Green Card Title Officer Jobs
Title Officer jobs with green card sponsorship are available through the EB-2 and EB-3 employment-based pathways, where employers file a PERM labor certification to permanently sponsor your residency. Roles requiring title examination, escrow coordination, and real property legal review typically qualify as specialty occupations under DOL standards.
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Get Access To All JobsINTRODUCTION
The Senior Director leads Webster University’s institution-wide civil rights, nondiscrimination, accessibility and Title IX compliance program and serves as the designated Title IX Coordinator, subject to formal institutional appointment. The position is accountable for complaint response and resolution frameworks, independent investigation oversight, prevention and education, compliance policy, ADA coordination for students, faculty and staff, and consultation on fair and consistent hiring practices. The Senior Director partners with Academic Affairs, Student Affairs, Human Resources, Legal, Public Safety, Facilities, IT and campus leaders to advance access, inclusion, institutional values and a respectful learning and working environment. Routine staff performance management and non-civil-rights employee relations remain with the Senior HRBP – Employee Relations & Organizational Effectiveness.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Institutional Civil Rights, Title IX & Policy Governance (25%)
- Serve as University Title IX Coordinator; maintain compliant, published reporting, response and resolution procedures, coordinator authority and required institutional notices.
- Lead interpretation, periodic review and implementation of civil rights, nondiscrimination, harassment, retaliation, Title IX and accessibility policies; monitor legal developments with Legal.
- Set standards for prompt, impartial, equitable and trauma-informed complaint assessment, supportive measures, formal and informal resolution when permitted, records retention and regulatory reporting.
- Oversee Clery/VAWA coordination and external agency responses with designated institutional owners; assess systemic trends and corrective action.
2. Investigations, Response, Resolution & Risk (25%)
- Oversee complaint intake, jurisdictional assessment, investigator assignment, conflicts screening, investigative quality, findings, resolution pathways and timely case closure.
- Personally lead or assign complex, high-risk or leadership-related investigations; coordinate independent investigators and decision-makers as required by applicable procedures.
- Review escalated complaints, retaliation concerns, safety risks, repeat allegations and potential institutional exposure; engage Legal and appropriate executive leaders promptly.
- Maintain quality assurance for case files, Maxient or approved systems, documentation, metrics and audit readiness.
3. Accessibility & ADA Coordination (20%)
- Provide institution-wide oversight and coordination of the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, and related accessibility and nondiscrimination obligations for students, faculty and staff.
- Partner with Student Accessibility Services, Academic Affairs, the designated employee ADA accommodation administrator, the FMLA/leave administration leader, Benefits, Facilities and IT on accommodation pathways, interactive-process standards, accessible programs, digital access and escalation of complex cases.
- Clarify designated decision-makers: student academic accommodations remain with authorized academic/accessibility officials; employee accommodation administration is coordinated with designated HR owners.
- Review accessibility complaints, identify systemic barriers and recommend reasonable remedies and policy/process improvements.
4. Education, Outreach, Hiring Consultation & Prevention (20%)
- Establish an annual prevention, outreach and education plan for students, faculty, staff, managers, investigators and mandated reporters; monitor completion and effectiveness.
- Partner with Talent Management and campus units to ensure inclusion, equitable treatment, accessibility and mission-aligned values are reflected in established processes, learning, access and policy awareness; this is process oversight, not ownership of a separate DEI program.
- Consult with Talent Acquisition, HR Business Partners, Academic Affairs and hiring leaders on consistent, accessible, job-related and equitable recruitment and selection processes, including job-related criteria, interview practices, reasonable accommodations, documentation and nondiscrimination requirements; advise rather than independently approve hiring decisions.
- Maintain campus and global-site partnerships to surface concerns, improve reporting confidence and strengthen consistent institutional responses.
5. Leadership, Institutional Partnerships & Operational Excellence (10%)
- Supervise, coach and evaluate assigned compliance personnel; approve case assignments, priorities, standards and escalations.
- Advise the AVP and executive leaders on institutional compliance risk, resource needs, case trends and corrective measures without compromising investigative independence.
- Coordinate with Legal, Student Affairs, Academic Affairs, Public Safety, HR Business Partners, Talent Acquisition, the FMLA/leave administration leader and other accountable owners; prepare executive dashboards and compliance plans.
COMPENSATION
- Salary range for this position is: $105,000-$115,000 annually.
REQUISITE EXPERIENCE AND EDUCATION
- Bachelor’s degree in HR, higher education administration, law, public administration, student affairs or related field required.
- Eight (8) to ten (10) years of progressively responsible civil rights, Title IX, accessibility, investigations, compliance or related experience, including leadership responsibility.
- Experience overseeing complex investigations and advising senior leaders in higher education or a comparably regulated organization strongly preferred.
