Green Card Technical Success Manager Jobs
Technical Success Manager roles sit at the intersection of deep product knowledge and client outcomes, making them strong fits for EB-2 and EB-3 green card sponsorship under PERM. Employers in SaaS, cloud infrastructure, and enterprise software regularly sponsor this title. Sponsorship typically follows the PERM labor certification pathway, meaning your employer files on your behalf rather than you self-petitioning.
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Get Access To All JobsINTRODUCTION
Mitsubishi Heavy Industries America, Inc. (MHIA) is looking for a Customer Success Technical Solutions Analyst III to join our team. This is an onsite role based out of our Houston Headquarters located in the Galleria District.
ABOUT MITSUBISHI HEAVY INDUSTRIES AMERICA, INC. (MHIA):
For over 130 years Mitsubishi Heavy Industries (MHI) Group’s innovative and integrated solutions have demonstrated our commitment to creating a positive social impact around the globe. Our range of products and services are tailored to meet our customers’ evolving needs across the commercial aviation, energy, transportation and infrastructure, machinery, defense and space systems sectors.
Our culture embraces diversity and cooperation, and we promote a healthy balance of professional and personal development, ensuring that your ideas and expertise are valued and respected.
SCOPE:
The Customer Success Technical Solutions Analyst III will create Human Resources Information System (HRIS) system integrations between existing platforms and ancillary systems, as well as provide ongoing integration maintenance and technical support. This highly technical role will be specifically involved in analysis, configuration, and documentation, requiring in-depth knowledge of data flowing through Application Programming Interfaces (API’s) or other middleware platforms. It will also include integration between the HR and Payroll systems. Additionally, this position will contribute to the development of new and innovative ways to automate HR functions and processes, thereby enhancing efficiency through support for upgrades, testing, and other technical projects.
JOB RESPONSIBILITIES:
System Management
- Support and maintain one or more HRIS platforms, with the flexibility to shift focus between systems.
- Develop and upgrade integrations to and from multiple systems through various middleware software.
- Analyze existing systems to identify integration points and gaps, design integration flows, and define data mapping requirements.
- Support application configuration, add-on modules, upgrades, enhancements, and testing.
- Support the design and configuration of seamless inbound and outbound data flows for multiple systems.
- Maintain integration performance and maintenance schedules.
- Partner with IT groups for integration change requests.
- Manage Single Sign-On (SSO) setup and configuration.
- Diagnose integration alerts and determine resolutions.
- Oversee the documentation of requirements, development, implementation, and testing of new or redesigned systems, reports, and procedures for HR to ensure efficient business processes.
- Responsible for maintaining a thorough, efficient, and accurate HRIS database.
- Analyze software releases to assess the impact of new features and ensure these align with organizational goals, improve efficiency, and don't disrupt existing processes or negatively impact employees.
- Design and execute test plans for new integrations and system changes.
- Validate data accuracy and functionality through user acceptance testing (UAT) and regression testing.
- Responsible for the end-to-end management of HR data reporting processes, including data compilation, analysis, visualization tools, and strategic reporting to support executive decision-making and HR operations.
- Designs and delivers clear, actionable reports and dashboards using Power BI, tailored for leadership and operational teams.
- Establishes processes for tracking, trending, and monitoring key HR metrics using automated and manual tools.
- Applies HR analytics methodologies to uncover workforce trends, support predictive modeling, and drive data-informed talent strategies.
- Conducts in-depth analysis of HR data to identify trends, gaps, and opportunities for improvement in workforce strategies.
- Partners with internal stakeholders and external vendors to develop, document, and maintain standardized reporting processes and templates.
- Utilizes SQL for data querying and Excel for advanced data manipulation; ensures efficient and accurate data processing.
- Provides data-related support to HR leadership and cross-functional teams, contributing to projects and initiatives requiring analytical expertise.
Other Responsibilities
- Collaborate in a team environment and independently with vendors, business partners, and technology teams on projects, support activities, application development, and standardization.
- Collaborate with stakeholders to document business processes and user flows and analyze input from product owners to create and design solutions to help solve business problems.
- Supports the review of integration designs, test scripts, and documentation created by junior analysts to ensure consistency, accuracy, and alignment with standards.
