Green Card Recruitment Officer Jobs
Recruitment Officer green card sponsorship through EB-2 or EB-3 requires PERM labor certification, which means your prospective employer must run a formal recruitment test and obtain a prevailing wage determination from the Department of Labor before filing an I-140 petition with USCIS on your behalf, leading to lawful permanent residency.
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Get Access To All JobsINTRODUCTION
Invenergy is North America’s largest privately held developer, owner, and operator of power infrastructure. With 25 years of trusted execution, we deliver reliable, affordable energy through a diverse portfolio that includes natural gas, solar, land-based wind, energy storage, transmission, and domestic manufacturing. Headquartered in Chicago, we develop, own, and operate large scale projects that power communities and support the energy future.
Invenergy follows a hybrid schedule, working in office Monday through Thursday and remotely on Fridays if work permits.
This position will be open for application for at least 3 calendar days from the posting date. This position will remain open for application based on business need, which may be before or after the 3-day posting window.
JOB DESCRIPTION
The Recruiting Operations Manager will be lead the governance, optimization, and continuous improvement of Talent Acquisition operations at Invenergy. This role will be responsible for ensuring that recruiting processes, systems, reporting, analytics, technologies, and vendor partnerships scale effectively to support the company's continued growth.
The Manager, Recruiting Operations partners closely with People & Culture leadership, HRIS, HR Operations, Compensation, and business leaders to drive operational excellence, enhance recruiter productivity, improve hiring manager and candidate experiences, and enable data-driven workforce decisions.
This role will play a critical part in building a modern, scalable recruiting organization capable of supporting significant company growth, expansion into new markets, and evolving workforce needs. This aligns closely with the broader HR focus on scalable operating models, process improvement, Workday optimization, and technology enablement.
KEY RESPONSIBILITIES
Talent Acquisition Operations Strategy
- Develop and execute a Talent Acquisition operations roadmap in alignment with business and workforce growth objectives.
- Establish scalable recruiting processes, standards, governance, and service delivery models.
- Identify opportunities to improve efficiency, consistency, and effectiveness across the recruiting lifecycle.
- Serve as the business owner for Talent Acquisition technology platforms, including Workday Recruiting and related tools.
- Partner with HRIS and technology teams to optimize recruiting workflows, integrations, automations, and user experiences.
Reporting, Analytics & Workforce Insights
- Design and maintain recruiting dashboards, metrics, and reporting frameworks.
- Deliver actionable insights and recommendations to Talent Acquisition leadership and executive stakeholders.
- Support workforce planning and forecasting activities through data analysis and reporting.
Process Improvement & Governance
- Lead continuous improvement initiatives across recruiting operations.
- Develop and document standard operating procedures, workflows, and service standards.
- Ensure compliance with applicable employment laws, regulations, and internal policies.
- Establish process controls and governance mechanisms to support consistency and quality across the organization.
Vendor & Program Management
- Manage relationships with external recruiting vendors, technology partners, assessment providers, background screening vendors, and other service providers.
- Monitor vendor performance and service level agreements.
- Lead contract review support, business cases, and vendor renewal evaluations.
- Optimize vendor utilization and investment effectiveness.
Artificial Intelligence & Automation
- Identify opportunities to leverage AI, automation, and emerging technologies to improve Talent Acquisition effectiveness and efficiency.
- Partner with HR and technology teams to support the responsible implementation of recruiting technologies.
- Measure outcomes and adoption of automation initiatives.
Leadership & Partnership
- Serve as a trusted advisor to Talent Acquisition leadership regarding operational strategy and execution.
- Collaborate across Talent Acquisition, HR, Compensation, HRIS, Finance, Legal, and business functions.
- Lead recruiting operations projects and cross-functional initiatives.
- Manage and develop recruiting operations team members as the function grows.
QUALIFICATIONS
Required
- Bachelor's degree
- 5+ years of Operations experience, preferably within Talent Acquisition or Recruiting Operations.
- Knowledge of the full recruiting life cycle.
- Experience with applicant tracking systems such as Workday.
- Strong analytical and problem-solving skills.
- Demonstrated project management and stakeholder management capabilities.
- Experience in Microsoft Suite including intermediate to advanced Excel Skills
Preferred
- Demonstrated success leading process improvement and operational transformation initiatives, preferably for the recruiting or human resources function.
- Experience leading technology initiatives and upgrades as a recruiting project lead.
- Experience developing and taking ownership of recruiting metrics, dashboards, and executive-level reporting.
- People management experience.
- Experience supporting fast-paced, high-growth organizations.
- Experience scaling recruiting infrastructure and processes.
- Experience with workforce planning and talent analytics.
- Experience evaluating and implementing AI and automation solutions.
- Experience managing vendor relationships and third-party recruiting solutions.