- Title IX Coordinator/investigator training and relevant ATIXA, compliance or HR credentials preferred; required role-specific training must be maintained.
FUNCTIONAL AND TECHNICAL SKILLS
- Expert knowledge of Title IX, Title VII, ADA, Section 504, applicable civil rights laws and higher education investigation and resolution practices.
- Strong executive consultation, investigation oversight, policy governance, risk assessment, documentation and sound independent judgment.
- Demonstrated experience coordinating student and employee accessibility/accommodation processes and cross-campus response pathways.
- Ability to advise on equitable, job-related hiring standards and accessible selection practices without displacing hiring authorities.
- Strong leadership, facilitation, prevention training, outreach, case management, analytics and confidential records skills.
- Commitment to inclusion, procedural fairness, impartiality, mission stewardship and regulatory compliance.
INTRODUCTION
The Senior Director leads Webster University’s institution-wide civil rights, nondiscrimination, accessibility and Title IX compliance program and serves as the designated Title IX Coordinator, subject to formal institutional appointment. The position is accountable for complaint response and resolution frameworks, independent investigation oversight, prevention and education, compliance policy, ADA coordination for students, faculty and staff, and consultation on fair and consistent hiring practices. The Senior Director partners with Academic Affairs, Student Affairs, Human Resources, Legal, Public Safety, Facilities, IT and campus leaders to advance access, inclusion, institutional values and a respectful learning and working environment. Routine staff performance management and non-civil-rights employee relations remain with the Senior HRBP – Employee Relations & Organizational Effectiveness.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Institutional Civil Rights, Title IX & Policy Governance (25%)
- Serve as University Title IX Coordinator; maintain compliant, published reporting, response and resolution procedures, coordinator authority and required institutional notices.
- Lead interpretation, periodic review and implementation of civil rights, nondiscrimination, harassment, retaliation, Title IX and accessibility policies; monitor legal developments with Legal.
- Set standards for prompt, impartial, equitable and trauma-informed complaint assessment, supportive measures, formal and informal resolution when permitted, records retention and regulatory reporting.
- Oversee Clery/VAWA coordination and external agency responses with designated institutional owners; assess systemic trends and corrective action.
2. Investigations, Response, Resolution & Risk (25%)
- Oversee complaint intake, jurisdictional assessment, investigator assignment, conflicts screening, investigative quality, findings, resolution pathways and timely case closure.
- Personally lead or assign complex, high-risk or leadership-related investigations; coordinate independent investigators and decision-makers as required by applicable procedures.
- Review escalated complaints, retaliation concerns, safety risks, repeat allegations and potential institutional exposure; engage Legal and appropriate executive leaders promptly.
- Maintain quality assurance for case files, Maxient or approved systems, documentation, metrics and audit readiness.
3. Accessibility & ADA Coordination (20%)
- Provide institution-wide oversight and coordination of the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, and related accessibility and nondiscrimination obligations for students, faculty and staff.
- Partner with Student Accessibility Services, Academic Affairs, the designated employee ADA accommodation administrator, the FMLA/leave administration leader, Benefits, Facilities and IT on accommodation pathways, interactive-process standards, accessible programs, digital access and escalation of complex cases.
- Clarify designated decision-makers: student academic accommodations remain with authorized academic/accessibility officials; employee accommodation administration is coordinated with designated HR owners.
- Review accessibility complaints, identify systemic barriers and recommend reasonable remedies and policy/process improvements.
4. Education, Outreach, Hiring Consultation & Prevention (20%)
- Establish an annual prevention, outreach and education plan for students, faculty, staff, managers, investigators and mandated reporters; monitor completion and effectiveness.
- Partner with Talent Management and campus units to ensure inclusion, equitable treatment, accessibility and mission-aligned values are reflected in established processes, learning, access and policy awareness; this is process oversight, not ownership of a separate DEI program.
- Consult with Talent Acquisition, HR Business Partners, Academic Affairs and hiring leaders on consistent, accessible, job-related and equitable recruitment and selection processes, including job-related criteria, interview practices, reasonable accommodations, documentation and nondiscrimination requirements; advise rather than independently approve hiring decisions.
- Maintain campus and global-site partnerships to surface concerns, improve reporting confidence and strengthen consistent institutional responses.
5. Leadership, Institutional Partnerships & Operational Excellence (10%)
- Supervise, coach and evaluate assigned compliance personnel; approve case assignments, priorities, standards and escalations.
- Advise the AVP and executive leaders on institutional compliance risk, resource needs, case trends and corrective measures without compromising investigative independence.
- Coordinate with Legal, Student Affairs, Academic Affairs, Public Safety, HR Business Partners, Talent Acquisition, the FMLA/leave administration leader and other accountable owners; prepare executive dashboards and compliance plans.
