Green Card Workforce Manager Jobs
Workforce Manager green card sponsorship follows the EB-2 or EB-3 path, requiring PERM labor certification before your employer files the I-140 petition. Roles managing staffing operations, labor planning, and workforce analytics routinely qualify. Per-country backlogs mean your priority date matters as much as your credentials.
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Get Access To All JobsINTRODUCTION
Are you an internal caregiver, student, or contingent worker/agency worker at UMass Memorial Health? CLICK HERE to apply through your Workday account.
Exemption Status:
Exempt
Hiring Range:
$77,459.20 - $139,422.40 (based on a full time schedule of 40 hours per week). Please note that the final offer will vary based on scheduled hours. Compensation for part-time or reduced schedules will be prorated based on scheduled weekly hours, experience, skills, qualifications, and internal equity considerations.
Schedule Details:
Monday through Friday
Scheduled Hours:
8:00am-5:00pm
Shift:
1 - Day Shift, 8 Hours (United States of America)
Hours:
40
Cost Center:
99940 - 6169 Workforce Planning Analytics
This position may have a signing bonus available; a member of the Recruitment Team will confirm eligibility during the interview process.
ABOUT THE JOB
At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day.
The Workforce Development Consultant serves as the organization's subject matter expert for workforce pipeline, pathway, and talent supply strategies. This role leads the development of enterprise workforce solutions that address critical talent shortages, improve workforce sustainability, and support long-term organizational workforce planning. The consultant provides strategic guidance to operational, clinical, and executive leaders while cultivating external partnerships that expand talent pipelines and advance the organization's workforce objectives.
MAJOR RESPONSIBILITIES:
-
Partnership Development (20%)
-
Cultivate collaborative relationships and develop formal partnerships with internal and external stakeholders to build and maintain pipeline and pathway programs.
- Facilitate positive, action-oriented communication between clinical and administrative leaders, including managers and supervisors, talent acquisition, union leadership, and senior management.
- Engage directly with community partners including community-based organizations, K-12 education, colleges/universities to develop and deliver programs.
- Ensure appropriate partnership agreements, documentation and protocols are in place to support quality program outcomes.
-
Work with all partners to capitalize on grant/funding opportunities to expand, support pipeline and pathway programs.
-
Program Design & Management (40%)
-
Research training needs and skills being sought by hiring managers in high priority occupations to correctly target programs to meet system and affiliate needs.
- Design pathway and pipeline programs in collaboration with subject matter experts in nursing and other clinical and operational areas within the health system.
- Integrate industry best practices, work-based learning and diversity, equity, inclusion and belonging into all aspects of program design.
- Prototype and implement programs using continuous process improvement to achieve high quality outcomes.
-
Provide ongoing program management to ensure ongoing effectiveness, including maintaining program plans, coordinating program activities, tracking data, analyzing program results, participating in evaluation activities and making program improvements. Establish meaningful metrics and tracking system for all programs.
-
Program Outreach and Participant Placement (20%)
-
Coordinate and actively engage in program outreach and tracking activities, including developing marketing materials, communicating directly with caregivers and job seekers interested in workforce development programs, gathering/entering participant data and collaborating with training programs, hiring managers, talent acquisition, and caregiver experience to support successful job placement, job stability and career growth.
-
Strategic Consulting Services (20%)
-
Work with the Director of Workforce Development and Planning to continually monitor and refine the system’s workforce plan and strategies to ensure ongoing effectiveness and continuous improvement, taking into account resource changes, new strategic plans and external trends and other conditions impacting the health system.
In addition to the above,
-
Complies with established departmental policies, procedures, and objectives.
-
Attends a variety of meetings, conferences, seminars as required or directed.
-
Demonstrates use of Quality Improvement, continuous improvement, and lean principles in daily operations.
-
Complies with all health and safety and regulatory requirements.
-
Respects and invites diverse views and approaches, demonstrates Standards of Respect, actively helps to create an environment of belonging for all caregivers, and contributes to creating and maintaining an environment of professionalism, tolerance, civility and acceptance toward all employees, patients, and visitors.
-
Maintains, regular, reliable, and predictable attendance.
-
Performs other similar and related duties as required or directed.
All responsibilities are essential job functions.
POSITION QUALIFICATIONS:
License/Certification/Education:
Required:
- Bachelor’s Degree in social services, health sciences, social justice, public health, community development or equivalent relevant experience
Experience/Skill:
Required:
-
Minimum four to six (4-6) years of progressively more responsible human resources, social service, public health and/or workforce development related work and managerial/leadership experience.
-
An understanding of the principles and practice of talent development and management, including inclusive hiring, pipeline development, career planning, clinical ladders and career pathways, continuous improvement, and adult learning.
-
Demonstrated ability to assess organizational and job seeker/employee needs and design high quality, accessible workforce development programs that result in positive outcomes.
-
Demonstrated program management skills with the ability to develop and execute detailed project plans, mobilize resources necessary to complete projects, monitor progress and manage resources.
-
Must possess excellent skill at building rapport with partners at all levels, demonstrate relationships are value-added for caregivers, job seekers, and organization and that the trust built facilitates the exchange of candid and productive feedback.
-
Must be able to work in a fast-paced environment with demonstrated ability to juggle and prioritize multiple, competing tasks and demands and to seek supervisory assistance as appropriate.
Preferred:
-
Specific healthcare experience is a plus.
-
Leading a workforce development program and or career pathway program such as apprenticeship or on the job training.
Unless certification, licensure or registration is required, an equivalent combination of education and experience which provides proficiency in the areas of responsibility listed in this description may be substituted for the above requirements.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
We’re striving to make respect a part of everything we do at UMass Memorial Health – for our patients, our community and each other. Our six Standards of Respect are: Acknowledge, Listen, Communicate, Be Responsive, Be a Team Player and Be Kind. If you share these Standards of Respect, we hope you will join our team and help us make respect our standard for everyone, every day.
As an equal opportunity and affirmative action employer, UMass Memorial Health recognizes the power of a diverse community and encourages applications from individuals with varied experiences, perspectives and backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, protected veteran status or other status protected by law.
If you are unable to submit an application because of incompatible assistive technology or a disability, please contact us at talentacquisition@umassmemorial.org. We will make every effort to respond to your request for disability assistance as soon as possible.
INTRODUCTION
Are you an internal caregiver, student, or contingent worker/agency worker at UMass Memorial Health? CLICK HERE to apply through your Workday account.
Exemption Status:
Exempt
Hiring Range:
$77,459.20 - $139,422.40 (based on a full time schedule of 40 hours per week). Please note that the final offer will vary based on scheduled hours. Compensation for part-time or reduced schedules will be prorated based on scheduled weekly hours, experience, skills, qualifications, and internal equity considerations.
Schedule Details:
Monday through Friday
Scheduled Hours:
8:00am-5:00pm
Shift:
1 - Day Shift, 8 Hours (United States of America)
Hours:
40
Cost Center:
99940 - 6169 Workforce Planning Analytics
This position may have a signing bonus available; a member of the Recruitment Team will confirm eligibility during the interview process.
ABOUT THE JOB
At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day.
The Workforce Development Consultant serves as the organization's subject matter expert for workforce pipeline, pathway, and talent supply strategies. This role leads the development of enterprise workforce solutions that address critical talent shortages, improve workforce sustainability, and support long-term organizational workforce planning. The consultant provides strategic guidance to operational, clinical, and executive leaders while cultivating external partnerships that expand talent pipelines and advance the organization's workforce objectives.
MAJOR RESPONSIBILITIES:
-
Partnership Development (20%)
-
Cultivate collaborative relationships and develop formal partnerships with internal and external stakeholders to build and maintain pipeline and pathway programs.
- Facilitate positive, action-oriented communication between clinical and administrative leaders, including managers and supervisors, talent acquisition, union leadership, and senior management.
- Engage directly with community partners including community-based organizations, K-12 education, colleges/universities to develop and deliver programs.
- Ensure appropriate partnership agreements, documentation and protocols are in place to support quality program outcomes.
-
Work with all partners to capitalize on grant/funding opportunities to expand, support pipeline and pathway programs.
-
Program Design & Management (40%)
-
Research training needs and skills being sought by hiring managers in high priority occupations to correctly target programs to meet system and affiliate needs.
- Design pathway and pipeline programs in collaboration with subject matter experts in nursing and other clinical and operational areas within the health system.
- Integrate industry best practices, work-based learning and diversity, equity, inclusion and belonging into all aspects of program design.
- Prototype and implement programs using continuous process improvement to achieve high quality outcomes.
-
Provide ongoing program management to ensure ongoing effectiveness, including maintaining program plans, coordinating program activities, tracking data, analyzing program results, participating in evaluation activities and making program improvements. Establish meaningful metrics and tracking system for all programs.
-
Program Outreach and Participant Placement (20%)
-
Coordinate and actively engage in program outreach and tracking activities, including developing marketing materials, communicating directly with caregivers and job seekers interested in workforce development programs, gathering/entering participant data and collaborating with training programs, hiring managers, talent acquisition, and caregiver experience to support successful job placement, job stability and career growth.
-
Strategic Consulting Services (20%)
-
Work with the Director of Workforce Development and Planning to continually monitor and refine the system’s workforce plan and strategies to ensure ongoing effectiveness and continuous improvement, taking into account resource changes, new strategic plans and external trends and other conditions impacting the health system.
In addition to the above,
-
Complies with established departmental policies, procedures, and objectives.
-
Attends a variety of meetings, conferences, seminars as required or directed.
-
Demonstrates use of Quality Improvement, continuous improvement, and lean principles in daily operations.
-
Complies with all health and safety and regulatory requirements.
-
Respects and invites diverse views and approaches, demonstrates Standards of Respect, actively helps to create an environment of belonging for all caregivers, and contributes to creating and maintaining an environment of professionalism, tolerance, civility and acceptance toward all employees, patients, and visitors.
-
Maintains, regular, reliable, and predictable attendance.
-
Performs other similar and related duties as required or directed.
All responsibilities are essential job functions.
POSITION QUALIFICATIONS:
License/Certification/Education:
Required:
- Bachelor’s Degree in social services, health sciences, social justice, public health, community development or equivalent relevant experience
Experience/Skill:
Required:
-
Minimum four to six (4-6) years of progressively more responsible human resources, social service, public health and/or workforce development related work and managerial/leadership experience.
-
An understanding of the principles and practice of talent development and management, including inclusive hiring, pipeline development, career planning, clinical ladders and career pathways, continuous improvement, and adult learning.
-
Demonstrated ability to assess organizational and job seeker/employee needs and design high quality, accessible workforce development programs that result in positive outcomes.
-
Demonstrated program management skills with the ability to develop and execute detailed project plans, mobilize resources necessary to complete projects, monitor progress and manage resources.
-
Must possess excellent skill at building rapport with partners at all levels, demonstrate relationships are value-added for caregivers, job seekers, and organization and that the trust built facilitates the exchange of candid and productive feedback.
-
Must be able to work in a fast-paced environment with demonstrated ability to juggle and prioritize multiple, competing tasks and demands and to seek supervisory assistance as appropriate.
Preferred:
-
Specific healthcare experience is a plus.
-
Leading a workforce development program and or career pathway program such as apprenticeship or on the job training.
Unless certification, licensure or registration is required, an equivalent combination of education and experience which provides proficiency in the areas of responsibility listed in this description may be substituted for the above requirements.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
We’re striving to make respect a part of everything we do at UMass Memorial Health – for our patients, our community and each other. Our six Standards of Respect are: Acknowledge, Listen, Communicate, Be Responsive, Be a Team Player and Be Kind. If you share these Standards of Respect, we hope you will join our team and help us make respect our standard for everyone, every day.
As an equal opportunity and affirmative action employer, UMass Memorial Health recognizes the power of a diverse community and encourages applications from individuals with varied experiences, perspectives and backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, protected veteran status or other status protected by law.