BASE PAY
- Base Pay: $115,000 - $134,000 USD Annual
- Bonus: 10 - 35%
The base pay range reflects the minimum and maximum target salary for the position. Invenergy considers a number of factors when determining base pay offers such as the scope and responsibilities of the position and the candidate's experience, education and skills.
In addition to base pay, the total annual compensation package may also include eligibility to participate in our bonus program(s) which are designed to reward individual and company performance. Your recruiter can share more about bonus eligibility for this position during the hiring process.
Invenergy offers a variety of other benefits including medical, dental and vision insurance, 401k, paid time off, etc.
Invenergy LLC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or disability.
INTRODUCTION
Invenergy is North America’s largest privately held developer, owner, and operator of power infrastructure. With 25 years of trusted execution, we deliver reliable, affordable energy through a diverse portfolio that includes natural gas, solar, land-based wind, energy storage, transmission, and domestic manufacturing. Headquartered in Chicago, we develop, own, and operate large scale projects that power communities and support the energy future.
Invenergy follows a hybrid schedule, working in office Monday through Thursday and remotely on Fridays if work permits.
This position will be open for application for at least 3 calendar days from the posting date. This position will remain open for application based on business need, which may be before or after the 3-day posting window.
JOB DESCRIPTION
The Recruiting Operations Manager will be lead the governance, optimization, and continuous improvement of Talent Acquisition operations at Invenergy. This role will be responsible for ensuring that recruiting processes, systems, reporting, analytics, technologies, and vendor partnerships scale effectively to support the company's continued growth.
The Manager, Recruiting Operations partners closely with People & Culture leadership, HRIS, HR Operations, Compensation, and business leaders to drive operational excellence, enhance recruiter productivity, improve hiring manager and candidate experiences, and enable data-driven workforce decisions.
This role will play a critical part in building a modern, scalable recruiting organization capable of supporting significant company growth, expansion into new markets, and evolving workforce needs. This aligns closely with the broader HR focus on scalable operating models, process improvement, Workday optimization, and technology enablement.
KEY RESPONSIBILITIES
Talent Acquisition Operations Strategy
- Develop and execute a Talent Acquisition operations roadmap in alignment with business and workforce growth objectives.
- Establish scalable recruiting processes, standards, governance, and service delivery models.
- Identify opportunities to improve efficiency, consistency, and effectiveness across the recruiting lifecycle.
- Serve as the business owner for Talent Acquisition technology platforms, including Workday Recruiting and related tools.
- Partner with HRIS and technology teams to optimize recruiting workflows, integrations, automations, and user experiences.
Reporting, Analytics & Workforce Insights
- Design and maintain recruiting dashboards, metrics, and reporting frameworks.
- Deliver actionable insights and recommendations to Talent Acquisition leadership and executive stakeholders.
- Support workforce planning and forecasting activities through data analysis and reporting.
Process Improvement & Governance
- Lead continuous improvement initiatives across recruiting operations.
- Develop and document standard operating procedures, workflows, and service standards.
- Ensure compliance with applicable employment laws, regulations, and internal policies.
- Establish process controls and governance mechanisms to support consistency and quality across the organization.
Vendor & Program Management
- Manage relationships with external recruiting vendors, technology partners, assessment providers, background screening vendors, and other service providers.
- Monitor vendor performance and service level agreements.
- Lead contract review support, business cases, and vendor renewal evaluations.
- Optimize vendor utilization and investment effectiveness.
Artificial Intelligence & Automation
- Identify opportunities to leverage AI, automation, and emerging technologies to improve Talent Acquisition effectiveness and efficiency.
- Partner with HR and technology teams to support the responsible implementation of recruiting technologies.
- Measure outcomes and adoption of automation initiatives.
Leadership & Partnership
- Serve as a trusted advisor to Talent Acquisition leadership regarding operational strategy and execution.
- Collaborate across Talent Acquisition, HR, Compensation, HRIS, Finance, Legal, and business functions.
- Lead recruiting operations projects and cross-functional initiatives.
- Manage and develop recruiting operations team members as the function grows.
QUALIFICATIONS
Required
- Bachelor's degree
- 5+ years of Operations experience, preferably within Talent Acquisition or Recruiting Operations.
- Knowledge of the full recruiting life cycle.
- Experience with applicant tracking systems such as Workday.
- Strong analytical and problem-solving skills.
- Demonstrated project management and stakeholder management capabilities.
- Experience in Microsoft Suite including intermediate to advanced Excel Skills
Preferred
- Demonstrated success leading process improvement and operational transformation initiatives, preferably for the recruiting or human resources function.
- Experience leading technology initiatives and upgrades as a recruiting project lead.
- Experience developing and taking ownership of recruiting metrics, dashboards, and executive-level reporting.
