Green Card Talent Manager Jobs
Talent Manager roles qualify for EB-2 and EB-3 green card sponsorship when the position requires a bachelor's degree or higher in human resources, organizational psychology, or a related field. Employers file a PERM labor certification with the DOL before sponsoring permanent residency, making this a long-term hiring commitment rather than a temporary arrangement.
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Get Access To All JobsINTRODUCTION
R1 is the leading provider of technology-driven solutions that transform the patient experience and financial performance of hospitals, health systems and medical groups. We are the one company that combines the deep expertise of a global workforce of revenue cycle professionals with the industry’s most advanced technology platform, encompassing sophisticated analytics, AI, intelligent automation, and workflow orchestration.
As our Talent Acquisition Specialist, you will be responsible for supporting various exempt and non-exempt roles focusing on business operations positions. Reporting directly to the Manager of Talent Acquisition, you will partner with your assigned business leaders, HR business partners, and other stakeholders to understand business requirements, talent strategies, and staffing needs to build out an effective, actionable recruitment strategy.
You will focus on attracting and delivering top talent while meeting established SLAs and KPIs. As a trusted partner to business leaders, you will play a critical role in supporting R1's growth and success. The ideal candidate demonstrates strong initiative, urgency, resourcefulness, confidentiality, and sound independent judgment.
Responsibilities:
- Partner with assigned Business Leaders to understand business talent requirements, forecasted talent needs, timelines, etc.
- Create proactive and consultative recruitment processes, sourcing strategies, and deliver on hiring needs in a quick manner.
- Manage daily and weekly reporting and updates to stakeholders.
- Build passive talent pipelines of pre-screened candidates who are interested in existing opportunities and/or future openings.
- Utilize in-house tracking mechanisms to track and market to pipelines to keep the candidates warm and engaged.
- Ensure candidates' communications are followed up on in a timely manner.
- Participate and drive intake sessions, recruiter meetings, etc. as assigned to gain a better understanding of business requirements.
- Leverage internal and external data to create fact-based, strategic sourcing plans.
REQUIRED QUALIFICATIONS:
- At least 3+ years of recruiting experience supporting a variety of professional roles across multiple locations.
- Strong initiative, sense of urgency, resourcefulness, professionalism, confidentiality, and sound judgment.
- Demonstrated experience partnering with hiring leaders at various levels across the organization, including Team Leaders, Regional Directors, and Vice Presidents.
- Proven track record of recruiting success, including sourcing and engaging passive candidates.
- Results-oriented with strong collaboration, influencing, problem-solving, and negotiation skills.
- Demonstrated ability to manage sourcing initiatives and build proactive talent pipelines while effectively assessing technical capabilities and behavioral competencies.
The healthcare system is always evolving — and it’s up to us to use our shared expertise to find new solutions that can keep up. On our growing team you’ll find the opportunity to constantly learn, collaborate across groups and explore new paths for your career.
Our associates are given the chance to contribute, think boldly and create meaningful work that makes a difference in the communities we serve around the world. We go beyond expectations in everything we do. Not only does that drive customer success and improve patient care, but that same enthusiasm is applied to giving back to the community and taking care of our team — including offering a competitive benefits package.
R1 RCM Inc. (“the Company”) is dedicated to the fundamentals of equal employment opportunity. The Company’s employment practices, including those regarding recruitment, hiring, assignment, promotion, compensation, benefits, training, discipline, and termination shall not be based on any person’s age, color, national origin, citizenship status, physical or mental disability, medical condition, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status or any other characteristic protected by federal, state or local law. Furthermore, the Company is dedicated to providing a workplace free from harassment based on any of the foregoing protected categories.
If you have a disability and require a reasonable accommodation to complete any part of the job application process, please contact us at 312-496-7709 for assistance.
CA PRIVACY NOTICE: California resident job applicants can learn more about their privacy rights California Consent.
INTRODUCTION
R1 is the leading provider of technology-driven solutions that transform the patient experience and financial performance of hospitals, health systems and medical groups. We are the one company that combines the deep expertise of a global workforce of revenue cycle professionals with the industry’s most advanced technology platform, encompassing sophisticated analytics, AI, intelligent automation, and workflow orchestration.
As our Talent Acquisition Specialist, you will be responsible for supporting various exempt and non-exempt roles focusing on business operations positions. Reporting directly to the Manager of Talent Acquisition, you will partner with your assigned business leaders, HR business partners, and other stakeholders to understand business requirements, talent strategies, and staffing needs to build out an effective, actionable recruitment strategy.
You will focus on attracting and delivering top talent while meeting established SLAs and KPIs. As a trusted partner to business leaders, you will play a critical role in supporting R1's growth and success. The ideal candidate demonstrates strong initiative, urgency, resourcefulness, confidentiality, and sound independent judgment.
Responsibilities:
- Partner with assigned Business Leaders to understand business talent requirements, forecasted talent needs, timelines, etc.
- Create proactive and consultative recruitment processes, sourcing strategies, and deliver on hiring needs in a quick manner.
- Manage daily and weekly reporting and updates to stakeholders.
- Build passive talent pipelines of pre-screened candidates who are interested in existing opportunities and/or future openings.
- Utilize in-house tracking mechanisms to track and market to pipelines to keep the candidates warm and engaged.
- Ensure candidates' communications are followed up on in a timely manner.
