Green Card Resource Manager Jobs
Resource Manager green card sponsorship follows the EB-2 or EB-3 employment-based path, requiring PERM labor certification before your employer files an I-140 petition with USCIS. Because this role demands cross-functional coordination and workforce planning expertise, employers in construction, technology, and professional services regularly sponsor qualified foreign professionals for permanent residency.
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Get Access To All JobsINTRODUCTION
The Department of Correction employs approximately 2,600 employees, union and non-union covered in 24-hour/7-day facilities/operations. This position provides labor relation management to support the Department of Correction. The incumbent manages all disciplinary issues and provides guidance to managers. Additionally, this position provides representation at meetings, Grievance and Arbitration Hearings, Contract Negotiations, and supervises professional level staff.
Essential Functions
Professional human resource work is characterized by the application of human resource theories, principles and models to support the administration of human resource functions; as well as the use of knowledge, discretion, consultation and independent judgment in applying and/or interpreting human resource laws, rules, regulations, standards, policies and procedures to address a variety of human resource activities, challenges, issues and assignments. Work often involves review, evaluation, consultation, and recommendations of specific courses of action to be taken, through collaboration with employees, supervisors, managers, and others, and in compliance with human resource laws, rules, regulations, standards, policies and procedures.
Essential functions are fundamental, core functions common to all positions in the class series and are not intended to be an exhaustive list of all job duties for any one position in the class. Since class specifications are descriptive and not restrictive, incumbents can complete job duties of similar kind not specifically listed.
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Provides guidance, direction and recommendations to employees, management and others based on findings, rules, regulations, policies, guidelines and precedents that impact assigned area of human resources.
-
Depending on the size of an assigned agency and operations, employees perform professional human resource work specializing in one or more human resource functions or perform professional human resource work as a generalist for all human resource functions of one or more assigned agencies.
-
Applies, explains, and ensures compliance with state and federal human resource laws, rules, regulations, standards, policies and procedures.
-
Analyzes inquiries, needs and challenges; assesses organizational impact; evaluates alternatives/options and makes recommendations.
-
Explains and supports human resource related actions and recommendations.
-
Reports workplace risk management issues to leadership (e.g., safety, health).
-
Researches, collects, analyzes and evaluates data and information from a variety of sources and documents findings in narrative and statistical reports.
-
Utilizes automated human resources information systems or other computerized systems to research and report on data; may perform quality reviews of data in systems.
-
Conducts special assignments and studies.
-
Participates in interviews, meetings, conference calls and/or presentations.
-
May calculate, resolve discrepancies and report on data for an agency’s payroll.
JOB REQUIREMENTS for Human Resource Manager I
Applicants must have education, training and/or experience demonstrating competence in each of the following areas:
-
Applicants must possess at least one of the following:
-
Possession of a Bachelor’s degree or higher.
-
OR
-
Four years of professional human resource experience.
-
OR
-
Three years of professional human resource experience AND a Statewide Human Resource Certification or professional human resource certification.
-
In addition to the above requirement, applicants must meet all of the job requirements below:
-
Three years’ experience in performing professional human resource work in support of a human resource function.
-
Two years’ experience in interviewing employees, management or others to obtain facts, explore issues and identify courses of action.
-
One year of experience in providing subject matter expertise to employees, management or others on inquiries and/or challenges in assigned human resource function(s).
-
One year of experience in developing and evaluating human resource policies or procedures.
-
Knowledge of staff supervision acquired through course work, academic training, training provided through an employer, or performing as a lead worker overseeing the work of others; OR supervising staff which may include planning, assigning, reviewing, and evaluating the work of others; OR supervising through subordinate supervisors a group of professional, technical, and clerical employees.
Additional Posting Information
The State of Delaware recognizes the value of telework and flexible working schedules. This position is eligible for Telework according to the State of Delaware’s Alternative Work Arrangement Policy. More information will be shared at the time of interview.
Conditions of Hire
Criminal background check: A satisfactory criminal background check is required as a condition of hire. The recruiting agency may require the applicant to pay for the criminal background check as part of the conditional offer of hire.
Pre-employment Drug Testing: Upon a conditional offer, you must undergo pre-employment drug testing as part of the hiring process. Upon a conditional offer, the applicant must undergo a pre-employment base line two step tuberculin skin test (TST) as part of the hiring process.
All new hires are required to report to the Statewide New Employee Orientation (SNEO) on their first day of employment. Sessions are held at designated locations in Kent or New Castle County.
Applicants must be legally authorized to work in the United States. The State of Delaware Executive Branch participates in the Federal E-Verify system where the State will provide the federal government with each new hires Form I-9 information to confirm that you are authorized to work in the U.S. For more information refer to our job seeker resources.
Benefits
To learn more about the comprehensive benefit package please visit our website at https://dhr.delaware.gov/benefits/
Selection Process
The application and supplemental questionnaire are evaluated based upon a rating of your education, training and experience as they relate to the job requirements of the position. It is essential that you provide complete and accurate information on your application and the supplemental questionnaire to include dates of employment, job title and job duties. For education and training, list name of educational provider, training course titles and summary of course content. Narrative information supplied in response to the questions must be supported by the information supplied on the application including your employment, education and training history as it relates to the job requirements.
