Green Card Talent Acquisition Partner Jobs
Talent Acquisition Partner roles qualify for EB-2 and EB-3 green card sponsorship through PERM labor certification, which requires employers to document recruiting efforts before filing. Sponsorship is most common at mid-size and enterprise firms with established HR functions and prior foreign-worker filing history.
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The Recruiting Business Partner (RBP) II owns the full-cycle recruiting process for multiple client teams, serving as the primary point of contact from requisition intake through offer acceptance. This role partners with hiring managers, sourcers, and recruiting coordinators to develop and execute talent attraction strategies that deliver top talent against tight timelines. The RBP II builds trusted client relationships, drives positive candidate experiences, and leverages data and market insights to influence hiring decisions and mitigate pipeline risks. In addition to managing a diverse requisition portfolio, this role leads recruiting projects, champions process improvements, and mentors junior team members. The ideal candidate is a collaborative, data-driven recruiter who thrives in a fast-paced environment, balances competing priorities with sound judgment, and communicates effectively with stakeholders at all levels.
Key job responsibilities
Client Partnership: Understand the needs of client teams you support and effectively communicate this to candidates; seek differing methodologies to identify solutions
Candidate Experience: Drive positive candidate experiences by influencing teams to follow best practices (compliant JDs, clear value propositions, effective messaging)
Candidate Preparation: Coach candidates on behavioral interviewing techniques and the overall interview process
Offer Management: Set accurate expectations on compensation/leveling; effectively negotiate offers and close candidates
Hiring Manager Enablement: Educate HMs and interviewers on best practices (unconscious bias, phone screen training, assessments, MGHD, SFI, etc.)
Data & Reporting: Collaborate with stakeholders and use data to influence hiring and business decisions; deliver reporting and analysis (job-title mapping, compliance metrics, compensation trends)
Risk Mitigation: Identify and mitigate risks (missing pipeline goals, candidate closing, SLAs); accelerate progress by clearing blockers and escalating appropriately
Projects: Own one or more recruiting projects that improve candidate engagement (conference selection, referral sessions, etc.)
Process Improvement: Improve consistency of tool documentation, data integrity, and operational excellence; learning to drive adoption of new channels and tools
Mentorship: Begin to mentor; help interview, onboard, and train new team members
BASIC QUALIFICATIONS
- 3+ years of technical recruiting in high volume and high hiring bar environment experience
- Experience building candidate sourcing and closing strategies
PREFERRED QUALIFICATIONS
- Experience managing and prioritizing multiple searches, projects and client relationships
- Experience creating, measuring and scaling workflow among candidates, hiring managers and the recruiting team
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.
LOCATION
USA, TN, Nashville - 64,800.00 - 113,400.00 USD annually
DESCRIPTION
The Recruiting Business Partner (RBP) II owns the full-cycle recruiting process for multiple client teams, serving as the primary point of contact from requisition intake through offer acceptance. This role partners with hiring managers, sourcers, and recruiting coordinators to develop and execute talent attraction strategies that deliver top talent against tight timelines. The RBP II builds trusted client relationships, drives positive candidate experiences, and leverages data and market insights to influence hiring decisions and mitigate pipeline risks. In addition to managing a diverse requisition portfolio, this role leads recruiting projects, champions process improvements, and mentors junior team members. The ideal candidate is a collaborative, data-driven recruiter who thrives in a fast-paced environment, balances competing priorities with sound judgment, and communicates effectively with stakeholders at all levels.
Key job responsibilities
Client Partnership: Understand the needs of client teams you support and effectively communicate this to candidates; seek differing methodologies to identify solutions
Candidate Experience: Drive positive candidate experiences by influencing teams to follow best practices (compliant JDs, clear value propositions, effective messaging)
Candidate Preparation: Coach candidates on behavioral interviewing techniques and the overall interview process
Offer Management: Set accurate expectations on compensation/leveling; effectively negotiate offers and close candidates
Hiring Manager Enablement: Educate HMs and interviewers on best practices (unconscious bias, phone screen training, assessments, MGHD, SFI, etc.)
Data & Reporting: Collaborate with stakeholders and use data to influence hiring and business decisions; deliver reporting and analysis (job-title mapping, compliance metrics, compensation trends)
Risk Mitigation: Identify and mitigate risks (missing pipeline goals, candidate closing, SLAs); accelerate progress by clearing blockers and escalating appropriately
Projects: Own one or more recruiting projects that improve candidate engagement (conference selection, referral sessions, etc.)
Process Improvement: Improve consistency of tool documentation, data integrity, and operational excellence; learning to drive adoption of new channels and tools
Mentorship: Begin to mentor; help interview, onboard, and train new team members
BASIC QUALIFICATIONS
- 3+ years of technical recruiting in high volume and high hiring bar environment experience
- Experience building candidate sourcing and closing strategies
PREFERRED QUALIFICATIONS
- Experience managing and prioritizing multiple searches, projects and client relationships
- Experience creating, measuring and scaling workflow among candidates, hiring managers and the recruiting team
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.
LOCATION
USA, TN, Nashville - 64,800.00 - 113,400.00 USD annually
See all 316+ Green Card Talent Acquisition Partner Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship in Talent Acquisition Partner
Audit your credentials before applying
EB-2 eligibility for this role typically requires a master's degree in HR, organizational psychology, or a closely related field. Confirm your foreign degree equivalency early, since PERM filings list the minimum education requirement and USCIS will hold you to it.
Target employers with PERM filing history
Search OFLC disclosure data to find companies that have filed PERM applications for HR or talent acquisition roles. Employers who have sponsored this role before have already built internal workflows, legal counsel relationships, and budget for the process.
Distinguish EB-3 from H-1B when talking to recruiters
Green card sponsorship means permanent residency, not a temporary visa with a lottery or cap. EB-3 has no annual lottery, and for many countries outside India and China, priority dates are current, so the overall timeline can be shorter than candidates expect.
Use Migrate Mate to filter sponsoring employers
Search Talent Acquisition Partner roles on Migrate Mate to surface employers with active green card filing history. This lets you focus applications on companies that have already committed to sponsoring this occupation, not just ones that list it as a possibility.
Negotiate PERM filing start into your offer
PERM labor certification can take 12 to 18 months before an I-140 is even filed. Ask during the offer stage whether the employer will initiate PERM within your first year, and confirm whether legal fees are employer-paid or split.
Verify your role clears DOL specialty occupation standards
Review the O*NET profile for Talent Acquisition Partner positions to confirm the listed job zone and education requirements. DOL auditors cross-reference this during PERM review, so your job description and posted wage must align with prevailing wage data from the OFLC Wage Search.
Green Card Talent Acquisition Partner: Frequently Asked Questions
Does a Talent Acquisition Partner role qualify for EB-2 or EB-3 green card sponsorship?
Most Talent Acquisition Partner positions qualify under EB-3 as a skilled professional role requiring at least a bachelor's degree. EB-2 applies when the position specifically requires a master's degree or equivalent and the employer documents that requirement throughout the PERM process. Your degree field must align with the role's stated requirements in the PERM filing.
How does green card sponsorship differ from H-1B for Talent Acquisition Partner roles?
Green card sponsorship through PERM leads to permanent residency rather than a temporary status that must be renewed. There is no annual lottery for EB-3, unlike the H-1B visa cap, which means your employer can start the process any time of year. The total timeline is longer, typically three to five years, but the outcome is lawful permanent residency rather than a visa with an expiration date.
What does the PERM labor certification process look like for this role?
Your employer must conduct a DOL-prescribed recruitment campaign, including job postings and newspaper ads, to demonstrate no qualified U.S. worker was available for the Talent Acquisition Partner position. DOL then certifies the application, after which the employer files an I-140 petition with USCIS. You cannot self-petition for PERM; the employer drives the process and bears the filing burden.
How do I find Talent Acquisition Partner jobs where employers are willing to sponsor a green card?
Migrate Mate lets you search Talent Acquisition Partner roles filtered by employers with documented green card filing history, so you can skip outreach to companies that have never sponsored this occupation. Focusing on employers with prior PERM filings for HR roles significantly reduces the time spent educating hiring managers about the process from scratch.
Can I switch employers after my green card process has started?
You can change employers after your I-140 is approved and you have an approved priority date, but you must restart PERM with the new employer unless you qualify for AC21 portability. AC21 portability lets you transfer an approved I-140 to a same or similar occupational role once you have been waiting in the adjustment of status queue for more than 180 days.