Green Card Recruitment Partner Jobs
Recruitment Partner jobs with green card sponsorship follow the EB-2 or EB-3 pathway, requiring PERM labor certification before your employer files an I-140 petition. Because human resources and talent acquisition roles must meet specialty-occupation degree requirements under PERM, documenting your credentials early strengthens your sponsorship case significantly.
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Get Access To All JobsINTRODUCTION
Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.
Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.
Learn about our company culture directly from our team.
MAKE AN IMPACT IN THIS ROLE
As a Talent Acquisition Business Partner, you will lead full-cycle recruiting and serve as a trusted advisor to hiring managers across your assigned locations. You will translate business and hiring needs into practical recruiting strategies, build strong candidate pipelines, and guide consistent, equitable selection practices to help the organization hire the right talent at the right time.
You will recruit across a diverse portfolio of roles, from high-volume hourly and skilled positions to professional, leadership, senior-level, and hard-to-fill talent. Using market insights, recruiting data, technology, and strong stakeholder partnerships, you will help improve hiring outcomes and create a positive experience for candidates and hiring teams. While primarily supporting an assigned region, you will also partner with Talent Acquisition, Human Resources, and business leaders across North America as business needs require.
WHAT YOU'LL DO (% OF TIME)
70% | Full-Cycle Recruiting & Hiring Partnership
- Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions across assigned Ohio locations.
- Own each search from intake through accepted offer, including recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
- Conduct comprehensive intake discussions to clarify the business need, required and preferred qualifications, success profile, target talent, market considerations, interview approach, and hiring timeline.
- Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, professional networks, schools, community partnerships, hiring events, talent pipelines, and other relevant channels.
- Use recruiting expertise, market conditions, pipeline data, and candidate feedback to advise and influence hiring managers throughout the search.
- Appropriately challenge unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps that may unnecessarily limit the talent pool or delay hiring outcomes.
- Assess candidates consistently against documented required and preferred qualifications, relevant accomplishments, and the capabilities needed for success in the role.
- Present qualified candidates with clear, objective recommendations and facilitate productive slate-review and debrief discussions.
- Guide hiring managers in structured, behavior-based, consistent, and equitable interviewing and selection practices.
- Maintain timely, transparent communication with candidates and hiring teams while providing a professional and inclusive candidate experience.
- Manage multiple concurrent searches, set clear expectations, identify risks early, and adjust recruiting strategies when results or market conditions indicate a different approach is needed.
- Partner with hiring managers and HR partners throughout the recruiting process to drive timely decisions, coach on recruiting and selection best practices, and balance hiring urgency, candidate quality, candidate experience, and business needs.
20% | Talent Pipelining & Market Insights
- Partner with hiring managers and HR partners to understand upcoming hiring needs and roles that may be opening so recruiting can prepare before a requisition becomes urgent.
- Research the talent market to understand candidate availability, where qualified talent can be found, local competition, pay expectations, and potential challenges in filling roles.
- Build and maintain candidate pipelines for anticipated, recurring, difficult-to-fill, and business-critical positions.
- Identify the most effective sourcing approaches, channels, professional networks, schools, community organizations, and workforce partners for different roles and candidate populations.
- Use market insights, sourcing results, and candidate feedback to recommend adjustments to role requirements, sourcing strategies, compensation considerations, or timelines when the current approach is not producing the right talent.
10% | Technology, Process Improvement & Compliance
- Use Workday Recruiting and available talent technology, including HiredScore, Paradox, LinkedIn Recruiter, and Indeed, to manage workflows, strengthen sourcing, maintain accurate data, and improve the hiring experience.
- Maintain complete and accurate recruiting records, status updates, disposition information, and documentation in accordance with company practices and applicable requirements.
- Use recruiting results to identify delays, improve outcomes, and reinforce agreed-upon responsibilities with hiring partners.
- Identify and recommend improvements to processes that create unnecessary delays, administrative burden, inconsistency, or poor candidate and hiring-manager experiences.
- Support Talent Acquisition projects, process enhancements, and technology adoption that improve consistency, efficiency, and scalability.
- Apply applicable employment laws, company policies, and equitable hiring practices throughout the recruiting and selection process.
SKILLS AND EXPERIENCE | WHAT YOU'LL BRING
REQUIRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Bachelor’s degree or an equivalent combination of education and directly relevant experience.
- Five or more years of full-cycle recruiting experience, including direct sourcing and independent ownership of searches from intake through accepted offer.