- Successfully assist in knowledge transfer to team members to equip them with the necessary knowledge and tools.
- Analyze HR processes and make recommendations for improvements using technology.
- Work with the wider HRIS team and HR staff to consolidate data models and drive process decisions.
- Find and resolve HRIS problems by comparing data from different sources to create solutions.
- Creates and maintains process documentation and provides training to advanced users.
- This list of responsibilities is not all-inclusive, and an employee may be required to perform other relevant duties as assigned.
MINIMUM QUALIFICATIONS & SKILLS
- Education: A bachelor’s degree in business administration, HR, Information Technology, Computer Science, or an equivalent combination of education/experience/certifications.
- Experience: At least six (6) years of experience as an HRIS Analyst, Business Systems Analyst, or similar technical role.
- Experience with SuccessFactors, UKG Pro Suite or other HRIS and Time and Labor systems.
- Experience with complex integrations across multiple systems and vendor platforms.
- Experience with REST APIs and middleware platforms such as CPI or Boomi, including designing, testing, and maintaining API-based integrations for HR and enterprise applications.
- Understanding of SFTP, XML, JSON, and WSDL for data exchange.
- Experience with XML and JSON parsing for data transformation and automation.
- Knowledge of programming languages like XSLT, SQL, and XML.
- Working knowledge of SQL Server, BusinessObjects, Microsoft Access, and SSIS, including data normalization, query writing, and creating views to support reporting needs.
- Understanding of data warehousing concepts, including data marts, OLAP, ROLAP, MOLAP, and related technologies.
- Proficiency in developing BI reports to support data analytics and reporting.
- Strong understanding of data structures, mapping, and transformation logic.
- Strong analytical skills that translate business requirements into technical/functional specifications.
- Strong technical proficiency required, including Microsoft Office products.
- Excellent written and verbal communication skills.
PREFERRED QUALIFICATIONS:
- Having a strong foundation in Human Resources principles and data flows.
WORKING CONDITIONS:
- Travel: 10%
- Weekend/late night work if applicable: Occasionally.
- Lifting/physical requirements: Regularly required to sit, stand, walk, talk, and/or hear. Frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.
Why Should You Apply?
- Excellent Benefits (Medical, Dental, Vision & 401K Matching)
- Excellent growth and advancement opportunities
- Paid vacation, sick time and 15 holidays
- Committed to quality products and services.
- Great working environment and culture
MHIA is an Equal Employment Opportunity (EEO) employer actively seeking to diversify the workforce and is committed to a policy of equal employment opportunity. Therefore, all qualified applicants are strongly encouraged to apply.
INTRODUCTION
Mitsubishi Heavy Industries America, Inc. (MHIA) is looking for a Customer Success Technical Solutions Analyst III to join our team. This is an onsite role based out of our Houston Headquarters located in the Galleria District.
ABOUT MITSUBISHI HEAVY INDUSTRIES AMERICA, INC. (MHIA):
For over 130 years Mitsubishi Heavy Industries (MHI) Group’s innovative and integrated solutions have demonstrated our commitment to creating a positive social impact around the globe. Our range of products and services are tailored to meet our customers’ evolving needs across the commercial aviation, energy, transportation and infrastructure, machinery, defense and space systems sectors.
Our culture embraces diversity and cooperation, and we promote a healthy balance of professional and personal development, ensuring that your ideas and expertise are valued and respected.
SCOPE:
The Customer Success Technical Solutions Analyst III will create Human Resources Information System (HRIS) system integrations between existing platforms and ancillary systems, as well as provide ongoing integration maintenance and technical support. This highly technical role will be specifically involved in analysis, configuration, and documentation, requiring in-depth knowledge of data flowing through Application Programming Interfaces (API’s) or other middleware platforms. It will also include integration between the HR and Payroll systems. Additionally, this position will contribute to the development of new and innovative ways to automate HR functions and processes, thereby enhancing efficiency through support for upgrades, testing, and other technical projects.
JOB RESPONSIBILITIES:
System Management
- Support and maintain one or more HRIS platforms, with the flexibility to shift focus between systems.
- Develop and upgrade integrations to and from multiple systems through various middleware software.
