Green Card Training Specialist Jobs
Training Specialist roles qualify for EB-2 or EB-3 green card sponsorship when the position requires a bachelor's degree in instructional design, education, or a related field. Employers file PERM labor certification with DOL before sponsoring you permanently, making this a direct path to U.S. lawful permanent residency rather than a renewable work visa.
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Get Access To All JobsINTRODUCTION
Vestwell is the financial technology company powering the new savings economy. The New York City-based fintech platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 790,000 businesses and more than 2.75 million active savers, with over $57 billion in assets saved across all 50 United States. Vestwell offers a range of products, including workplace-delivered retirement plans, employer-offered student loan repayment benefits, and various savings accounts for education, emergencies, and individuals with disabilities. Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers.
Who Are We Looking For?
We’re growing our Employer Service team and adding a Training Manager to own the full training ecosystem for the specialists who serve 401(k) plan sponsors, HR and payroll administrators, and partners such as TPAs and advisers. You’re a proactive, organized leader and skilled facilitator who can turn complex retirement plan concepts into clear, practical learning that gets new hires productive quickly and keeps the whole team sharp as our products and regulations evolve. This role partners closely with Employer Service leadership, Plan Onboarding, Operations, Compliance, and product teams to make sure our team is confident, knowledgeable, and ready to deliver an excellent employer experience.
What Will You Be Doing?
Day-to-Day, You Will Be Expected To
Lead New-Hire Onboarding:
- Own the new-hire training program for Employer Service specialists, from day one through full proficiency.
- Deliver engaging instructor-led, virtual, and hands-on training sessions.
- Design nesting and shadowing plans that move new hires from classroom to live work with confidence.
- Assess readiness through knowledge checks and practical exercises before new hires take on full workloads.
Build Curriculum & Content:
- Develop training on 401(k) plan fundamentals, including eligibility, vesting, contributions and match, loans, distributions, and payroll integration.
- Create training on employer-facing workflows such as plan onboarding, payroll file issues, plan feature changes, and partner support.
- Build and maintain training materials, procedures, job aids, knowledge-base articles, and learning paths.
- Keep all content accurate, current, and aligned with company policy and applicable ERISA, DOL, and IRS requirements.
Drive Ongoing Development:
- Deliver refresher training for new processes, product releases, plan design changes, and regulatory updates (e.g., SECURE 2.0 provisions).
- Build advanced and specialized learning paths that support career growth and cross-training.
- Run a training calendar that balances team development with service-level needs.
Measure Training Effectiveness:
- Track training completion, assessment results, time to proficiency, (e.g., against a target of X weeks), and post-training performance.
- Gather feedback from learners and leaders to continuously improve content and delivery.
- Report on training impact to leadership and recommend improvements.
- Use performance and quality trends shared by supervisors to identify where targeted training is needed.
Partner Across the Organization:
- Collaborate with supervisors and managers to understand skill gaps and team needs.
- Partner with product and engineering to prepare the team ahead of new feature and system releases.
- Work with Compliance to ensure required regulatory and data-security training is delivered and documented.
- Uphold strict confidentiality and data-protection standards in all training materials and examples.
REQUIREMENTS
The Necessities
- 5+ years of experience leading training or learning and development in a retirement plan, recordkeeping, financial services, or client service environment
- Working knowledge of 401(k) plan administration, including contributions, loans, distributions, and payroll processing
- Strong facilitation and presentation skills, both in person and virtually
- Experience designing training content; familiarity with instructional design and LMS tools is a plus
- Ability to manage multiple priorities in a fast-paced environment
- Working familiarity with ERISA and DOL/IRS requirements; industry designations (e.g., QKA, CRPS) are a plus
- A commitment to service excellence and continuous improvement
This role will be based in either the New York City, Austin, King of Prussia, or Scottsdale office, and will be part of Vestwell's hybrid in-office operation. The expected base salary range for this position is $80K - $95K base. This position is eligible to participate in the Company Bonus Pool and is eligible to receive new hire equity in the Company. Please note that salary bands are based on NY and other similar metro areas and may differ based on where the role is ultimately hired.
Full-Time Employee Benefits
We’re an innovative, high-growth company with an exciting future ahead. At Vestwell, we prioritize employee wellbeing through comprehensive health benefits, generous time off, and a dedicated Employee Wellbeing Committee. Our hybrid work model offers flexibility while providing access to our collaborative offices in Midtown Manhattan, Austin, King of Prussia, and Scottsdale. And, of course, as a company focused on helping people save for the future, we offer a competitive 401(k) plan.