COMPENSATION
- Salary range for this position is: $105,000-$115,000 annually.
REQUISITE EXPERIENCE AND EDUCATION
- Bachelor’s degree in HR, higher education administration, law, public administration, student affairs or related field required.
- Eight (8) to ten (10) years of progressively responsible civil rights, Title IX, accessibility, investigations, compliance or related experience, including leadership responsibility.
- Experience overseeing complex investigations and advising senior leaders in higher education or a comparably regulated organization strongly preferred.
- Title IX Coordinator/investigator training and relevant ATIXA, compliance or HR credentials preferred; required role-specific training must be maintained.
FUNCTIONAL AND TECHNICAL SKILLS
- Expert knowledge of Title IX, Title VII, ADA, Section 504, applicable civil rights laws and higher education investigation and resolution practices.
- Strong executive consultation, investigation oversight, policy governance, risk assessment, documentation and sound independent judgment.
- Demonstrated experience coordinating student and employee accessibility/accommodation processes and cross-campus response pathways.
- Ability to advise on equitable, job-related hiring standards and accessible selection practices without displacing hiring authorities.
- Strong leadership, facilitation, prevention training, outreach, case management, analytics and confidential records skills.
- Commitment to inclusion, procedural fairness, impartiality, mission stewardship and regulatory compliance.
See all 74+ Green Card Title Officer Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship in Title Officer
Document your title examination credentials precisely
PERM requires your employer to prove your qualifications match the job's minimum requirements. Gather your degree transcripts, any state licensing records, and certificates showing title search or escrow training before approaching employers about sponsorship.
Target title companies with multi-state operations
National and regional title insurers and settlement agencies process high volumes of closings across multiple states, giving them stronger incentive to sponsor foreign professionals long-term. Focus your search on companies operating in competitive real estate markets like California, Texas, and Florida.
Search for green card sponsoring employers on Migrate Mate
Use Migrate Mate to filter Title Officer roles by employers with active green card sponsorship history, so you're applying to companies already familiar with the PERM and I-140 process rather than educating them from scratch.
Clarify whether your role qualifies under EB-2 or EB-3
Title Officer positions typically qualify under EB-3 as skilled workers requiring at least two years of training or experience. If your role involves supervisory or advanced legal title analysis and requires a master's degree, ask your employer's attorney whether EB-2 is a better fit.
Understand that PERM requires a prevailing wage match
Before your employer files PERM, DOL must certify the offered wage meets or exceeds the prevailing wage for your location and job duties. You can verify the expected wage tier for Title Officer roles using the OFLC Wage Search tool before negotiating your offer.
Prepare for a multi-year green card timeline from day one
The full EB-3 sponsorship process, from PERM filing through I-485 approval, commonly takes two to four years for applicants from most countries. Negotiate your employment contract to include green card sponsorship as a written commitment, not just a verbal assurance.
Green Card Title Officer: Frequently Asked Questions
Do Title Officer jobs typically qualify for EB-2 or EB-3 green card sponsorship?
Most Title Officer roles qualify under EB-3 as skilled worker positions requiring at least two years of specialized training or experience in title examination, escrow, or real property law. EB-2 sponsorship is possible if the role is defined to require a master's degree or the employer can demonstrate the position involves advanced title analysis responsibilities beyond standard closing work.
How does green card sponsorship differ from H-1B sponsorship for Title Officer roles?
Green card sponsorship through PERM is permanent and not subject to an annual lottery. H-1B visa requires your employer to win a random lottery selection each April, with no guarantee of approval. For Title Officer roles, PERM sponsorship gives you a defined path to lawful permanent residency, while H-1B is temporary and must be renewed. Many employers willing to sponsor a green card are more reluctant to sponsor H-1B due to lottery uncertainty.
What does the PERM labor certification process involve for a Title Officer position?
Your employer must conduct a DOL-supervised recruitment campaign to demonstrate no qualified U.S. workers are available for the role. This typically involves posting the job for a set period, documenting applicant reviews, and filing an ETA Form 9089 with DOL. The job duties and minimum requirements stated in PERM must exactly match what you were hired to do, which makes precise job description drafting critical.
How do I find Title Officer employers that actually sponsor green cards?
The fastest approach is to search specifically for employers with a documented PERM filing history for this occupation. Migrate Mate filters Title Officer job listings by employers with active green card sponsorship records, so you can prioritize applications to companies that have successfully navigated PERM before rather than those open to sponsorship in theory only.
Can my employer start my green card process while I'm on an H-1B or other temporary status?
Yes. Employers can file a PERM application on your behalf while you're working on H-1B, F-1 OPT, or other authorized status. Your current visa status does not affect PERM eligibility. Once the I-140 petition is approved, you can move to adjustment of status or consular processing depending on your priority date and country of birth.