- People management experience.
- Experience supporting fast-paced, high-growth organizations.
- Experience scaling recruiting infrastructure and processes.
- Experience with workforce planning and talent analytics.
- Experience evaluating and implementing AI and automation solutions.
- Experience managing vendor relationships and third-party recruiting solutions.
BASE PAY
- Base Pay: $115,000 - $134,000 USD Annual
- Bonus: 10 - 35%
The base pay range reflects the minimum and maximum target salary for the position. Invenergy considers a number of factors when determining base pay offers such as the scope and responsibilities of the position and the candidate's experience, education and skills.
In addition to base pay, the total annual compensation package may also include eligibility to participate in our bonus program(s) which are designed to reward individual and company performance. Your recruiter can share more about bonus eligibility for this position during the hiring process.
Invenergy offers a variety of other benefits including medical, dental and vision insurance, 401k, paid time off, etc.
Invenergy LLC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or disability.
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Get Access To All JobsTips for Finding Green Card Sponsorship in Recruitment Officer
Document your HR credentials before applying
Pull together transcripts, professional certifications, and employment letters that confirm progressive HR experience. PERM audits scrutinize whether the foreign worker meets the minimum requirements stated in the job description, so gaps in documentation can stall the process.
Target employers with dedicated HR teams
Organizations large enough to employ in-house HR leadership are most likely to understand PERM timelines and absorb the costs. Prioritize employers who already have an immigration counsel relationship, since Recruitment Officer roles require active hiring activity to justify the sponsorship investment.
Search Migrate Mate for verified green card sponsors
Migrate Mate lists employers with confirmed EB-2 and EB-3 sponsorship history for HR and recruitment roles, so you can focus outreach on companies that have already navigated the PERM process rather than educating employers from scratch.
Align your job description to PERM minimum requirements
The job duties and minimum qualifications your employer files with DOL must accurately reflect your role and your actual credentials. If the posted requirements are set too high, PERM can be denied even if you're fully qualified, so work with your employer to draft requirements that match O*NET standards for the occupation.
Understand your EB-2 versus EB-3 category before the I-140
EB-2 applies if your Recruitment Officer role requires an advanced degree or a bachelor's degree plus five years of progressive HR experience. EB-3 covers bachelor's degree holders and skilled workers with two or more years of experience. Your category affects your priority date and wait time, particularly if you're from India or China.
Track your priority date after the I-140 is approved
Once USCIS approves your I-140, your priority date is locked. Monitor the USCIS Visa Bulletin monthly to know when you can file for adjustment of status or proceed to consular processing. Nationals from high-demand countries face per-country backlogs that can significantly extend the overall timeline.
Green Card Recruitment Officer: Frequently Asked Questions
Can a Recruitment Officer role qualify for EB-2 green card sponsorship?
Yes, if the position genuinely requires an advanced degree or a bachelor's degree combined with at least five years of progressive experience in HR or talent acquisition. Your employer must document that requirement in the PERM filing and in the actual job posting. Roles structured around generalist HR duties without a clear advanced-degree requirement more commonly fall under EB-3.
How does green card sponsorship for a Recruitment Officer differ from H-1B sponsorship?
Green card sponsorship through PERM is permanent and leads to lawful residency, whereas H-1B visa is a temporary nonimmigrant status. PERM requires the employer to test the labor market, obtain a prevailing wage determination from the Department of Labor, and file an I-140 petition with USCIS. There is no lottery for employment-based green cards, but per-country numerical limits mean nationals from certain countries face priority-date backlogs before they can file for adjustment of status.
What does the PERM recruitment test mean for my Recruitment Officer application?
Before filing PERM, your employer must run a formal recruitment campaign, including specific mandatory advertising steps required by DOL, to demonstrate that no qualified U.S. worker is available for the role. As a Recruitment Officer, you'll need to meet the minimum requirements stated in those ads exactly. If your credentials don't align with what the employer posted, DOL can deny the PERM certification even if you're the most qualified candidate.
How do I find employers who sponsor green cards for Recruitment Officer roles?
Migrate Mate shows employers with verified EB-2 and EB-3 sponsorship history for HR and recruitment occupations, so you can direct your applications to organizations already familiar with the PERM process. You can also search OFLC Wage Search to identify prevailing wage levels for Recruitment Officer positions by location, which helps you evaluate whether an employer's offer will meet DOL requirements before you accept.
Can I change employers after my I-140 is approved?
Once your I-485 adjustment of status application has been pending for 180 days or more and your I-140 is approved, AC21 portability allows you to move to a new employer in the same or a similar occupation without abandoning your place in the queue. Your priority date from the original approved I-140 can also carry over to a new employer's petition, but you'll need a new PERM filing and I-140 from that employer.