Green Card Vice President Of Human Resources Jobs
Vice President of Human Resources roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires your employer to document that no qualified U.S. worker is available for the position. Large enterprises and multinationals with established HR infrastructure are the most active sponsors for this senior people-operations title.
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Get Access To All JobsINTRODUCTION
Koch Engineered Solutions (KES) is looking to add a Vice President of Human Resources for the John Zink business within our Equipment Technology and Services (ET&S) segment. This position will be located in Tulsa, OK. Relocation will be supported.
Your Job
Are you a strategic leader passionate about building strong organizations and shaping culture? In this role, you will sit on the business leadership team as a full strategic partner—helping set direction, influencing decisions, and co-owning outcomes. You'll bring workforce and organization insight, translating business priorities into global talent and culture strategies that drive measurable performance.
What You Will Do
- Partner with senior leaders to solve business challenges through practical people and organization strategies (e.g., organization design, leadership capability, workforce planning).
- Build trusted relationships across functions and regions, aligning stakeholders and removing barriers to progress.
- Bring an external perspective—challenge assumptions, encourage innovation, and improve decision quality using sound economic thinking.
- Analyze industry, talent market, and competitor insights to inform action and benchmark organizational strengths and opportunities.
- Link workforce decisions to key business drivers, productivity, and financial performance.
- Hire, develop, and retain talent—ensuring the right people are in the right roles at the right time, grounded in strong values and individual strengths.
- Coach leaders to raise performance, engagement, and development with both care and candor.
- Clarify roles, responsibilities, and decision rights to enable inclusive, high-performing teams.
- Use data and risk awareness to make informed tradeoffs, act quickly, and adapt as needed.
- Model and drive accountability—holding yourself and others to commitments and behaviors aligned with our core values.
BASIC QUALIFICATIONS
- Demonstrated leadership experience (HR or non-HR) partnering with senior leaders and leading complex, cross-functional organizations or teams in a global environment.
- Demonstrated ability to translate business strategy into workforce, talent, and organization plans with measurable impact.
- Strong relationship-building, coaching, and influence skills across diverse stakeholders and cultures.
- Fluency in data-informed decision making; comfortable using metrics to diagnose issues and evaluate tradeoffs.
- Experience shaping and executing people and organization outcomes (e.g., org design, workforce planning, leadership development, performance/engagement, or change leadership), in partnership with HR and business stakeholders.
- Ability to operate globally across time zones; willingness to travel as needed.
PREFERRED QUALIFICATIONS
- Experience leading complex, global teams or organizations (HR, operations, strategy, finance, commercial, or similar) with significant people-and-organization scope.
- Demonstrated ability to deliver talent and organization outcomes (e.g., hiring, assessment, performance systems, leader development, engagement, and retention), either through HR expertise or by leading teams that provide these capabilities.
- Strong financial and business acumen; comfortable partnering with Finance to evaluate workforce investments, productivity, and value-driver tradeoffs.
- Familiarity with principle-based leadership concepts (such as vision, values, leveraging individual strengths, and motivation) in leader routines and talent systems.
- Proven change leadership through transformations (growth/scale, restructuring, M&A integration, operating model shifts).
At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy.
Hiring Philosophy
All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here.
Our Benefits
Our goal is for each employee, and their families, to live fulfilling and healthy lives. We provide essential resources and support to build and maintain physical, financial, and emotional strength—focusing on overall wellbeing so you can focus on what matters most. Our benefits plan includes—medical, dental, vision, flexible spending and health savings accounts, life insurance, ADD, disability, retirement, paid vacation/time off, educational assistance, and may also include infertility assistance, paid parental leave and adoption assistance. Specific eligibility criteria is set by the applicable Summary Plan Description, policy or guideline and benefits may vary by geographic region. If you have questions on what benefits apply to you, please speak to your recruiter.
Equal Opportunities
Equal Opportunity Employer, including disability and protected veteran status. Except where prohibited by state law, all offers of employment are conditioned upon successfully passing a drug test. This employer uses E-Verify. Please visit the following website for additional information: http://www.kochcareers.com/doc/Everify.pdf
INTRODUCTION
Koch Engineered Solutions (KES) is looking to add a Vice President of Human Resources for the John Zink business within our Equipment Technology and Services (ET&S) segment. This position will be located in Tulsa, OK. Relocation will be supported.
Your Job
Are you a strategic leader passionate about building strong organizations and shaping culture? In this role, you will sit on the business leadership team as a full strategic partner—helping set direction, influencing decisions, and co-owning outcomes. You'll bring workforce and organization insight, translating business priorities into global talent and culture strategies that drive measurable performance.
What You Will Do
- Partner with senior leaders to solve business challenges through practical people and organization strategies (e.g., organization design, leadership capability, workforce planning).
- Build trusted relationships across functions and regions, aligning stakeholders and removing barriers to progress.
- Bring an external perspective—challenge assumptions, encourage innovation, and improve decision quality using sound economic thinking.
- Analyze industry, talent market, and competitor insights to inform action and benchmark organizational strengths and opportunities.
- Link workforce decisions to key business drivers, productivity, and financial performance.
- Hire, develop, and retain talent—ensuring the right people are in the right roles at the right time, grounded in strong values and individual strengths.
- Coach leaders to raise performance, engagement, and development with both care and candor.
- Clarify roles, responsibilities, and decision rights to enable inclusive, high-performing teams.
- Use data and risk awareness to make informed tradeoffs, act quickly, and adapt as needed.
- Model and drive accountability—holding yourself and others to commitments and behaviors aligned with our core values.
BASIC QUALIFICATIONS
- Demonstrated leadership experience (HR or non-HR) partnering with senior leaders and leading complex, cross-functional organizations or teams in a global environment.
