Hospitality Green Card Sponsorship Jobs in Connecticut
Connecticut's hospitality sector, anchored by hotel groups in Hartford, Stamford, and New Haven alongside resort properties in the Mystic and Litchfield Hills regions, includes employers who sponsor Green Card visas for skilled workers. Roles in hotel management, culinary leadership, and food and beverage operations represent the most active pathways for permanent residence sponsorship in the state.
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Get Access To All JobsINTRODUCTION
Booking Holdings (NASDAQ: BKNG) is the world leader in online travel and services that support the entire travel journey. Our platforms – including Booking.com, Priceline, Agoda, KAYAK and OpenTable – utilize advanced AI, machine learning and other innovative technologies to simplify and personalize the travel experience for consumers and partners in over 220 countries and territories. Our mission is to make it easier for everyone to experience the world.
This role is eligible for our hybrid work model: Two days in-office.
ROLE AND RESPONSIBILITIES
The Senior Manager, FP&A is a high-impact individual contributor and subject matter expert at the center of the enterprise, serving as an owner of compensation financial planning across Booking Holdings' portfolio of brands and as a strategic partner on major enterprise-wide initiatives. Success in this role means bringing financial rigor, analytical sophistication, and deep domain expertise to compensation programs that directly shape how the organization incentivizes and rewards performance — while identifying opportunities to modernize, automate, and strengthen the processes and controls that support them. This role carries significant visibility across the CFO organization, the Talent & Compensation Committee, senior legal and external reporting functions, and leadership across all brands and geographies, and while it operates without direct reports today, its enterprise scope, regulatory sensitivity, and cross-functional influence make it one of the most consequential individual contributor roles within the FP&A function.
In this role you will get to:
- Own end-to-end financial oversight of the enterprise's compensation programs — including annual bonus and PSU grids for NEOs, senior management, and local brand leaders, and SBC expense budgeting and forecasting — ensuring accuracy, consistency, and alignment with enterprise incentive strategy across a complex, multi-brand global organization.
- Leads preparation of all FP&A related Talent & Compensation Committee deliverables, including prior year bonus and PSU performance results, current year compensation grids, and currency share integration, ensuring all materials are accurately governed and appropriate for CFO and Board-level review.
- Supports the annual proxy filing process by providing all relevant compensation data, calculations, and analysis, and auditing the document prior to filing in partnership with HR, legal and external reporting teams.
- Owns quarterly PSU factor and bonus calculations, including the preparation and accuracy of bonus accounting entries, quarterly sign-off collection on PSU and bonus outcomes, and the reflection of updated bonus targets and outcomes in forecasts and actuals — while actively supporting the automation of these processes to improve efficiency and control; supports the PSU AUP by providing accurate underlying data to Internal Audit for their review.
- Leads the development and continuous improvement of compensation governance frameworks, ensuring compensation planning operates as a strategic tool that aligns incentives with enterprise priorities, promotes accountability, and supports the evolution of plan design.
- Serves as the FP&A integration lead for enterprise-wide strategic initiatives, ensuring new programs and business ventures are properly embedded in FP&A systems, processes, and reporting frameworks from inception — enabling a clean handoff to BAU tracking once operational.
- Supports intercompany forecasting processes and the FP&A systems and workflows that enable them.