- Participate and drive intake sessions, recruiter meetings, etc. as assigned to gain a better understanding of business requirements.
- Leverage internal and external data to create fact-based, strategic sourcing plans.
REQUIRED QUALIFICATIONS:
- At least 3+ years of recruiting experience supporting a variety of professional roles across multiple locations.
- Strong initiative, sense of urgency, resourcefulness, professionalism, confidentiality, and sound judgment.
- Demonstrated experience partnering with hiring leaders at various levels across the organization, including Team Leaders, Regional Directors, and Vice Presidents.
- Proven track record of recruiting success, including sourcing and engaging passive candidates.
- Results-oriented with strong collaboration, influencing, problem-solving, and negotiation skills.
- Demonstrated ability to manage sourcing initiatives and build proactive talent pipelines while effectively assessing technical capabilities and behavioral competencies.
The healthcare system is always evolving — and it’s up to us to use our shared expertise to find new solutions that can keep up. On our growing team you’ll find the opportunity to constantly learn, collaborate across groups and explore new paths for your career.
Our associates are given the chance to contribute, think boldly and create meaningful work that makes a difference in the communities we serve around the world. We go beyond expectations in everything we do. Not only does that drive customer success and improve patient care, but that same enthusiasm is applied to giving back to the community and taking care of our team — including offering a competitive benefits package.
R1 RCM Inc. (“the Company”) is dedicated to the fundamentals of equal employment opportunity. The Company’s employment practices, including those regarding recruitment, hiring, assignment, promotion, compensation, benefits, training, discipline, and termination shall not be based on any person’s age, color, national origin, citizenship status, physical or mental disability, medical condition, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status or any other characteristic protected by federal, state or local law. Furthermore, the Company is dedicated to providing a workplace free from harassment based on any of the foregoing protected categories.
If you have a disability and require a reasonable accommodation to complete any part of the job application process, please contact us at 312-496-7709 for assistance.
CA PRIVACY NOTICE: California resident job applicants can learn more about their privacy rights California Consent.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Talent Manager
Document your degree field precisely
PERM requires your degree to directly support the Talent Manager job duties. An HR management or industrial-organizational psychology degree maps cleanly. A general business degree may require additional documentation showing coursework alignment with talent acquisition and workforce planning.
Target employers with established HR infrastructure
Companies with dedicated in-house HR or legal teams are far more likely to run PERM filings independently. Mid-to-large employers in tech, healthcare, and financial services sponsor Talent Manager green cards regularly because workforce development sits at the core of their business model.
Search sponsoring employers on Migrate Mate
Use Migrate Mate to filter Talent Manager openings by green card sponsorship history. Seeing which employers have filed PERM cases for similar HR roles before tells you where your application has a realistic path to permanent residency.
Verify the prevailing wage tier before negotiating
Your employer must pay at least the DOL prevailing wage for your location and experience level. Run the OFLC Wage Search using the correct SOC code for Talent Managers before your offer stage so you can negotiate a salary that satisfies both you and the PERM requirements.
Clarify EB-2 vs EB-3 eligibility with your employer
If your Talent Manager role requires a master's degree or involves specialized workforce strategy, your employer may be able to file under EB-2, which can mean shorter wait times for nationals from many countries. Confirm which category the job description supports before PERM drafting begins.
Understand the recruitment audit window before accepting
PERM requires employers to run a formal domestic recruitment process and retain records for five years. If your employer hasn't completed this step, your green card timeline hasn't started. Ask HR where they are in the PERM process before signing an offer.
Green Card Talent Manager: Frequently Asked Questions
Does a Talent Manager role qualify for an EB-2 or EB-3 green card?
Most Talent Manager positions qualify for EB-3 because they require a bachelor's degree in human resources, organizational psychology, or a related field. EB-2 applies when the role requires a master's degree or the equivalent, or when you can demonstrate an advanced level of expertise in specialized talent strategy functions. Your employer's attorney determines the correct category based on the actual job requirements.
How does green card sponsorship for a Talent Manager differ from H-1B sponsorship?
An H-1B visa is a temporary status capped at six years without further action, subject to the annual lottery for most applicants, and tied to a specific employer. Green card sponsorship through PERM and I-140 leads to permanent residency with no annual cap at the EB-3 level for most nationalities. The process takes longer, typically several years from PERM filing to approval, but the outcome is a permanent right to live and work in the U.S.
What does the PERM process look like for a Talent Manager position?
Your employer files a PERM labor certification with the DOL, demonstrating they could not find a qualified U.S. worker for the role through a formal recruitment campaign. DOL processing currently runs several months. After PERM certification, your employer files an I-140 immigrant petition with USCIS. Once your priority date is current, you file for adjustment of status or complete consular processing to receive your green card.
How do I find Talent Manager jobs that include green card sponsorship?
Most job postings don't specify whether an employer will sponsor a green card, so searching by sponsorship history is more reliable than scanning job descriptions. Migrate Mate lets you filter Talent Manager roles by employers with documented PERM filing history, so you can focus your applications on companies that have actually sponsored similar HR positions before rather than guessing from a generic job listing.
Can my employer start the PERM process before I have an H-1B or other work visa?
Yes. PERM is an employer-driven process that can run concurrently with or independently of your work authorization status. You don't need to be on H-1B to be sponsored for a green card. You do need valid work authorization to be employed while the process moves forward, and USCIS will require you to maintain status through the adjustment of status stage.