- Experience recruiting hourly, professional and difficult-to-fill roles.
- Demonstrated ability to act as a trusted hiring partner by coaching leaders on recruiting and selection best practices, influencing decisions, appropriately challenging requirements or processes, and partnering with hiring managers and HR to prepare for upcoming hiring needs.
- Proven ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines.
- Strong judgment, communication, and relationship-building skills, with the ability to manage competing priorities and keep hiring leaders and candidates informed.
- Experience using an applicant tracking system and sourcing tools, along with working knowledge of employment laws and fair, consistent hiring practices.
PREFERRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Experience recruiting in manufacturing, distribution or another multi-site operational environment.
- Experience recruiting skilled trades, engineering, sales, operations leadership, or other specialized roles.
- Experience using Workday Recruiting, HiredScore, Paradox, LinkedIn Recruiter, Indeed, or comparable recruiting tools.
- Experience supporting multiple locations.
TRAVEL
This position requires domestic travel up to 10% of the time.
WORK STATUS & LOCATION
Full-Time, Hybrid, located in Columbus, Ohio. Requires a minimum of two days per week in the office, with the remaining days eligible for remote work.
RELOCATION
Relocation is not available for this position.
PAY (COMPENSATION)
$66,600 - $100,000 / year.
PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Requirements
While performing the duties of this job, the employee is frequently required to sit, talk, and hear, and sometimes walk and stand. While performing the duties of this job, the employee may occasionally push or lift up to 25 lbs.
WORK ENVIRONMENT
This job operates in a professional office environment where standard office equipment such as computers, phones, printers/scanners, etc. are frequently used.
LI-Hybrid
REWARDS AT SIMPSON STRONG-TIE
We recognize and reward employees with a carefully designed and comprehensive rewards package, including competitive compensation, quarterly bonuses or commission and first-rate benefits. May exclude some positions, such as seasonal jobs.
- Quarterly Bonuses/Commission: You will be eligible for either a bonus or commission, paid on a quarterly basis. We believe all employees affect customers, sales and revenue — directly or indirectly – and should be rewarded by sharing the company profits.
- Benefits: We provide a wide range of benefits for eligible full-time employees including: medical, dental, vision, retirement contributions, employee stock purchase and bonus plans, pay for holidays, vacation, sick days, funerals and jury duty, years of service awards, employee discounts, employee referral bonuses, charitable contribution matching, education reimbursement and more. View benefit plan details here: https://benefits.strongtie.com/.
In keeping with our values and commitment to diversity, equity, and inclusion in our communities, we are an equal opportunity employer. This means that our employment decisions are based on your qualifications and merit, and our business needs.
Please note all job offers are contingent upon a successful drug screen and criminal background check, in accordance with applicable local, state, and federal laws.
NowHiring #GetHired #Hiring #HiringNow
INTRODUCTION
Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.
Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.
Learn about our company culture directly from our team.
MAKE AN IMPACT IN THIS ROLE
As a Talent Acquisition Business Partner, you will lead full-cycle recruiting and serve as a trusted advisor to hiring managers across your assigned locations. You will translate business and hiring needs into practical recruiting strategies, build strong candidate pipelines, and guide consistent, equitable selection practices to help the organization hire the right talent at the right time.
You will recruit across a diverse portfolio of roles, from high-volume hourly and skilled positions to professional, leadership, senior-level, and hard-to-fill talent. Using market insights, recruiting data, technology, and strong stakeholder partnerships, you will help improve hiring outcomes and create a positive experience for candidates and hiring teams. While primarily supporting an assigned region, you will also partner with Talent Acquisition, Human Resources, and business leaders across North America as business needs require.
WHAT YOU'LL DO (% OF TIME)
70% | Full-Cycle Recruiting & Hiring Partnership
- Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions across assigned Ohio locations.
- Own each search from intake through accepted offer, including recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
- Conduct comprehensive intake discussions to clarify the business need, required and preferred qualifications, success profile, target talent, market considerations, interview approach, and hiring timeline.
- Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, professional networks, schools, community partnerships, hiring events, talent pipelines, and other relevant channels.
- Use recruiting expertise, market conditions, pipeline data, and candidate feedback to advise and influence hiring managers throughout the search.
- Appropriately challenge unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps that may unnecessarily limit the talent pool or delay hiring outcomes.
- Assess candidates consistently against documented required and preferred qualifications, relevant accomplishments, and the capabilities needed for success in the role.