- Analyze existing systems to identify integration points and gaps, design integration flows, and define data mapping requirements.
- Support application configuration, add-on modules, upgrades, enhancements, and testing.
- Support the design and configuration of seamless inbound and outbound data flows for multiple systems.
- Maintain integration performance and maintenance schedules.
- Partner with IT groups for integration change requests.
- Manage Single Sign-On (SSO) setup and configuration.
- Diagnose integration alerts and determine resolutions.
- Oversee the documentation of requirements, development, implementation, and testing of new or redesigned systems, reports, and procedures for HR to ensure efficient business processes.
- Responsible for maintaining a thorough, efficient, and accurate HRIS database.
- Analyze software releases to assess the impact of new features and ensure these align with organizational goals, improve efficiency, and don't disrupt existing processes or negatively impact employees.
- Design and execute test plans for new integrations and system changes.
- Validate data accuracy and functionality through user acceptance testing (UAT) and regression testing.
- Responsible for the end-to-end management of HR data reporting processes, including data compilation, analysis, visualization tools, and strategic reporting to support executive decision-making and HR operations.
- Designs and delivers clear, actionable reports and dashboards using Power BI, tailored for leadership and operational teams.
- Establishes processes for tracking, trending, and monitoring key HR metrics using automated and manual tools.
- Applies HR analytics methodologies to uncover workforce trends, support predictive modeling, and drive data-informed talent strategies.
- Conducts in-depth analysis of HR data to identify trends, gaps, and opportunities for improvement in workforce strategies.
- Partners with internal stakeholders and external vendors to develop, document, and maintain standardized reporting processes and templates.
- Utilizes SQL for data querying and Excel for advanced data manipulation; ensures efficient and accurate data processing.
- Provides data-related support to HR leadership and cross-functional teams, contributing to projects and initiatives requiring analytical expertise.
Other Responsibilities
- Collaborate in a team environment and independently with vendors, business partners, and technology teams on projects, support activities, application development, and standardization.
- Collaborate with stakeholders to document business processes and user flows and analyze input from product owners to create and design solutions to help solve business problems.
- Supports the review of integration designs, test scripts, and documentation created by junior analysts to ensure consistency, accuracy, and alignment with standards.
- Successfully assist in knowledge transfer to team members to equip them with the necessary knowledge and tools.
- Analyze HR processes and make recommendations for improvements using technology.
- Work with the wider HRIS team and HR staff to consolidate data models and drive process decisions.
- Find and resolve HRIS problems by comparing data from different sources to create solutions.
- Creates and maintains process documentation and provides training to advanced users.
- This list of responsibilities is not all-inclusive, and an employee may be required to perform other relevant duties as assigned.
MINIMUM QUALIFICATIONS & SKILLS
- Education: A bachelor’s degree in business administration, HR, Information Technology, Computer Science, or an equivalent combination of education/experience/certifications.
- Experience: At least six (6) years of experience as an HRIS Analyst, Business Systems Analyst, or similar technical role.
- Experience with SuccessFactors, UKG Pro Suite or other HRIS and Time and Labor systems.
- Experience with complex integrations across multiple systems and vendor platforms.
- Experience with REST APIs and middleware platforms such as CPI or Boomi, including designing, testing, and maintaining API-based integrations for HR and enterprise applications.
- Understanding of SFTP, XML, JSON, and WSDL for data exchange.
- Experience with XML and JSON parsing for data transformation and automation.
- Knowledge of programming languages like XSLT, SQL, and XML.
- Working knowledge of SQL Server, BusinessObjects, Microsoft Access, and SSIS, including data normalization, query writing, and creating views to support reporting needs.
- Understanding of data warehousing concepts, including data marts, OLAP, ROLAP, MOLAP, and related technologies.
- Proficiency in developing BI reports to support data analytics and reporting.
- Strong understanding of data structures, mapping, and transformation logic.
- Strong analytical skills that translate business requirements into technical/functional specifications.
- Strong technical proficiency required, including Microsoft Office products.
- Excellent written and verbal communication skills.
PREFERRED QUALIFICATIONS:
- Having a strong foundation in Human Resources principles and data flows.
