Immigration Program Manager (Operations)

Meta; Seattle (WA); On-site; USD 153,000 - 209,000; Full time

Job summary

Meta is seeking an operations leader for its immigration program to design and own the TA operating model, standards, and compliant processes across PERM recruitment. You will own the program roadmap, influence priorities, and align with outside counsel on strategy, driving optimization of complex Talent Acquisition initiatives.

You will champion process architecture, governance, and data-enabled improvements, partnering with Immigration, HR, and Legal to ensure audit-ready, scalable operations.

Qualifications

• Own a program or process domain end-to-end and be the accountable individual.
• Ability to set direction in ambiguity and sequence investment against priorities.
• Design operational processes adopted beyond the initial team with measurable gains.
• Change management experience at scale with adoption as the hard part.
• Advise senior leaders and redirect asks when needed.
• Own requirements and standards for recruiting tech and ATS workflows.
• Maintain compliance posture in regulated environments with clear risk judgments.
• Translate complex needs into legible language for executives.

Responsibilities

• Define and execute complex TA programs and cross-functional initiatives.
• Set operating model for TA programs including scoping, governance and transitions.
• Own PERM recruitment processes and engage outside counsel on strategy.
• Define roles, controls, and adherence within PERM recruitment across TA, Hiring Managers, and TA Ops.
• Lead PERM Recruitment Enhancement scope, risk appetite, and standards.
• Own end-to-end design of priority TA processes from demand intake to recruiting operations.
• Set decision rights, handoffs, service expectations, escalation paths across teams including Finance, Legal, and IT.
• Establish playbooks, SOPs, and governance as reference standards for recruiting execution.
• Define ATS workflow requirements and ensure systems partners meet them.
• Build data and feedback mechanisms for continuous improvement.

Skills

Portfolio ownership

Operating model ownership

TA program management

Cross-functional leadership

PERM recruitment

Outside counsel liaison

Process governance

Program strategy

Compliance posture

Roadmapping

SOPs and governance

Metrics & performance

Data-driven improvement

AI/tools integration

Job description

Summary

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.

Required Skills

1. Portfolio and Operating Model Ownership

2. 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

3. Set the operating model for how TA programs are scoped, governed, launched, and transitioned to steady state, and hold teams to it

4. 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

5. 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

6. Set the direction for the PERM Recruitment Enhancement initiative, including scope, risk appetite, and the standard the redesigned process must meet

7. Serve as function manager for Meta's Talent Center PERM recruitment process, owning process health, compliance posture, and outcomes

8. PERM Recruitment Program Ownership

9. Initiate permanent residence cases with outside counsel and manage case progression against filing timelines

10. Own the documentation standard for PERM (immigrant visa) filings, and ensure the process remains audit-ready by design rather than by remediation

11. Act as the internal authority and escalation point for the Immigration team, foreign national employees, and HR partners on PERM questions

12. Translate ambiguous or competing hiring priorities into a multi-quarter roadmap, and make the trade‑off calls when priorities conflict

13. