—for all of us.
Comprehensive job description provided upon request.
Cincinnati Children’s is proud to be an Equal Opportunity Employer committed to creating an environment of dignity and respect for all our employees, patients, and families. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, genetic information, national origin, sexual orientation, gender identity, disability or protected veteran status. EEO/Veteran/Disability
PRIMARY LOCATION
Burnet Campus
DEPARTMENT
Mental Health Institute Admin
SHIFT
Day (United States of America)
SCHEDULE
Full time
WEEKLY HOURS
40
FTE
1
EMPLOYEE STATUS
Regular
EXPECTED STARTING PAY RANGE
$103,292.80 - $134,492.80
Starting pay is based on experience, skills, and equity; exceptions may apply for highly qualified candidates. Additional pay (e.g., shift, on-call, or weekend differentials) and benefits may apply. Annual pay may vary based on FTE status.
ABOUT THE MENTAL AND BEHAVIORAL HEALTH INSTITUTE
The Mental and Behavioral Health Institute (MBHI) at Cincinnati Children's, launched in 2024, brings together the Divisions of Developmental and Behavioral Pediatrics, Child and Adolescent Psychiatry, and Behavioral Medicine and Clinical Psychology to advance behavioral, developmental, and mental health through excellence in clinical care, research, education, advocacy, and community partnership. MBHI includes more than 1,300 faculty, staff, allied health professionals, and trainees dedicated to advancing innovative, equitable, and evidence-informed solutions for behavioral, developmental, and mental health needs. Guided by the vision that all children and adolescents achieve their best emotional and developmental health, MBHI works across the continuum of prevention, intervention, specialty care, crisis services, and intensive treatment to improve outcomes for children, youth, and families. The MBHI strategic plan also incorporates collaboration and innovation in community partnerships, research, and workforce development, education, and training.
JOB RESPONSIBILITIES
Project Management: Provide leadership for the overall direction, coordination, implementation, execution, control and completion of specific projects ensuring consistency with organizational strategy, commitments and goals. Define project scope, goals, deliverables and resource requirements. Define and manage the project budget. Develop project plans resource allocation, and timeline. Manage the day-to-day operational aspects of a project and scope. Direct assigned project team ensuring effective utilization of resources. Monitor project deliverables and report on progress of the project to all stakeholders.
Financial Management: Overall accountability for the financial management functions for the department. Develop, implement, evaluate and manage the department's annual and capital budget to achieve the Divisional and Departmental objectives; establish internal controls for cash management; implement and maintain a process for financial controls and external financial audits; develop and implement accounts receivable management; analyze and monitor financial performance and report financial results to stakeholders; evaluate variances, determine underlying causes and identify, present, and implement proposed solutions; establish and monitor productivity metrics; ultimate accountability for compliance with organizational financial policies and procedures.
Operations: Direct, establish and monitor business processes to ensure effective and efficient operations; direct clinical revenue cycle activities within the Division; design and monitor efficient patient flow patterns to maximize clinical and staff efficiency; develop and implement policies and procedures for improved utilization and operations; identify opportunities for improving cost through in-depth process and analysis and develop and offer recommendations to drive significant operational change; resolve issues directly, or in consultation with leadership concerning staffing, utilization of facilities, equipment and funds; develop and interpret policies and procedures for faculty and staff; and ensure that all policies are in conformance with Medical Center guidelines.
Compliance: Sustain a working understanding of regulatory requirements and accreditation standards. Evaluate area of responsibility for compliance with regulatory and accreditation standards. Identify best practices as well as deficiencies to share with peers and make recommendations for improvement. Participate in the development of corrective action plans to guide needed and sustainable improvements. Ensure that compliance and readiness plans are current. Enhance relationships to promote interdisciplinary involvement and knowledge of compliance standards, status, and actions. Track laws, regulations and standards that may affect practice and policies. Work with direct reports to insure that needed changes are made by the effective date of any change(s) in requirements.
People Planning: Coach and mentor personnel to enhance professional knowledge. Make job requirements and goals for each position clear to employees and provide sufficient training to achieve the desired level of competency. Oversee succession planning for key roles. Provide mentorship and development to direct and indirect reporting staff. Maintain accurate payroll records.
10+ direct/indirect reports or sole responsibility for more than one site/line of business.
JOB QUALIFICATIONS
Bachelor's degree in a related field
7+ years of work experience in a related job discipline OR equivalent combination of education and experience
May require clinical license
About us
At Cincinnati Children’s, we come to work with one goal: to make children’s health better. We believe in a holistic team approach, both in caring for patients and their families, and in advancing science and discovery. We strive to do better and find energy and inspiration in our shared purpose. If you want to be the best you can be, you can do it at Cincinnati Children’s.
Cincinnati Children's is:
- Recognized by U.S. News & World Report as a top 10 best Children's Hospitals in the nation for more than 15 years
- Consistently among the top 3 Children's Hospitals for National Institutes of Health (NIH) Funding
- Recognized as one of America’s Best Large Employers (2025), America’s Best Employers for New Grads (2025)
- One of the nation's America’s Most Innovative Companies as noted by Fortune
- Consistently certified as great place to work
- A Leading Disability Employer as noted by the National Organization on Disability
- Magnet® designated for the fourth consecutive time by the American Nurses Credentialing Center (ANCC)
We Embrace Innovation—Together. We believe in empowering our teams with the tools that help us work smarter and care better. That’s why we support the responsible use of artificial intelligence. By encouraging innovation, we’re creating space for new ideas, better outcomes, and a stronger future—for all of us.
Comprehensive job description provided upon request.
Cincinnati Children’s is proud to be an Equal Opportunity Employer committed to creating an environment of dignity and respect for all our employees, patients, and families. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, genetic information, national origin, sexual orientation, gender identity, disability or protected veteran status. EEO/Veteran/Disability
See all 540+ Green Card Program Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Program Director Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Program Director
Match your credentials to the right EB category
Program Director roles frequently qualify under EB-2 if the position requires a master's degree or you hold a bachelor's plus five years of progressive management experience. Audit your credentials against the job description before applying so you're targeting the correct preference category from the start.
Request a formal PERM prevailing wage determination early
Before an employer files your PERM application, DOL must issue a prevailing wage determination for your specific role, location, and job duties. Use the OFLC Wage Search to verify the wage level your experience supports, since Level III or IV wages affect which employers can realistically sponsor you.
Target employers with dedicated HR compliance teams
PERM sponsorship for Program Directors involves multi-month recruitment documentation, supervised by HR or outside counsel. Hospitals, universities, and large nonprofits with established immigration programs are far more equipped to complete this process than smaller organizations attempting it for the first time.
Search green card sponsorship history using Migrate Mate
Filter your Program Director job search on Migrate Mate by employers with active EB-2 and EB-3 PERM filing history. This surfaces organizations already familiar with the sponsorship process, so you're not educating a hiring manager on PERM from scratch during your interview.
Clarify the job duties against the O*NET profile
USCIS scrutinizes whether a Program Director role genuinely requires a degree-level qualification. Align your resume and any employer job description with the O*NET occupation profile for Program Directors, emphasizing supervisory scope, budget authority, and cross-functional coordination that support a specialty occupation or advanced-degree determination.
Negotiate a start date that accounts for PERM processing timelines
PERM labor certification currently takes several months at the DOL analyst review stage, followed by I-140 adjudication at USCIS. Structure your offer letter discussions to reflect realistic sponsorship timelines, and confirm whether the employer will cover premium processing for the I-140 once PERM is certified.
Green Card Program Director: Frequently Asked Questions
Does a Program Director role qualify for EB-2 or EB-3 green card sponsorship?
Program Director positions typically qualify for EB-2 if the employer requires a master's degree or equivalent, meaning a bachelor's degree plus five years of progressive management experience. If the role requires only a bachelor's degree, EB-3 professional is the more likely category. The final determination depends on how the employer writes the job requirements in the PERM application, not just what the hiring manager prefers.
How is green card sponsorship different from H-1B sponsorship for a Program Director?
Green card sponsorship through PERM leads to permanent residency, not a temporary status that expires or requires periodic renewal. Unlike H-1B visa, there is no annual lottery for EB-2 or EB-3 petitions, so approval is not a matter of chance. The tradeoff is timeline: PERM labor certification, I-140 filing, and adjustment of status together take longer than an initial H-1B approval, and applicants from high-demand countries may wait in a priority date queue.
What does the PERM process look like for a Program Director sponsorship?
The employer starts by obtaining a prevailing wage determination from DOL, then conducts a supervised recruitment campaign to demonstrate no qualified U.S. workers are available. Once DOL certifies the PERM application, the employer files an I-140 immigrant petition with USCIS. After approval, you file for adjustment of status or an immigrant visa, depending on whether a visa number is immediately available for your country of birth.
Where can I find Program Director jobs that already offer green card sponsorship?
Migrate Mate lets you filter Program Director openings specifically by employers with EB-2 and EB-3 PERM filing history, so you're applying to organizations that have already navigated the sponsorship process. This is more reliable than asking during an interview, since many employers only sponsor reactively when a strong candidate requires it.
Can I switch employers after my PERM is filed but before I have my green card?
Portability rules under AC21 allow you to change employers after your I-140 is approved and your adjustment of status application has been pending for 180 days or more, provided the new role is in the same or similar occupational classification. For Program Directors, a comparable management or program oversight role at a new organization generally satisfies this requirement, but you should confirm the job duties align closely before making a move.