INTERVIEW PROCESS
Our interview process starts the same for every candidate with 1-2 introductory conversations to learn more about your background, interests, and what you're looking for, while also giving you the opportunity to learn more about Vestwell and the team. From there, the process varies by role but typically includes a skills or experience-based assessment, such as a coding interview, portfolio review, or deeper discussion of your relevant experience. Successful candidates then move on to a virtual or in-person interview panel. Before extending an offer, we complete a reference check with a current or former manager and a peer. Throughout the process, we prioritize transparency, clear communication, and minimizing surprises. For your awareness you will only receive correspondence from recruiting@vestwell.com any other domain not ending in vestwell.com is not our Recruitment team.
Vestwell’s Privacy Policy.
Attention California residents: In the course of conducting our business and complying with federal, state, and local government regulations governing such matters as employment, tax, insurance, etc., we must collect Personal Information from you. Should you accept employment with Vestwell you may view our California Privacy Rights Act here: Vestwell’s California Privacy Rights Policy.
INTRODUCTION
Vestwell is the financial technology company powering the new savings economy. The New York City-based fintech platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 790,000 businesses and more than 2.75 million active savers, with over $57 billion in assets saved across all 50 United States. Vestwell offers a range of products, including workplace-delivered retirement plans, employer-offered student loan repayment benefits, and various savings accounts for education, emergencies, and individuals with disabilities. Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers.
Who Are We Looking For?
We’re growing our Employer Service team and adding a Training Manager to own the full training ecosystem for the specialists who serve 401(k) plan sponsors, HR and payroll administrators, and partners such as TPAs and advisers. You’re a proactive, organized leader and skilled facilitator who can turn complex retirement plan concepts into clear, practical learning that gets new hires productive quickly and keeps the whole team sharp as our products and regulations evolve. This role partners closely with Employer Service leadership, Plan Onboarding, Operations, Compliance, and product teams to make sure our team is confident, knowledgeable, and ready to deliver an excellent employer experience.
What Will You Be Doing?
Day-to-Day, You Will Be Expected To
Lead New-Hire Onboarding:
- Own the new-hire training program for Employer Service specialists, from day one through full proficiency.
- Deliver engaging instructor-led, virtual, and hands-on training sessions.
- Design nesting and shadowing plans that move new hires from classroom to live work with confidence.
- Assess readiness through knowledge checks and practical exercises before new hires take on full workloads.
Build Curriculum & Content:
- Develop training on 401(k) plan fundamentals, including eligibility, vesting, contributions and match, loans, distributions, and payroll integration.
- Create training on employer-facing workflows such as plan onboarding, payroll file issues, plan feature changes, and partner support.
- Build and maintain training materials, procedures, job aids, knowledge-base articles, and learning paths.
- Keep all content accurate, current, and aligned with company policy and applicable ERISA, DOL, and IRS requirements.
Drive Ongoing Development:
- Deliver refresher training for new processes, product releases, plan design changes, and regulatory updates (e.g., SECURE 2.0 provisions).
- Build advanced and specialized learning paths that support career growth and cross-training.
- Run a training calendar that balances team development with service-level needs.
Measure Training Effectiveness:
- Track training completion, assessment results, time to proficiency, (e.g., against a target of X weeks), and post-training performance.
- Gather feedback from learners and leaders to continuously improve content and delivery.
- Report on training impact to leadership and recommend improvements.
- Use performance and quality trends shared by supervisors to identify where targeted training is needed.
Partner Across the Organization:
- Collaborate with supervisors and managers to understand skill gaps and team needs.
- Partner with product and engineering to prepare the team ahead of new feature and system releases.
- Work with Compliance to ensure required regulatory and data-security training is delivered and documented.
- Uphold strict confidentiality and data-protection standards in all training materials and examples.
REQUIREMENTS
The Necessities
- 5+ years of experience leading training or learning and development in a retirement plan, recordkeeping, financial services, or client service environment
- Working knowledge of 401(k) plan administration, including contributions, loans, distributions, and payroll processing
- Strong facilitation and presentation skills, both in person and virtually
- Experience designing training content; familiarity with instructional design and LMS tools is a plus
- Ability to manage multiple priorities in a fast-paced environment
- Working familiarity with ERISA and DOL/IRS requirements; industry designations (e.g., QKA, CRPS) are a plus
- A commitment to service excellence and continuous improvement
This role will be based in either the New York City, Austin, King of Prussia, or Scottsdale office, and will be part of Vestwell's hybrid in-office operation. The expected base salary range for this position is $80K - $95K base. This position is eligible to participate in the Company Bonus Pool and is eligible to receive new hire equity in the Company. Please note that salary bands are based on NY and other similar metro areas and may differ based on where the role is ultimately hired.
