Immigration Program Manager (Operations)

Meta; San Francisco (CA); Sur place; USD 180 000 - 240 000; Plein temps

Résumé du poste

Meta is seeking an experienced Immigration Program Manager (Operations) to lead the operating model for complex Talent Acquisition programs and PERM recruitment processes. You will set standards, dictate compliance and sequencing, and own decision rights across multiple stakeholders, including outside counsel.

This role focuses on aligning hiring priorities with multi-quarter roadmaps and delivering measurable portfolio outcomes.

Responsabilités

• Portfolio and Operating Model Ownership
• Define, plan and execute complex TA programs and cross-functional initiatives
• Set the operating model for TA programs, govern, launch, and transition to steady state
• Own the relationship with outside counsel on PERM matters, setting program-level strategy
• Define roles, responsibilities, and controls within the PERM recruitment process
• Set the direction for the PERM Recruitment Enhancement initiative
• Serve as function manager for Meta's Talent Center PERM recruitment process
• Initiate permanent residence cases with outside counsel and manage case progression against filing timelines
• Own the documentation standard for PERM filings and ensure audit-ready processes
• Act as internal authority and escalation point for Immigration team, foreign national employees, and HR partners on PERM questions
• Translate hiring priorities into a multi-quarter roadmap and make trade-off calls
• Own the measures of success for the portfolio with defined success criteria and benchmarks
• Build mechanisms for programs to run with clear ownership and governance
• Process Architecture and Operational Excellence: design end-to-end TA processes
• Decide where processes should be standardized to improve speed, quality, consistency and compliance
• Diagnose root causes of systemic process failure and distinguish problems worth fixing
• Set decision rights, handoffs, service expectations, escalation paths across recruiting teams
• Establish playbooks, SOPs, and governance for recruiting execution
• Define requirements that recruiting technology and ATS workflows must meet
• Build data and feedback mechanisms for continuous improvement
• Influence and Stakeholder Leadership: advise TA and business leaders on process and program strategy
• Drive accountability across recruiters, coordinators, sourcers, hiring managers, interviewers, systems teams, Finance, Legal, IT

Description du poste

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