WORKING CONDITIONS:
- Travel: 10%
- Weekend/late night work if applicable: Occasionally.
- Lifting/physical requirements: Regularly required to sit, stand, walk, talk, and/or hear. Frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.
Why Should You Apply?
- Excellent Benefits (Medical, Dental, Vision & 401K Matching)
- Excellent growth and advancement opportunities
- Paid vacation, sick time and 15 holidays
- Committed to quality products and services.
- Great working environment and culture
MHIA is an Equal Employment Opportunity (EEO) employer actively seeking to diversify the workforce and is committed to a policy of equal employment opportunity. Therefore, all qualified applicants are strongly encouraged to apply.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Technical Success Manager
Match your credentials to the right EB tier
A master's degree in computer science, information systems, or a related field positions you for EB-2. A bachelor's plus five or more years in technical account management or implementation engineering typically qualifies for EB-3 skilled worker classification.
Document client-outcome metrics before applying
PERM requires your employer to define the role's minimum requirements. Quantified evidence of your impact, such as retention rates, onboarding timelines, or escalation resolution data, strengthens the job description and reduces the risk of a DOL audit.
Target SaaS companies with established PERM infrastructure
Firms that repeatedly file PERM applications already have immigration counsel, approved wage structures, and internal HR workflows. Search for employers who have sponsored this exact title before, not just companies that are open to sponsorship in principle.
Use Migrate Mate to filter green card sponsoring employers
Migrate Mate surfaces employers who have active EB-2 and EB-3 filing histories for Technical Success Manager and adjacent titles, so you spend time applying to companies with real PERM track records rather than guessing from generic job postings.
Verify the prevailing wage before negotiating your offer
Your employer's PERM filing must certify that your offered salary meets the DOL prevailing wage for your location and job zone. Check the OFLC Wage Search for the Technical Success Manager SOC code before accepting an offer to avoid a wage-based denial.
Clarify the green card timeline with your employer early
PERM labor certification, I-140 approval, and adjustment of status or consular processing can span two to four years for most countries. Confirm your employer understands this timeline and has designated immigration counsel before signing, since gaps in sponsorship midway can reset the clock.
Green Card Technical Success Manager: Frequently Asked Questions
Do Technical Success Manager roles typically qualify for EB-2 or EB-3 green card sponsorship?
Both categories apply, depending on your specific qualifications. EB-2 covers candidates with an advanced degree or strong credentials who meet the role's specialized requirements. EB-3 covers professionals with a bachelor's degree and skilled workers with substantial relevant experience. Employers in enterprise software and SaaS routinely sponsor this title under either category through the PERM labor certification process.
How does green card sponsorship differ from H-1B for a Technical Success Manager?
H-1B visa is a temporary nonimmigrant status, subject to an annual lottery and capped at 85,000 slots, that authorizes work for up to six years. EB-2 and EB-3 green card sponsorship through PERM leads to permanent residency with no cap lottery. The tradeoff is time: PERM requires a formal DOL recruitment process and takes significantly longer from start to finish, but the outcome is lawful permanent residency rather than a renewable temporary status.
What does the PERM labor certification process look like for this role?
Your employer must conduct a DOL-supervised recruitment campaign to demonstrate no qualified U.S. workers are available for the position. This includes job postings, interviews, and a written report documenting the process. Once DOL certifies the PERM application, your employer files an I-140 immigrant petition with USCIS. After I-140 approval, you file for adjustment of status or go through consular processing to receive your green card.
Where can I find employers who actively sponsor Technical Success Manager green cards?
Migrate Mate filters job listings specifically by employers with documented EB-2 and EB-3 filing history, so you can target companies that have already sponsored this role rather than reaching out to employers who may be unfamiliar with PERM. Focusing on companies with a proven immigration infrastructure significantly reduces the risk of a sponsorship commitment falling apart mid-process.
Can I switch employers during the green card process without losing my place?
Once your I-140 is approved and your priority date has been pending for 180 days or more, portability rules under AC21 allow you to change employers without restarting the process, provided the new role is in the same or similar occupational classification. Before that threshold, leaving your sponsoring employer generally means beginning PERM again with a new employer, which resets your priority date.