If you are unable to submit an application because of incompatible assistive technology or a disability, please contact us at talentacquisition@umassmemorial.org. We will make every effort to respond to your request for disability assistance as soon as possible.
See all 36+ Green Card Workforce Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Workforce Manager Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Workforce Manager
Map your credentials to EB-2 or EB-3
If you hold a bachelor's degree plus five years of progressive workforce planning experience, you likely qualify for EB-2. EB-3 covers bachelor's-degree holders and skilled workers with at least two years of relevant experience. Knowing which category fits you shapes every conversation with a sponsoring employer.
Search verified green card sponsors on Migrate Mate
Target employers who have an active history of sponsoring green cards for Workforce Manager roles. Migrate Mate shows you companies with verified green card sponsorship records, so you're applying to employers already familiar with the PERM and I-140 process rather than educating them from scratch.
Look up prevailing wages before salary talks
Your employer must pay the PERM-certified prevailing wage for your location and job level. Use the OFLC Wage Search to find the wage tier for Workforce Manager roles in your target metro before negotiating, so your offer aligns with what DOL will certify during the recruitment test.
Prepare your credentials for the PERM recruitment test
PERM requires your employer to run a government-mandated recruitment process and document that no qualified U.S. worker was available. Gather your degree transcripts, employment records, and any professional certifications now, since the labor certification audit window can extend two years after DOL approves the application.
Understand priority dates before accepting an offer
If you're a national of India or China, your priority date determines when your I-485 can be filed, and backlogs can extend the timeline significantly. Ask prospective employers whether they'll retain the approved I-140 so your priority date remains portable under AC21 if you later change roles or companies.
Review your O*NET occupational profile before interviews
Workforce Manager duties in your O*NET profile define what PERM will certify, so your job offer must reflect those core functions. If your actual responsibilities skew heavily toward HR strategy or operations management, clarify this with your employer early to avoid a PERM denial based on a misclassified job description.
Green Card Workforce Manager: Frequently Asked Questions
Which green card category fits a Workforce Manager role?
Most Workforce Manager positions qualify under EB-2 if the role requires an advanced degree or a bachelor's degree combined with five years of progressive experience in workforce planning or labor operations. EB-3 covers professionals with a bachelor's degree and skilled workers with at least two years of relevant experience. Your employer's HR or immigration counsel will confirm the category based on the specific job description submitted to DOL.
How is green card sponsorship different from H-1B sponsorship for this role?
Green card sponsorship via EB-2 or EB-3 leads to lawful permanent residence, not a temporary work status. The process requires PERM labor certification filed with the Department of Labor, a prevailing wage determination, and a recruitment test before the I-140 petition is filed with USCIS. There is no annual lottery, but per-country numerical limits mean nationals of high-demand countries may wait years for a priority date to become current. H-1B visa, by contrast, grants temporary status and involves an LCA filed separately with DOL.
How do I find employers who sponsor green cards for Workforce Manager positions?
Migrate Mate is the most direct way to search for employers with verified green card sponsorship history for roles like Workforce Manager. Filtering to companies that have already navigated PERM and I-140 filings saves significant time, since those employers have established processes and understand the recruitment and prevailing wage requirements DOL imposes during labor certification.
What happens to my green card case if I change jobs after the I-140 is approved?
Once your I-485 adjustment of status petition has been pending for 180 days or more, AC21 portability allows you to change employers or roles without restarting the entire process, as long as the new position is in the same or a similar occupational classification. Your priority date from the original approved I-140 can also carry over to a new employer's petition, which matters significantly if you're subject to per-country backlog wait times.
What does the PERM recruitment test mean for Workforce Manager candidates?
PERM requires your sponsoring employer to advertise the Workforce Manager position through DOL-mandated recruitment channels and document that no qualified U.S. worker was available for the role. You don't participate directly in this process, but the job description used in recruitment must accurately reflect your duties. Discrepancies between advertised requirements and your actual role are a common reason DOL audits or denies PERM applications, so reviewing the job description before filing matters.