Green Card Sales Training Manager Jobs
Sales Training Manager roles qualify for EB-2 and EB-3 green card sponsorship when the position requires a bachelor's degree in business, education, or a related field. Employers file a PERM labor certification with DOL before sponsoring you, documenting that no qualified U.S. worker is available for the role.
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Get Access To All JobsINTRODUCTION
Vestwell is the financial technology company powering the new savings economy. The New York City-based fintech platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 790,000 businesses and more than 2.75 million active savers, with over $57 billion in assets saved across all 50 United States. Vestwell offers a range of products, including workplace-delivered retirement plans, employer-offered student loan repayment benefits, and various savings accounts for education, emergencies, and individuals with disabilities. Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers.
Who Are We Looking For?
We’re growing our Employer Service team and adding a Training Manager to own the full training ecosystem for the specialists who serve 401(k) plan sponsors, HR and payroll administrators, and partners such as TPAs and advisers. You’re a proactive, organized leader and skilled facilitator who can turn complex retirement plan concepts into clear, practical learning that gets new hires productive quickly and keeps the whole team sharp as our products and regulations evolve. This role partners closely with Employer Service leadership, Plan Onboarding, Operations, Compliance, and product teams to make sure our team is confident, knowledgeable, and ready to deliver an excellent employer experience.
What Will You Be Doing?
Day-to-Day, You Will Be Expected To
Lead New-Hire Onboarding:
- Own the new-hire training program for Employer Service specialists, from day one through full proficiency.
- Deliver engaging instructor-led, virtual, and hands-on training sessions.
- Design nesting and shadowing plans that move new hires from classroom to live work with confidence.
- Assess readiness through knowledge checks and practical exercises before new hires take on full workloads.
Build Curriculum & Content:
- Develop training on 401(k) plan fundamentals, including eligibility, vesting, contributions and match, loans, distributions, and payroll integration.
- Create training on employer-facing workflows such as plan onboarding, payroll file issues, plan feature changes, and partner support.
- Build and maintain training materials, procedures, job aids, knowledge-base articles, and learning paths.
- Keep all content accurate, current, and aligned with company policy and applicable ERISA, DOL, and IRS requirements.
Drive Ongoing Development:
- Deliver refresher training for new processes, product releases, plan design changes, and regulatory updates (e.g., SECURE 2.0 provisions).
- Build advanced and specialized learning paths that support career growth and cross-training.
- Run a training calendar that balances team development with service-level needs.
Measure Training Effectiveness:
- Track training completion, assessment results, time to proficiency, (e.g., against a target of X weeks), and post-training performance.
- Gather feedback from learners and leaders to continuously improve content and delivery.
- Report on training impact to leadership and recommend improvements.
- Use performance and quality trends shared by supervisors to identify where targeted training is needed.
Partner Across the Organization:
- Collaborate with supervisors and managers to understand skill gaps and team needs.
- Partner with product and engineering to prepare the team ahead of new feature and system releases.
- Work with Compliance to ensure required regulatory and data-security training is delivered and documented.
- Uphold strict confidentiality and data-protection standards in all training materials and examples.
REQUIREMENTS
The Necessities
- 5+ years of experience leading training or learning and development in a retirement plan, recordkeeping, financial services, or client service environment
- Working knowledge of 401(k) plan administration, including contributions, loans, distributions, and payroll processing
- Strong facilitation and presentation skills, both in person and virtually
- Experience designing training content; familiarity with instructional design and LMS tools is a plus
- Ability to manage multiple priorities in a fast-paced environment
- Working familiarity with ERISA and DOL/IRS requirements; industry designations (e.g., QKA, CRPS) are a plus
- A commitment to service excellence and continuous improvement
This role will be based in either the New York City, Austin, King of Prussia, or Scottsdale office, and will be part of Vestwell's hybrid in-office operation. The expected base salary range for this position is $80K - $95K base. This position is eligible to participate in the Company Bonus Pool and is eligible to receive new hire equity in the Company. Please note that salary bands are based on NY and other similar metro areas and may differ based on where the role is ultimately hired.
Full-Time Employee Benefits
We’re an innovative, high-growth company with an exciting future ahead. At Vestwell, we prioritize employee wellbeing through comprehensive health benefits, generous time off, and a dedicated Employee Wellbeing Committee. Our hybrid work model offers flexibility while providing access to our collaborative offices in Midtown Manhattan, Austin, King of Prussia, and Scottsdale. And, of course, as a company focused on helping people save for the future, we offer a competitive 401(k) plan.