- Present qualified candidates with clear, objective recommendations and facilitate productive slate-review and debrief discussions.
- Guide hiring managers in structured, behavior-based, consistent, and equitable interviewing and selection practices.
- Maintain timely, transparent communication with candidates and hiring teams while providing a professional and inclusive candidate experience.
- Manage multiple concurrent searches, set clear expectations, identify risks early, and adjust recruiting strategies when results or market conditions indicate a different approach is needed.
- Partner with hiring managers and HR partners throughout the recruiting process to drive timely decisions, coach on recruiting and selection best practices, and balance hiring urgency, candidate quality, candidate experience, and business needs.
20% | Talent Pipelining & Market Insights
- Partner with hiring managers and HR partners to understand upcoming hiring needs and roles that may be opening so recruiting can prepare before a requisition becomes urgent.
- Research the talent market to understand candidate availability, where qualified talent can be found, local competition, pay expectations, and potential challenges in filling roles.
- Build and maintain candidate pipelines for anticipated, recurring, difficult-to-fill, and business-critical positions.
- Identify the most effective sourcing approaches, channels, professional networks, schools, community organizations, and workforce partners for different roles and candidate populations.
- Use market insights, sourcing results, and candidate feedback to recommend adjustments to role requirements, sourcing strategies, compensation considerations, or timelines when the current approach is not producing the right talent.
10% | Technology, Process Improvement & Compliance
- Use Workday Recruiting and available talent technology, including HiredScore, Paradox, LinkedIn Recruiter, and Indeed, to manage workflows, strengthen sourcing, maintain accurate data, and improve the hiring experience.
- Maintain complete and accurate recruiting records, status updates, disposition information, and documentation in accordance with company practices and applicable requirements.
- Use recruiting results to identify delays, improve outcomes, and reinforce agreed-upon responsibilities with hiring partners.
- Identify and recommend improvements to processes that create unnecessary delays, administrative burden, inconsistency, or poor candidate and hiring-manager experiences.
- Support Talent Acquisition projects, process enhancements, and technology adoption that improve consistency, efficiency, and scalability.
- Apply applicable employment laws, company policies, and equitable hiring practices throughout the recruiting and selection process.
SKILLS AND EXPERIENCE | WHAT YOU'LL BRING
REQUIRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Bachelor’s degree or an equivalent combination of education and directly relevant experience.
- Five or more years of full-cycle recruiting experience, including direct sourcing and independent ownership of searches from intake through accepted offer.
- Experience recruiting hourly, professional and difficult-to-fill roles.
- Demonstrated ability to act as a trusted hiring partner by coaching leaders on recruiting and selection best practices, influencing decisions, appropriately challenging requirements or processes, and partnering with hiring managers and HR to prepare for upcoming hiring needs.
- Proven ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines.
- Strong judgment, communication, and relationship-building skills, with the ability to manage competing priorities and keep hiring leaders and candidates informed.
- Experience using an applicant tracking system and sourcing tools, along with working knowledge of employment laws and fair, consistent hiring practices.
PREFERRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Experience recruiting in manufacturing, distribution or another multi-site operational environment.
- Experience recruiting skilled trades, engineering, sales, operations leadership, or other specialized roles.
- Experience using Workday Recruiting, HiredScore, Paradox, LinkedIn Recruiter, Indeed, or comparable recruiting tools.
- Experience supporting multiple locations.
TRAVEL
This position requires domestic travel up to 10% of the time.
WORK STATUS & LOCATION
Full-Time, Hybrid, located in Columbus, Ohio. Requires a minimum of two days per week in the office, with the remaining days eligible for remote work.
RELOCATION
Relocation is not available for this position.
PAY (COMPENSATION)
$66,600 - $100,000 / year.
PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Requirements
While performing the duties of this job, the employee is frequently required to sit, talk, and hear, and sometimes walk and stand. While performing the duties of this job, the employee may occasionally push or lift up to 25 lbs.
WORK ENVIRONMENT
This job operates in a professional office environment where standard office equipment such as computers, phones, printers/scanners, etc. are frequently used.
LI-Hybrid
REWARDS AT SIMPSON STRONG-TIE
We recognize and reward employees with a carefully designed and comprehensive rewards package, including competitive compensation, quarterly bonuses or commission and first-rate benefits. May exclude some positions, such as seasonal jobs.
