Immigration Program Manager (Operations)

Meta; Menlo Park (CA); Presencial; USD 153.000 - 209.000; Jornada completa

Ventajas ofrecidas por este puesto de trabajo

Bonus eligibility

Equity compensation

Benefits

Descripción de la vacante

Meta seeks an Immigration Program Manager (Operations) to own the end-to-end operating model for complex Talent Acquisition programs, including the PERM recruitment process. This leader will set standards, govern cross-functional initiatives, and partner with outside counsel to manage compliance risk, while directing prioritization against hiring needs.

Responsibilities include defining the operating model, driving cross-functional programs, and overseeing documentation, governance, and metrics.

Formación

• 12+ years of experience in recruiting operations, TA program management, HR operations, or a comparable program and process ownership role.
• Owns a program or process domain end to end as the accountable individual.
• Experience setting direction in ambiguity: define the problem, build the case for investment, and sequence work against priorities.
• Experience designing operational processes adopted beyond the team that built them, with measurable improvement.
• Change management experience at scale where adoption was the hard part.
• Experience advising and influencing senior leaders, including redirecting a stated ask.
• Experience owning recruiting technology and ATS workflows requirements, using data to drive decisions.
• Experience owning a compliance posture in regulated or audit-exposed environments.
• Ability to make complex requirements legible to non-expert audiences and to senior decision makers.

Responsabilidades

• Portfolio and operating model ownership for TA programs.
• Define, plan and execute complex TA programs and cross-functional initiatives.
• Set the operating model for TA programs from scoping to steady state.
• Own the relationship with outside counsel on PERM matters and strategy.
• Define roles, responsibilities, and controls within the PERM recruitment process.
• Lead the PERM Recruitment Enhancement initiative scope and governance.
• Serve as function manager for Meta's Talent Center PERM recruitment process.
• Initiate permanent residence cases with outside counsel and manage filing timelines.
• Define documentation standards for PERM filings and ensure audit readiness by design.
• Act as internal escalation point for Immigration, employees, and HR on PERM questions.
• Translate hiring priorities into multi-quarter roadmaps and make trade-off calls.
• Define success metrics and performance benchmarks for the portfolio.
• Create playbooks, SOPs, and governance standards for recruiting execution.
• Define ATS/tech requirements and hold partners to them.
• Build data/feedback loops for continuous improvement across TA.

Conocimientos

Recruiting operations

TA program management

HR operations

Process ownership

Change management

Stakeholder influence

Compliance posture

Descripción del empleo

SummaryMeta is seeking an operations manager within its immigration program to lead the operating model for complex Talent Acquisition programs and the processes recruiting runs on. This person decides where the function should invest its process and program effort, sets the standards that recruiting teams work to, and carries the judgment calls on compliance risk, standardization, and sequencing. They will work from hiring priorities rather than defined project briefs, and they are accountable for outcomes across a stakeholder set they do not manage.The role also carries functional ownership of Meta's PERM recruitment process: a specialized, compliance-critical domain where this person is the company's internal authority on process and operations. We are looking for an experienced TA program and process owner who can hold that compliance line. Deep PERM expertise is valuable but can be built with support from the Immigration team and outside counsel.

Immigration Program Manager (Operations) Responsibilities:

• Portfolio and Operating Model Ownership
• Define, plan and execute complex TA programs and cross-functional initiatives. Identify which problems are worth solving, make the case for them, and sequence them against hiring priorities and capacity
• Set the operating model for how TA programs are scoped, governed, launched, and transitioned to steady state, and hold teams to it
• Own the relationship with outside counsel on PERM matters, setting the agenda on program-level strategy and taking a position on individual case strategy rather than relaying it
• Define the roles, responsibilities, and controls within the PERM recruitment process, then build the processes that drive sustained adherence across TA, Hiring Managers, and TA Operations
• Set the direction for the PERM Recruitment Enhancement initiative, including scope, risk appetite, and the standard the redesigned process must meet
• Serve as function manager for Meta's Talent Center PERM recruitment process, owning process health, compliance posture, and outcomes
• PERM Recruitment Program Ownership
• Initiate permanent residence cases with outside counsel and manage case progression against filing timelines
• Own the documentation standard for PERM (immigrant visa) filings, and ensure the process remains audit-ready by design rather than by remediation
• Act as the internal authority and escalation point for the Immigration team, foreign national employees, and HR partners on PERM questions
• Translate ambiguous or competing hiring priorities into a multi-quarter roadmap, and make the trade-off calls when priorities conflict
• Own the measures of success for the portfolio, including clearly defined success criteria and performance benchmarks
• Build mechanisms that let programs run without you: clear ownership, documentation, performance measures, and review cadence
• Process Architecture and Operational Excellence
• Own the end-to-end design of priority TA processes: workforce demand intake, requisition launch, sourcing, screening, interviewing, selection, offer management, preboarding, and recruiting operations
• Decide where processes should be standardized in ways that improve speed, quality, consistency and compliance and be able to defend those decisions to stakeholders
• Diagnose root causes behind systemic process failure rather than individual bottlenecks, and distinguish problems worth fixing from noise
• Set decision rights, handoffs, service expectations, escalation paths, and operating mechanisms across recruiting teams, including where those boundaries sit with Finance, Legal, and IT
• Establish the playbooks, SOPs, and governance practices that become the reference standard for recruiting execution
• Define the requirements that recruiting technology and ATS workflows must meet, and hold systems partners to them
• Build the data and feedback mechanisms that make continuous improvement a property of the function rather than a project activity
• Influence and Stakeholder Leadership
• Advise TA and business leaders on process and program strategy, including when their stated ask is not the right one
• Drive accountability across recruiters, coordinators, sourcers, hiring managers, interviewers, systems teams, Finance, Legal, and IT without direct authority
• Resolve contested design decisions across concurrent workstreams, and escalate with a recommendation rather than a question
• Raise the capability of other program and operations practitioners through mentoring, review, and reusable standards

Minimum Qualifications:

• 12+ years of experience in recruiting operations, TA program management, HR operations, or a comparable program and process ownership role
• Track record of owning a program or process domain end to end as the accountable individual
• Experience setting direction in ambiguity: defining the problem, building the case for investment, and sequencing work against competing priorities
• Experience designing operational processes that were adopted beyond the team that built them, with measurable improvement
• Change management experience at a scale where adoption, not delivery, was the hard part
• Experience advising and influencing senior leaders, including redirecting a stated ask
• Experience owning the requirements and standards that recruiting technology and ATS workflows are held to, and using operational data to drive decisions
• Experience owning a compliance posture in a regulated or audit-exposed environment, including the judgment on where risk is acceptable
• Ability to make complex requirements legible to non-expert audiences and to senior decision makers

Preferred Qualifications:

• Working knowledge of how PERM recruitment obligations interact with non-discrimination and IER requirements
• Direct PERM labor certification experience, including recruitment requirements, prevailing wage determinations, audit response, and documentation standards
• Experience with PERM or immigration compliance at a large, high-volume employer
• Experience managing outside counsel or major external vendors
• Experience leading recruiting technology or ATS implementations
• Experience designing training and enablement that changed practice at scale across recruiting or HR audiences
• Experience defining program reporting and metrics, including volume, cycle time, adoption, and compliance risk
• Demonstrated ongoing AI skill development (e.g., prompt/context engineering, agent orchestration) and staying current with emerging AI technologies
• Demonstrated ability to integrate AI tools to optimize/redesign workflows and drive measurable impact (e.g., efficiency gains, quality improvements)
• Experience adhering to and implementing responsible, ethical AI practices (e.g., risk assessment, bias mitigation, quality and accuracy reviews)

About Meta:

Meta builds technologies that help people connect, find communities, and grow businesses. When Facebook launched in 2004, it changed the way people connect. Apps like Messenger, Instagram and WhatsApp further empowered billions around the world. Now, Meta is moving beyond 2D screens toward immersive experiences like augmented and virtual reality to help build the next evolution in social technology. People who choose to build their careers by building with us at Meta help shape a future that will take us beyond what digital connection makes possible today—beyond the constraints of screens, the limits of distance, and even the rules of physics.

Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment.

Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at [e-mail].

$153,000/year to $209,000/year + bonus + equity + benefits

Individual compensation is determined by skills, qualifications, experience, and location. Compensation details listed in this posting reflect the base hourly rate, monthly rate, or annual salary only, and do not include bonus, equity or sales incentives, if applicable. In addition to base compensation, Meta offers benefits. Learn more about benefits at Meta.