INTERVIEW PROCESS
Our interview process starts the same for every candidate with 1-2 introductory conversations to learn more about your background, interests, and what you're looking for, while also giving you the opportunity to learn more about Vestwell and the team. From there, the process varies by role but typically includes a skills or experience-based assessment, such as a coding interview, portfolio review, or deeper discussion of your relevant experience. Successful candidates then move on to a virtual or in-person interview panel. Before extending an offer, we complete a reference check with a current or former manager and a peer. Throughout the process, we prioritize transparency, clear communication, and minimizing surprises. For your awareness you will only receive correspondence from recruiting@vestwell.com any other domain not ending in vestwell.com is not our Recruitment team.
Vestwell’s Privacy Policy.
Attention California residents: In the course of conducting our business and complying with federal, state, and local government regulations governing such matters as employment, tax, insurance, etc., we must collect Personal Information from you. Should you accept employment with Vestwell you may view our California Privacy Rights Act here: Vestwell’s California Privacy Rights Policy.
INTRODUCTION
Vestwell is the financial technology company powering the new savings economy. The New York City-based fintech platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 790,000 businesses and more than 2.75 million active savers, with over $57 billion in assets saved across all 50 United States. Vestwell offers a range of products, including workplace-delivered retirement plans, employer-offered student loan repayment benefits, and various savings accounts for education, emergencies, and individuals with disabilities. Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers.
Who Are We Looking For?
We’re growing our Employer Service team and adding a Training Manager to own the full training ecosystem for the specialists who serve 401(k) plan sponsors, HR and payroll administrators, and partners such as TPAs and advisers. You’re a proactive, organized leader and skilled facilitator who can turn complex retirement plan concepts into clear, practical learning that gets new hires productive quickly and keeps the whole team sharp as our products and regulations evolve. This role partners closely with Employer Service leadership, Plan Onboarding, Operations, Compliance, and product teams to make sure our team is confident, knowledgeable, and ready to deliver an excellent employer experience.
What Will You Be Doing?
Day-to-Day, You Will Be Expected To
Lead New-Hire Onboarding:
- Own the new-hire training program for Employer Service specialists, from day one through full proficiency.
- Deliver engaging instructor-led, virtual, and hands-on training sessions.
- Design nesting and shadowing plans that move new hires from classroom to live work with confidence.
- Assess readiness through knowledge checks and practical exercises before new hires take on full workloads.
Build Curriculum & Content:
- Develop training on 401(k) plan fundamentals, including eligibility, vesting, contributions and match, loans, distributions, and payroll integration.
- Create training on employer-facing workflows such as plan onboarding, payroll file issues, plan feature changes, and partner support.
- Build and maintain training materials, procedures, job aids, knowledge-base articles, and learning paths.
- Keep all content accurate, current, and aligned with company policy and applicable ERISA, DOL, and IRS requirements.
Drive Ongoing Development:
- Deliver refresher training for new processes, product releases, plan design changes, and regulatory updates (e.g., SECURE 2.0 provisions).
- Build advanced and specialized learning paths that support career growth and cross-training.
- Run a training calendar that balances team development with service-level needs.
Measure Training Effectiveness:
- Track training completion, assessment results, time to proficiency, (e.g., against a target of X weeks), and post-training performance.
- Gather feedback from learners and leaders to continuously improve content and delivery.
- Report on training impact to leadership and recommend improvements.
- Use performance and quality trends shared by supervisors to identify where targeted training is needed.
Partner Across the Organization:
- Collaborate with supervisors and managers to understand skill gaps and team needs.
- Partner with product and engineering to prepare the team ahead of new feature and system releases.
- Work with Compliance to ensure required regulatory and data-security training is delivered and documented.
- Uphold strict confidentiality and data-protection standards in all training materials and examples.
REQUIREMENTS
The Necessities
- 5+ years of experience leading training or learning and development in a retirement plan, recordkeeping, financial services, or client service environment
- Working knowledge of 401(k) plan administration, including contributions, loans, distributions, and payroll processing
- Strong facilitation and presentation skills, both in person and virtually
- Experience designing training content; familiarity with instructional design and LMS tools is a plus
- Ability to manage multiple priorities in a fast-paced environment
- Working familiarity with ERISA and DOL/IRS requirements; industry designations (e.g., QKA, CRPS) are a plus
- A commitment to service excellence and continuous improvement
This role will be based in either the New York City, Austin, King of Prussia, or Scottsdale office, and will be part of Vestwell's hybrid in-office operation. The expected base salary range for this position is $80K - $95K base. This position is eligible to participate in the Company Bonus Pool and is eligible to receive new hire equity in the Company. Please note that salary bands are based on NY and other similar metro areas and may differ based on where the role is ultimately hired.
