Green Card Talent Acquisition Officer Jobs
Talent Acquisition Officer green card sponsorship follows the EB-2 or EB-3 pathway, requiring PERM labor certification before your employer files an I-140 petition. HR-focused roles qualify when the position requires a bachelor's degree or advanced credentials in human resources, organizational psychology, or a related field, making permanent sponsorship achievable for qualified foreign professionals.
Find Green Card Talent Acquisition Officer JobsOverview
Showing 5 of 9+ Talent Acquisition Officer jobs
See all Talent Acquisition Officer Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Talent Acquisition Officer roles.
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.
See all Green Card Talent Acquisition Officer Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Talent Acquisition Officer Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Talent Acquisition Officer
Align your credentials to EB-2 or EB-3
EB-2 requires an advanced degree or a bachelor's plus five years of progressive experience in talent acquisition. Document promotions, expanded scope, and specialized skills like workforce planning or executive recruiting to build the strongest possible classification argument before PERM begins.
Target employers with active PERM filings
Search Migrate Mate to find employers with verified green card sponsorship history for HR and talent acquisition roles. Focusing your outreach on companies that have completed PERM for similar positions dramatically reduces the risk of an employer abandoning the process mid-filing.
Verify the prevailing wage before accepting an offer
Your employer's PERM filing requires a DOL-approved prevailing wage determination. Use the OFLC Wage Search to look up the wage level for Talent Acquisition Officers in your target city before you negotiate, so your offered salary won't undercut the certified wage and trigger a PERM denial.
Understand the PERM recruitment test requirements
DOL requires employers to run a genuine recruitment test before certifying PERM, including specific mandatory posting channels for professional roles. Ask hiring managers whether their HR team has prior PERM experience, since gaps in the recruitment record are a leading cause of audit and denial.
File your I-485 as soon as your priority date is current
Nationals from high-demand countries like India and China face per-country backlogs that can delay adjustment of status for years. Monitor the USCIS monthly Visa Bulletin and file your I-485 the moment your priority date becomes current to start accumulating time toward AC21 portability protections.
Preserve your priority date if you change employers
Once your original employer's I-140 is approved, your priority date belongs to you. A new employer can file a fresh I-140 and you can request to retain the earlier date. Confirm this with your new employer's immigration counsel before resigning, since the priority date is often the most valuable asset in a long backlog.
Green Card Talent Acquisition Officer: Frequently Asked Questions
Do Talent Acquisition Officer roles commonly qualify for EB-2 or EB-3 green card sponsorship?
Yes. Most Talent Acquisition Officer positions qualify under EB-3 when the role requires a bachelor's degree in human resources, business, or a related field with at least two years of experience. Roles requiring a master's degree or a bachelor's degree plus five years of progressive experience in areas like workforce planning or executive search can qualify under EB-2. Your employer documents the minimum requirements in the PERM application.
How does green card sponsorship differ from H-1B sponsorship for a Talent Acquisition Officer?
H-1B visa is a temporary nonimmigrant status requiring periodic renewal, while employment-based green card sponsorship leads to lawful permanent residence. Green card sponsorship requires PERM labor certification filed with DOL, a prevailing wage determination, and a formal recruitment test before USCIS adjudicates the I-140 petition. Priority-date backlogs mean the process can take considerably longer than an H-1B, but the outcome is permanent authorization to live and work in the United States.
What is the PERM process and what should I expect as a Talent Acquisition Officer candidate?
PERM is a DOL labor certification confirming no qualified U.S. worker was available for the role at the offered wage. Your employer must obtain a prevailing wage determination, run a mandatory recruitment campaign, and document the results before filing. As a candidate, you're not the filer, but you should confirm your employer has prior PERM experience and that your job duties and minimum requirements are accurately defined from the start, since changes after filing can invalidate the certification.
How do I find employers who sponsor green cards for Talent Acquisition Officer roles?
Migrate Mate lists employers with verified green card sponsorship history for HR and talent acquisition positions, so you can focus your search on companies that have already completed the PERM process for comparable roles. Looking beyond name recognition to companies with demonstrated PERM filing activity in your target location and occupation significantly improves your chances of a successful sponsorship.
Can I change employers after my green card sponsorship process has started?
It depends on how far the process has advanced. If your I-485 adjustment of status application has been pending for 180 days or more, AC21 job portability lets you move to a new employer in the same or a similar occupation without restarting. Separately, once your original employer's I-140 is approved, you can typically carry your priority date to a new employer's fresh I-140 petition, which can protect years of waiting time even if you change jobs earlier.