Once you have submitted your application online, all future correspondence related to your application will be sent via email. Please keep your contact information current. You may also view all correspondence sent to you by the State of Delaware in the “My Applications” tab at StateJobs.Delaware.gov.
Accommodations
Accommodations are available for applicants with disabilities in all phases of the application and employment process.
Individuals who use TDD may request auxiliary aid or service by calling (800) 232-5470 or by visiting delawarerelay.com.
If you need assistance with an accommodation under the Americans with Disabilities Act (ADA) or general applicant support, you may call (302) 739-5458 or email jobs@delaware.gov.
The State of Delaware is an Equal Opportunity employer and values a diverse workforce. We strongly encourage and seek out a workforce representative of Delaware including race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression.
INTRODUCTION
The Department of Correction employs approximately 2,600 employees, union and non-union covered in 24-hour/7-day facilities/operations. This position provides labor relation management to support the Department of Correction. The incumbent manages all disciplinary issues and provides guidance to managers. Additionally, this position provides representation at meetings, Grievance and Arbitration Hearings, Contract Negotiations, and supervises professional level staff.
Essential Functions
Professional human resource work is characterized by the application of human resource theories, principles and models to support the administration of human resource functions; as well as the use of knowledge, discretion, consultation and independent judgment in applying and/or interpreting human resource laws, rules, regulations, standards, policies and procedures to address a variety of human resource activities, challenges, issues and assignments. Work often involves review, evaluation, consultation, and recommendations of specific courses of action to be taken, through collaboration with employees, supervisors, managers, and others, and in compliance with human resource laws, rules, regulations, standards, policies and procedures.
Essential functions are fundamental, core functions common to all positions in the class series and are not intended to be an exhaustive list of all job duties for any one position in the class. Since class specifications are descriptive and not restrictive, incumbents can complete job duties of similar kind not specifically listed.
-
Provides guidance, direction and recommendations to employees, management and others based on findings, rules, regulations, policies, guidelines and precedents that impact assigned area of human resources.
-
Depending on the size of an assigned agency and operations, employees perform professional human resource work specializing in one or more human resource functions or perform professional human resource work as a generalist for all human resource functions of one or more assigned agencies.
-
Applies, explains, and ensures compliance with state and federal human resource laws, rules, regulations, standards, policies and procedures.
-
Analyzes inquiries, needs and challenges; assesses organizational impact; evaluates alternatives/options and makes recommendations.
-
Explains and supports human resource related actions and recommendations.
-
Reports workplace risk management issues to leadership (e.g., safety, health).
-
Researches, collects, analyzes and evaluates data and information from a variety of sources and documents findings in narrative and statistical reports.
-
Utilizes automated human resources information systems or other computerized systems to research and report on data; may perform quality reviews of data in systems.
-
Conducts special assignments and studies.
-
Participates in interviews, meetings, conference calls and/or presentations.
-
May calculate, resolve discrepancies and report on data for an agency’s payroll.
JOB REQUIREMENTS for Human Resource Manager I
Applicants must have education, training and/or experience demonstrating competence in each of the following areas:
-
Applicants must possess at least one of the following:
-
Possession of a Bachelor’s degree or higher.
-
OR
-
Four years of professional human resource experience.
-
OR
-
Three years of professional human resource experience AND a Statewide Human Resource Certification or professional human resource certification.
-
In addition to the above requirement, applicants must meet all of the job requirements below:
-
Three years’ experience in performing professional human resource work in support of a human resource function.
-
Two years’ experience in interviewing employees, management or others to obtain facts, explore issues and identify courses of action.
-
One year of experience in providing subject matter expertise to employees, management or others on inquiries and/or challenges in assigned human resource function(s).
-
One year of experience in developing and evaluating human resource policies or procedures.
-
Knowledge of staff supervision acquired through course work, academic training, training provided through an employer, or performing as a lead worker overseeing the work of others; OR supervising staff which may include planning, assigning, reviewing, and evaluating the work of others; OR supervising through subordinate supervisors a group of professional, technical, and clerical employees.
Additional Posting Information
The State of Delaware recognizes the value of telework and flexible working schedules. This position is eligible for Telework according to the State of Delaware’s Alternative Work Arrangement Policy. More information will be shared at the time of interview.
Conditions of Hire
Criminal background check: A satisfactory criminal background check is required as a condition of hire. The recruiting agency may require the applicant to pay for the criminal background check as part of the conditional offer of hire.
Pre-employment Drug Testing: Upon a conditional offer, you must undergo pre-employment drug testing as part of the hiring process. Upon a conditional offer, the applicant must undergo a pre-employment base line two step tuberculin skin test (TST) as part of the hiring process.
All new hires are required to report to the Statewide New Employee Orientation (SNEO) on their first day of employment. Sessions are held at designated locations in Kent or New Castle County.