Full-Time Employee Benefits
We’re an innovative, high-growth company with an exciting future ahead. At Vestwell, we prioritize employee wellbeing through comprehensive health benefits, generous time off, and a dedicated Employee Wellbeing Committee. Our hybrid work model offers flexibility while providing access to our collaborative offices in Midtown Manhattan, Austin, King of Prussia, and Scottsdale. And, of course, as a company focused on helping people save for the future, we offer a competitive 401(k) plan.
INTERVIEW PROCESS
Our interview process starts the same for every candidate with 1-2 introductory conversations to learn more about your background, interests, and what you're looking for, while also giving you the opportunity to learn more about Vestwell and the team. From there, the process varies by role but typically includes a skills or experience-based assessment, such as a coding interview, portfolio review, or deeper discussion of your relevant experience. Successful candidates then move on to a virtual or in-person interview panel. Before extending an offer, we complete a reference check with a current or former manager and a peer. Throughout the process, we prioritize transparency, clear communication, and minimizing surprises. For your awareness you will only receive correspondence from recruiting@vestwell.com any other domain not ending in vestwell.com is not our Recruitment team.
Vestwell’s Privacy Policy.
Attention California residents: In the course of conducting our business and complying with federal, state, and local government regulations governing such matters as employment, tax, insurance, etc., we must collect Personal Information from you. Should you accept employment with Vestwell you may view our California Privacy Rights Act here: Vestwell’s California Privacy Rights Policy.
See all 808+ Green Card Training Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Training Specialist Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Training Specialist
Align your degree to the role
PERM requires your degree to directly support the job duties. An instructional design, education, or HR degree strengthens your case. A general business degree may trigger an audit if the Training Specialist position lists specialized curriculum development requirements.
Target employers with PERM filing history
Search OFLC's public disclosure data to identify companies that have previously sponsored Training Specialist roles under PERM. Repeat filers understand the process and are far less likely to withdraw sponsorship mid-petition than first-time sponsors.
Find sponsoring employers through Migrate Mate
Migrate Mate lets you filter Training Specialist openings by employers with active green card filing history, so you spend time applying to roles where sponsorship is already part of the hiring process, not an afterthought.
Clarify sponsorship before accepting an offer
Ask directly whether the employer will cover PERM and I-140 filing costs and whether they use in-house counsel or outside immigration attorneys. Training departments at large corporations often have established sponsorship workflows; smaller firms may not.
Document your specialized training credentials early
Gather certificates in eLearning authoring tools, instructional design methodologies, or corporate training frameworks before you start applying. USCIS and DOL both scrutinize whether your qualifications match the prevailing-wage level the employer certifies on the LCA.
Verify the prevailing wage before your first interview
Use the OFLC Wage Search to check the DOL prevailing wage for Training Specialist roles in your target city. If an employer's posted salary falls below the applicable wage level, PERM certification will fail regardless of how strong your credentials are.
Green Card Training Specialist: Frequently Asked Questions
Do Training Specialist roles qualify for EB-2 or EB-3 green card sponsorship?
Most Training Specialist positions qualify under EB-3, which covers skilled workers and professionals with a bachelor's degree. If the role requires a master's degree or equivalent advanced credentials in instructional design or organizational development, EB-2 may apply. The employer's job requirements, not your personal credentials, determine which category the PERM petition targets.
How does green card sponsorship differ from H-1B sponsorship for a Training Specialist?
H-1B visa is a temporary status renewed in three-year increments with an annual lottery cap. Green card sponsorship through PERM and I-140 leads to permanent residency with no cap concerns at the EB-3 level for most countries. The timeline is longer, typically two to four years from PERM filing to green card approval, but the outcome is permanent status rather than repeated renewal cycles.
What does the PERM labor certification process involve for this role?
Your employer files a PERM application with DOL certifying that no qualified U.S. workers were available for the position at the prevailing wage. This requires a formal recruitment campaign, including job postings, before filing. DOL reviews the application and, if approved, the employer then files an I-140 immigrant petition with USCIS on your behalf.
How do I find Training Specialist employers that sponsor green cards?
Migrate Mate filters Training Specialist job listings by employers with documented green card filing history, so you can focus your search on companies that have already committed to PERM sponsorship. This saves significant time compared to applying broadly and discovering sponsorship policies only after an offer is made.
Can my employer require me to stay for a set period in exchange for green card sponsorship?
Employers commonly ask sponsored employees to sign repayment agreements covering immigration filing costs if you leave within one to two years of the green card being approved. These agreements are legally enforceable in many states. Review any repayment clause carefully before signing, and confirm whether it covers attorney fees, PERM filing costs, or both.