- Quarterly Bonuses/Commission: You will be eligible for either a bonus or commission, paid on a quarterly basis. We believe all employees affect customers, sales and revenue — directly or indirectly – and should be rewarded by sharing the company profits.
- Benefits: We provide a wide range of benefits for eligible full-time employees including: medical, dental, vision, retirement contributions, employee stock purchase and bonus plans, pay for holidays, vacation, sick days, funerals and jury duty, years of service awards, employee discounts, employee referral bonuses, charitable contribution matching, education reimbursement and more. View benefit plan details here: https://benefits.strongtie.com/.
In keeping with our values and commitment to diversity, equity, and inclusion in our communities, we are an equal opportunity employer. This means that our employment decisions are based on your qualifications and merit, and our business needs.
Please note all job offers are contingent upon a successful drug screen and criminal background check, in accordance with applicable local, state, and federal laws.
NowHiring #GetHired #Hiring #HiringNow
See all 73+ Green Card Recruitment Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Recruitment Partner Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Recruitment Partner
Align your degree to PERM requirements
PERM requires your employer to define a minimum degree requirement for the Recruitment Partner role before filing. A bachelor's in human resources, business, or organizational psychology maps cleanly; a degree in an unrelated field requires documented justification showing direct relevance to recruiting duties.
Request a prevailing wage determination early
Your employer must obtain a prevailing wage determination from DOL before the PERM recruitment phase begins. Use the OFLC Wage Search to verify the wage level tied to your SOC code and location, so you can flag any discrepancy before the formal determination arrives.
Find sponsors through Migrate Mate
Identifying which employers have a track record of PERM filings for HR and recruiting roles is the fastest way to narrow your search. Migrate Mate lists employers with verified green card sponsorship history, searchable by role and city, so you're targeting companies already familiar with the process.
Watch for in-house versus agency distinctions
Staffing agencies and third-party recruiting firms face additional PERM scrutiny because regulators examine whether the sponsoring employer controls the daily work. Corporate in-house Recruitment Partner roles typically satisfy the employer-control requirement more cleanly than agency placements.
Secure written confirmation of sponsorship intent
Before accepting an offer, get written confirmation that the employer will cover PERM filing costs and commit to the multi-year timeline. USCIS and DOL prohibit passing PERM attorney fees to the beneficiary, and a written policy prevents disputes once recruitment advertising begins.
Preserve 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. AC21 job portability also protects you if your I-485 has been pending 180 days or more and the new Recruitment Partner role is in the same or similar occupation.
Green Card Recruitment Partner: Frequently Asked Questions
Does a Recruitment Partner role qualify for EB-2 or EB-3 green card sponsorship?
Most Recruitment Partner positions qualify under EB-2 if the employer requires an advanced degree or a bachelor's degree plus five years of progressive HR experience. EB-3 covers roles where a bachelor's degree is the stated minimum. The PERM job description must specify the degree requirement before the employer files with DOL, so the classification is set at the start of the process.
How does green card sponsorship for a Recruitment Partner differ from H-1B sponsorship?
Green card sponsorship leads to lawful permanent residence rather than a temporary status. The process starts with PERM labor certification, where your employer must conduct a formal recruitment test proving no qualified U.S. worker is available, then file an I-140 petition with USCIS. Unlike H-1B visa, there is no annual lottery, but per-country numerical limits mean nationals of high-demand countries can face significant priority-date backlogs before the final step.
What does the PERM recruitment test mean for Recruitment Partner candidates?
PERM requires your sponsoring employer to run a government-mandated recruitment campaign, including job postings, before DOL certifies the application. The employer must document that no minimally qualified U.S. worker applied and was rejected without lawful cause. For Recruitment Partner roles, the job posting must accurately reflect the duties and minimum requirements that the foreign national actually meets.
How do I find employers who sponsor green cards for Recruitment Partner roles?
Migrate Mate lists employers with verified green card sponsorship history for HR and recruiting positions, searchable by city and role type. Targeting companies with an existing PERM filing track record shortens your research significantly, since those employers already understand the multi-year timeline, DOL recruitment requirements, and I-140 petition process involved in sponsoring permanent residence.
Can I change employers after my green card process has started?
Yes, under two distinct rules. If your I-485 adjustment-of-status application has been pending 180 days or more, AC21 portability lets you move to a new employer in the same or similar occupation without restarting the process. Separately, once your original I-140 was approved, your priority date can be transferred to a new employer's I-140 petition, protecting your place in the queue.