Applicants must be legally authorized to work in the United States. The State of Delaware Executive Branch participates in the Federal E-Verify system where the State will provide the federal government with each new hires Form I-9 information to confirm that you are authorized to work in the U.S. For more information refer to our job seeker resources.
Benefits
To learn more about the comprehensive benefit package please visit our website at https://dhr.delaware.gov/benefits/
Selection Process
The application and supplemental questionnaire are evaluated based upon a rating of your education, training and experience as they relate to the job requirements of the position. It is essential that you provide complete and accurate information on your application and the supplemental questionnaire to include dates of employment, job title and job duties. For education and training, list name of educational provider, training course titles and summary of course content. Narrative information supplied in response to the questions must be supported by the information supplied on the application including your employment, education and training history as it relates to the job requirements.
Once you have submitted your application online, all future correspondence related to your application will be sent via email. Please keep your contact information current. You may also view all correspondence sent to you by the State of Delaware in the “My Applications” tab at StateJobs.Delaware.gov.
Accommodations
Accommodations are available for applicants with disabilities in all phases of the application and employment process.
Individuals who use TDD may request auxiliary aid or service by calling (800) 232-5470 or by visiting delawarerelay.com.
If you need assistance with an accommodation under the Americans with Disabilities Act (ADA) or general applicant support, you may call (302) 739-5458 or email jobs@delaware.gov.
The State of Delaware is an Equal Opportunity employer and values a diverse workforce. We strongly encourage and seek out a workforce representative of Delaware including race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression.
See all Green Card Resource Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Resource Manager Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Resource Manager
Align your credentials to EB-2 or EB-3
EB-2 covers advanced-degree professionals or those with a bachelor's degree plus five years of progressive experience in a directly related field. Pull together performance reviews and project documentation now, PERM audits demand contemporaneous evidence of your qualifications, not reconstructed records.
Search Migrate Mate for verified sponsors
Target employers with confirmed green card filing history in resource management. Migrate Mate lists U.S. employers with verified employment-based sponsorship records, searchable by role and location, so you can focus outreach on companies already familiar with the PERM process for this occupation.
Use OFLC Wage Search before salary talks
Your employer's PERM filing must certify a wage at or above the DOL prevailing wage for your SOC code and work location. Check the OFLC Wage Search for your specific metro area before negotiating, so your offered salary supports certification rather than triggering a deficiency.
Verify your O*NET job duties match the petition
DOL auditors compare your actual job description against the O*NET occupation profile for resource managers. If your day-to-day duties drift toward project management or operations director functions, your employer's HR and immigration counsel need to draft the PERM job description carefully to avoid a supervised recruitment audit.
File I-140 concurrently to lock your priority date
Once PERM is certified, your employer should file the I-140 promptly. Nationals of India and China face significant priority-date backlogs in EB-2 and EB-3 categories, and your place in line is set by the I-140 receipt date, not the PERM certification date.
Understand AC21 portability before you change jobs
If your I-485 has been pending for 180 days or more and you receive an offer in the same or a similar occupation, AC21 portability lets you change employers without restarting the green card process. Confirm the occupational similarity with USCIS standards before accepting any new offer.
Green Card Resource Manager: Frequently Asked Questions
Which green card category covers Resource Manager roles?
Most Resource Manager positions qualify under EB-2 if the role requires an advanced degree or a bachelor's degree plus five years of progressive, specialized experience. EB-3 covers professionals with a bachelor's degree and skilled workers with at least two years of experience. Your employer's immigration counsel will confirm the correct category based on the specific job requirements and your credentials before filing PERM.
How is green card sponsorship different from H-1B for a Resource Manager?
H-1B visa sponsorship is temporary and renewable, with an annual lottery and a cap. Green card sponsorship through EB-2 or EB-3 is permanent, with no lottery but a multi-step process: DOL PERM labor certification, USCIS I-140 approval, and then adjustment of status or consular processing. Per-country annual limits mean nationals of India and China may wait years before a visa number becomes available, even after I-140 approval.
What does PERM labor certification require from the employer?
The employer must conduct a formal recruitment test, advertise the position through DOL-mandated channels, and demonstrate that no qualified U.S. worker applied. They also obtain a prevailing wage determination from the OFLC and certify the offered wage meets or exceeds it. The employer files the ETA Form 9089 with DOL. You, as the foreign national, do not file PERM yourself.
How do I find employers who sponsor green cards for Resource Manager positions?
Start your search on Migrate Mate, which lists U.S. employers with verified employment-based green card sponsorship history, searchable by occupation and location. Because PERM filings are publicly disclosed through DOL, you can identify companies that have sponsored similar roles in the past, which signals both willingness and an established immigration process.
Can I change jobs after my employer starts my green card process?
Yes, under two distinct rules. If your I-140 has been approved, your priority date can transfer to a new employer's I-140 petition. Separately, if your I-485 adjustment of status application has been pending for at least 180 days, AC21 portability lets you move to a new employer in the same or a similar occupation without losing your place in the queue. These rules operate independently.