- Demonstrated ability to translate business strategy into workforce, talent, and organization plans with measurable impact.
- Strong relationship-building, coaching, and influence skills across diverse stakeholders and cultures.
- Fluency in data-informed decision making; comfortable using metrics to diagnose issues and evaluate tradeoffs.
- Experience shaping and executing people and organization outcomes (e.g., org design, workforce planning, leadership development, performance/engagement, or change leadership), in partnership with HR and business stakeholders.
- Ability to operate globally across time zones; willingness to travel as needed.
PREFERRED QUALIFICATIONS
- Experience leading complex, global teams or organizations (HR, operations, strategy, finance, commercial, or similar) with significant people-and-organization scope.
- Demonstrated ability to deliver talent and organization outcomes (e.g., hiring, assessment, performance systems, leader development, engagement, and retention), either through HR expertise or by leading teams that provide these capabilities.
- Strong financial and business acumen; comfortable partnering with Finance to evaluate workforce investments, productivity, and value-driver tradeoffs.
- Familiarity with principle-based leadership concepts (such as vision, values, leveraging individual strengths, and motivation) in leader routines and talent systems.
- Proven change leadership through transformations (growth/scale, restructuring, M&A integration, operating model shifts).
At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy.
Hiring Philosophy
All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here.
Our Benefits
Our goal is for each employee, and their families, to live fulfilling and healthy lives. We provide essential resources and support to build and maintain physical, financial, and emotional strength—focusing on overall wellbeing so you can focus on what matters most. Our benefits plan includes—medical, dental, vision, flexible spending and health savings accounts, life insurance, ADD, disability, retirement, paid vacation/time off, educational assistance, and may also include infertility assistance, paid parental leave and adoption assistance. Specific eligibility criteria is set by the applicable Summary Plan Description, policy or guideline and benefits may vary by geographic region. If you have questions on what benefits apply to you, please speak to your recruiter.
Equal Opportunities
Equal Opportunity Employer, including disability and protected veteran status. Except where prohibited by state law, all offers of employment are conditioned upon successfully passing a drug test. This employer uses E-Verify. Please visit the following website for additional information: http://www.kochcareers.com/doc/Everify.pdf
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Get Access To All JobsTips for Finding Green Card Sponsorship in Vice President Of Human Resources
Audit your credentials before applying
PERM for a VP of HR role will require documented proof of your advanced degree and specialized HR leadership experience. Gather performance reviews, org charts showing direct reports, and evidence of strategic workforce programs you've owned before your first interview.
Target employers with existing PERM history
Large corporations in finance, healthcare, and technology file PERM most consistently for senior HR roles. Search OFLC's public disclosure data to confirm whether a prospective employer has filed for similar titles before pursuing an offer.
Clarify the EB-2 versus EB-3 classification early
VP of HR roles typically qualify as EB-2 due to the advanced-degree requirement, but some employers default to EB-3 to simplify the prevailing-wage analysis. Ask your prospective employer's immigration counsel which category they intend to file under before accepting the offer.
Understand the PERM prevailing-wage requirement
DOL requires your offered salary to meet the prevailing wage for your exact SOC code and work location. Use the OFLC Wage Search to look up the Level III or IV wage for Human Resources Managers in your city, so there are no surprises during the PERM filing.
Search for sponsoring employers using Migrate Mate
Filter by role and green card sponsorship history to find companies actively filing PERM for senior HR positions. Migrate Mate surfaces employers whose labor certification activity matches VP of HR titles, cutting out the guesswork of cold outreach.
Plan around the PERM recruitment documentation window
PERM requires your employer to complete a structured DOL-mandated recruitment campaign before filing. That process typically runs 60 to 90 days, so align your start-date negotiation to give HR and legal teams enough runway to complete recruitment without rushing the audit trail.
Green Card Vice President Of Human Resources: Frequently Asked Questions
Does a VP of Human Resources role qualify for EB-2 green card sponsorship?
Yes. VP of HR roles typically require a master's degree in human resources, business administration, or a related field, which satisfies the advanced-degree standard for EB-2. If your employer can also demonstrate that the position requires a degree and meets DOL's prevailing-wage threshold, EB-2 is the standard filing category for this title. Some employers file EB-3 instead, so confirm the intended category with the sponsoring employer's immigration attorney before accepting an offer.
How does green card sponsorship through PERM differ from H-1B for this role?
H-1B visa is a temporary work authorization with a two-year initial cap concern and annual lottery risk. PERM-based green card sponsorship leads to permanent residency with no annual cap at the EB-3 level for most countries, and EB-2 backlogs vary by nationality. The PERM process itself is more document-intensive and slower, often taking 18 to 36 months from PERM filing to adjustment of status approval, but the outcome is a permanent status rather than repeated renewals.
Which industries sponsor the most green cards for senior HR roles?
Financial services, healthcare systems, large technology firms, and multinational manufacturers file PERM most consistently for VP-level HR positions. These sectors have established immigration programs and in-house or retained immigration counsel. You can verify an employer's PERM filing history by searching OFLC's public disclosure data, which shows certified labor certifications by employer name, job title, and work location.
How can I find VP of Human Resources jobs with green card sponsorship?
Migrate Mate lets you filter job listings specifically by green card sponsorship and role title, so you can focus on employers who have already committed to PERM filings for senior HR positions. This is more efficient than reviewing general job postings, where sponsorship willingness is rarely stated clearly at the VP level.
What documentation will my employer need from me during the PERM process?
Your employer's immigration attorney will need your official academic transcripts confirming your qualifying degree, a detailed employment history covering all roles used to satisfy the experience requirement, and documentation showing your job duties align with the O*NET occupational profile for the HR executive category. Any credential evaluations for degrees earned outside the U.S. should be completed by a NACES-member evaluator before PERM filing begins.