BASIC QUALIFICATIONS
- Bachelor's degree in Finance, Accounting, Economics, or related field; MBA or CFA preferred
- 8–12 years of progressive finance experience with demonstrated expertise in compensation financial planning, stock-based compensation, and/or complex enterprise-wide financial processes; prior experience in corporate FP&A, investment banking, or management consulting highly valued; experience supporting proxy filings, Board governance processes, or NEO compensation programs a strong differentiator
- Deep working knowledge of incentive compensation structures, SBC accounting and forecasting, PSU mechanics, executive pay program design, and compensation audit support workflows; familiarity with proxy filing processes in a publicly traded company environment
- Strong command of financial modeling, scenario analysis, and multi-currency financial dynamics; ability to connect compensation and initiative-level financials to enterprise P&L and EBITDA outcomes; experience supporting or validating performance adjustments that flow into compensation calculations
- Working knowledge of compensation-related accounting entries and journal entry processes; strong instinct for financial controls, governance documentation, and audit support in a publicly traded company environment
- Proficient in EPM platforms (OneStream, HFM/Hyperion) and advanced Excel; comfortable working within and across FP&A systems to ensure compensation and initiative data is accurately integrated; able to identify automation opportunities and partner effectively with systems and technology teams to drive execution
- Exceptional written and verbal communication skills; proven ability to prepare CFO, Board, and executive-level materials that are accurate, well-governed, and strategically framed; adept at building trust and managing sensitive, regulated outputs across legal, external reporting, accounting, and finance stakeholders
- Highly self-directed and detail-oriented, with a strong bias toward process improvement, automation, and operational precision; comfortable managing multiple high-stakes, deadline-driven workstreams — including those with external regulatory implications — simultaneously and with the highest standards of accuracy and integrity
PREFERRED QUALIFICATIONS
Our Commitment to Inclusion
Through the Booking Holdings brands, we help our customers reach all corners of the earth. Our ability to provide great service rests on how well we understand our diverse customer base, which is why having a diverse team is so important to us. We bring together employees from all walks of life and we are proud to provide the kind of inclusive environment that stimulates innovation, creativity and collaboration.
There are a variety of job related factors that go into determining a salary range, including but not limited to external market benchmark data, geographic location, and years of experience sought/required. In addition to a competitive base salary, roles are eligible to be considered for an annual bonus and equity grant.
The base salary range for Connecticut and the NYC-metro area is $180,900 – $221,100.
We are proud to offer a comprehensive benefits program designed to keep you and your family healthy, plan for the future and make the most out of life. For a glimpse of our benefits offerings, please see here. In addition to competitive health and wellness benefits, we currently offer other perks to eligible employees, such as: tuition reimbursement, fitness reimbursement, discounts, and more!
If this role resonates with you, we encourage you to click the "apply" button!
EEO Statement:
Booking Holdings is an equal opportunity employer in accordance with all applicable federal, state and local laws. We ensure equal employment opportunity to all employees and applicants without discrimination or harassment based on race, religious creed, color, age, sex, sexual orientation, gender identity, national origin, religion, marital status, medical condition, disability, military service, pregnancy, childbirth and related medical conditions, or any other classification protected by federal, state, or local law.
Booking Holdings also extends this policy to every phase of the employment process including, but not limited to, recruitment, selection, placement, transfer, training and development, position elimination, restructure, promotion, compensation, benefits, layoffs, termination, and all other conditions or privileges of employment. Booking Holdings and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need reasonable accommodation in order to search for a job opening or apply for a position, please email reasonableaccommodation@bookingholdings.com with your request. M/F/V/D/S
LI-Hybrid
INTRODUCTION
Booking Holdings (NASDAQ: BKNG) is the world leader in online travel and services that support the entire travel journey. Our platforms – including Booking.com, Priceline, Agoda, KAYAK and OpenTable – utilize advanced AI, machine learning and other innovative technologies to simplify and personalize the travel experience for consumers and partners in over 220 countries and territories. Our mission is to make it easier for everyone to experience the world.
This role is eligible for our hybrid work model: Two days in-office.
ROLE AND RESPONSIBILITIES
The Senior Manager, FP&A is a high-impact individual contributor and subject matter expert at the center of the enterprise, serving as an owner of compensation financial planning across Booking Holdings' portfolio of brands and as a strategic partner on major enterprise-wide initiatives. Success in this role means bringing financial rigor, analytical sophistication, and deep domain expertise to compensation programs that directly shape how the organization incentivizes and rewards performance — while identifying opportunities to modernize, automate, and strengthen the processes and controls that support them. This role carries significant visibility across the CFO organization, the Talent & Compensation Committee, senior legal and external reporting functions, and leadership across all brands and geographies, and while it operates without direct reports today, its enterprise scope, regulatory sensitivity, and cross-functional influence make it one of the most consequential individual contributor roles within the FP&A function.