Full-Time Employee Benefits
We’re an innovative, high-growth company with an exciting future ahead. At Vestwell, we prioritize employee wellbeing through comprehensive health benefits, generous time off, and a dedicated Employee Wellbeing Committee. Our hybrid work model offers flexibility while providing access to our collaborative offices in Midtown Manhattan, Austin, King of Prussia, and Scottsdale. And, of course, as a company focused on helping people save for the future, we offer a competitive 401(k) plan.
INTERVIEW PROCESS
Our interview process starts the same for every candidate with 1-2 introductory conversations to learn more about your background, interests, and what you're looking for, while also giving you the opportunity to learn more about Vestwell and the team. From there, the process varies by role but typically includes a skills or experience-based assessment, such as a coding interview, portfolio review, or deeper discussion of your relevant experience. Successful candidates then move on to a virtual or in-person interview panel. Before extending an offer, we complete a reference check with a current or former manager and a peer. Throughout the process, we prioritize transparency, clear communication, and minimizing surprises. For your awareness you will only receive correspondence from recruiting@vestwell.com any other domain not ending in vestwell.com is not our Recruitment team.
Vestwell’s Privacy Policy.
Attention California residents: In the course of conducting our business and complying with federal, state, and local government regulations governing such matters as employment, tax, insurance, etc., we must collect Personal Information from you. Should you accept employment with Vestwell you may view our California Privacy Rights Act here: Vestwell’s California Privacy Rights Policy.
See all 808+ Green Card Sales Training Manager Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Sales Training Manager
Align your credentials to PERM job requirements
PERM requires your degree and experience to match the employer's stated minimum requirements exactly. A Sales Training Manager role typically lists a bachelor's in business or a related field, so document any foreign credentials through an evaluation agency before your employer files.
Use O*NET to frame your specialty occupation
Pull the O*NET profile for Sales Training Manager to identify the specific knowledge domains and tasks DOL reviewers expect. Employers who anchor their PERM job description to O*NET language face fewer audit requests during the labor certification stage.
Target employers with existing PERM filing infrastructure
Training and sales operations roles at mid-size or enterprise companies are more likely to have in-house HR or outside counsel experienced with PERM. Ask during early interviews whether the company has sponsored permanent residency for L&D or sales enablement professionals before.
Search green card sponsoring employers on Migrate Mate
Filter by Sales Training Manager roles on Migrate Mate to find employers with verified green card sponsorship history. Leading with employers who have completed PERM filings before cuts the negotiation step where you have to explain the process from scratch.
Verify the prevailing wage tier before accepting an offer
Run your offered salary against the OFLC Wage Search using your job title and work location before signing. Your employer must certify a wage at least equal to the prevailing wage Level I through IV; a low offer can stall or invalidate the PERM filing entirely.
Clarify EB-2 versus EB-3 classification early in the offer stage
If the employer drafts the PERM job description requiring only a bachelor's degree, the role will likely file under EB-3. Negotiate an advanced degree requirement into the description upfront if you hold a master's, since EB-2 priority dates are generally current faster for many countries.
Green Card Sales Training Manager: Frequently Asked Questions
Does a Sales Training Manager role qualify for EB-2 or EB-3 green card sponsorship?
Both categories can apply. EB-3 covers the role when the employer requires a bachelor's degree as the minimum. EB-2 applies if the employer requires a master's degree or its equivalent in experience. Since PERM ties the classification to the employer's stated job requirements, the degree language in the job description determines which category your petition files under.
How does green card sponsorship differ from H-1B sponsorship for this role?
H-1B visa is a temporary nonimmigrant status capped at 85,000 visas annually and subject to a lottery. Green card sponsorship through PERM, I-140, and adjustment of status leads to permanent residency with no cap at the EB-3 level for most countries. The tradeoff is timeline: PERM labor certification alone takes six to eighteen months before the I-140 petition is even filed.
What does the PERM labor certification process require from my employer for this role?
Your employer must conduct a supervised recruitment campaign, document that no qualified U.S. worker applied, and file an ETA-9089 application with DOL. For a Sales Training Manager position, the job description must reflect the actual minimum requirements, not inflated credentials designed to exclude U.S. applicants. DOL audits are common when the described requirements are unusually specific.
How can I find employers who will sponsor a green card for a Sales Training Manager position?
Search Migrate Mate to identify employers with verified green card sponsorship history for training and sales enablement roles. Targeting companies that have completed PERM filings before is more productive than cold-applying broadly, because those employers already have legal counsel and internal processes in place to move your case forward after an offer is made.
Can I switch employers after my green card process has started?
You can change employers after your I-140 has been approved for 180 days and your I-485 has been pending for at least 180 days, under AC21 portability rules. The new role must be the same or similar occupational classification. A Sales Training Manager moving to a comparable L&D or sales enablement role at a new company can typically port without restarting the entire PERM process.