In this role you will get to:
- Own end-to-end financial oversight of the enterprise's compensation programs — including annual bonus and PSU grids for NEOs, senior management, and local brand leaders, and SBC expense budgeting and forecasting — ensuring accuracy, consistency, and alignment with enterprise incentive strategy across a complex, multi-brand global organization.
- Leads preparation of all FP&A related Talent & Compensation Committee deliverables, including prior year bonus and PSU performance results, current year compensation grids, and currency share integration, ensuring all materials are accurately governed and appropriate for CFO and Board-level review.
- Supports the annual proxy filing process by providing all relevant compensation data, calculations, and analysis, and auditing the document prior to filing in partnership with HR, legal and external reporting teams.
- Owns quarterly PSU factor and bonus calculations, including the preparation and accuracy of bonus accounting entries, quarterly sign-off collection on PSU and bonus outcomes, and the reflection of updated bonus targets and outcomes in forecasts and actuals — while actively supporting the automation of these processes to improve efficiency and control; supports the PSU AUP by providing accurate underlying data to Internal Audit for their review.
- Leads the development and continuous improvement of compensation governance frameworks, ensuring compensation planning operates as a strategic tool that aligns incentives with enterprise priorities, promotes accountability, and supports the evolution of plan design.
- Serves as the FP&A integration lead for enterprise-wide strategic initiatives, ensuring new programs and business ventures are properly embedded in FP&A systems, processes, and reporting frameworks from inception — enabling a clean handoff to BAU tracking once operational.
- Supports intercompany forecasting processes and the FP&A systems and workflows that enable them.
BASIC QUALIFICATIONS
- Bachelor's degree in Finance, Accounting, Economics, or related field; MBA or CFA preferred
- 8–12 years of progressive finance experience with demonstrated expertise in compensation financial planning, stock-based compensation, and/or complex enterprise-wide financial processes; prior experience in corporate FP&A, investment banking, or management consulting highly valued; experience supporting proxy filings, Board governance processes, or NEO compensation programs a strong differentiator
- Deep working knowledge of incentive compensation structures, SBC accounting and forecasting, PSU mechanics, executive pay program design, and compensation audit support workflows; familiarity with proxy filing processes in a publicly traded company environment
- Strong command of financial modeling, scenario analysis, and multi-currency financial dynamics; ability to connect compensation and initiative-level financials to enterprise P&L and EBITDA outcomes; experience supporting or validating performance adjustments that flow into compensation calculations
- Working knowledge of compensation-related accounting entries and journal entry processes; strong instinct for financial controls, governance documentation, and audit support in a publicly traded company environment
- Proficient in EPM platforms (OneStream, HFM/Hyperion) and advanced Excel; comfortable working within and across FP&A systems to ensure compensation and initiative data is accurately integrated; able to identify automation opportunities and partner effectively with systems and technology teams to drive execution
- Exceptional written and verbal communication skills; proven ability to prepare CFO, Board, and executive-level materials that are accurate, well-governed, and strategically framed; adept at building trust and managing sensitive, regulated outputs across legal, external reporting, accounting, and finance stakeholders
- Highly self-directed and detail-oriented, with a strong bias toward process improvement, automation, and operational precision; comfortable managing multiple high-stakes, deadline-driven workstreams — including those with external regulatory implications — simultaneously and with the highest standards of accuracy and integrity
PREFERRED QUALIFICATIONS
Our Commitment to Inclusion
Through the Booking Holdings brands, we help our customers reach all corners of the earth. Our ability to provide great service rests on how well we understand our diverse customer base, which is why having a diverse team is so important to us. We bring together employees from all walks of life and we are proud to provide the kind of inclusive environment that stimulates innovation, creativity and collaboration.
There are a variety of job related factors that go into determining a salary range, including but not limited to external market benchmark data, geographic location, and years of experience sought/required. In addition to a competitive base salary, roles are eligible to be considered for an annual bonus and equity grant.
The base salary range for Connecticut and the NYC-metro area is $180,900 – $221,100.
We are proud to offer a comprehensive benefits program designed to keep you and your family healthy, plan for the future and make the most out of life. For a glimpse of our benefits offerings, please see here. In addition to competitive health and wellness benefits, we currently offer other perks to eligible employees, such as: tuition reimbursement, fitness reimbursement, discounts, and more!
If this role resonates with you, we encourage you to click the "apply" button!
EEO Statement:
Booking Holdings is an equal opportunity employer in accordance with all applicable federal, state and local laws. We ensure equal employment opportunity to all employees and applicants without discrimination or harassment based on race, religious creed, color, age, sex, sexual orientation, gender identity, national origin, religion, marital status, medical condition, disability, military service, pregnancy, childbirth and related medical conditions, or any other classification protected by federal, state, or local law.
Booking Holdings also extends this policy to every phase of the employment process including, but not limited to, recruitment, selection, placement, transfer, training and development, position elimination, restructure, promotion, compensation, benefits, layoffs, termination, and all other conditions or privileges of employment. Booking Holdings and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need reasonable accommodation in order to search for a job opening or apply for a position, please email reasonableaccommodation@bookingholdings.com with your request. M/F/V/D/S
LI-Hybrid
Green Card Hospitality Job Roles in Connecticut
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Search Hospitality Jobs in ConnecticutHospitality Green Card Sponsorship Jobs in Connecticut: Frequently Asked Questions
Which hospitality companies sponsor Green Card visas in Connecticut?
Large hotel operators with properties in Connecticut, including Marriott, Hilton, and Hyatt-affiliated hotels in Stamford and Hartford, have historically filed Green Card petitions for hospitality workers. Independent resorts and casino-resort complexes such as Mohegan Sun and Foxwoods, both near the Connecticut border, also sponsor permanent residence for specialized culinary and management staff, though sponsorship decisions are made on a per-role and per-candidate basis.
Which cities in Connecticut have the most hospitality Green Card sponsorship jobs?
Stamford leads in corporate hotel demand given its proximity to New York and dense business travel market. Hartford, as the state capital, supports a steady convention and extended-stay hotel segment. New Haven draws hospitality activity tied to Yale University events and tourism. The Mystic shoreline and Litchfield Hills attract seasonal resort employers, though those properties sponsor Green Cards less frequently than full-service urban hotels.
What types of hospitality roles typically qualify for Green Card sponsorship in Connecticut?
Employers in Connecticut most commonly sponsor Green Cards for roles that are difficult to fill locally: executive chefs, sous chefs with specialized cuisine expertise, hotel general managers, food and beverage directors, and event operations managers. Front-of-house and entry-level positions rarely attract sponsorship. EB-3 is the most common Green Card category used in hospitality, covering skilled workers who meet minimum experience or training requirements.
How do I find hospitality Green Card sponsorship jobs in Connecticut?
Migrate Mate aggregates hospitality jobs in Connecticut where employers have indicated Green Card sponsorship willingness, filtering out roles that won't support permanent residence. You can search by location, role type, and visa category to focus specifically on Connecticut hospitality employers with active sponsorship. Because Green Card sponsorship in hospitality is employer-specific and often unlisted on general job boards, a focused search through Migrate Mate saves significant time.
Are there state-specific considerations for Green Card sponsorship in Connecticut's hospitality industry?
Connecticut's relatively high cost of living and competitive labor market mean employers are more likely to sponsor Green Cards when they cannot source qualified candidates locally, particularly for specialized culinary or senior management roles. The PERM labor certification process requires employers to demonstrate this recruitment effort regardless of state. Connecticut has no state-level immigration sponsorship program, so all Green Card filings follow standard federal USCIS and Department of Labor processes.
What is the prevailing wage for Green Card hospitality jobs in Connecticut?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.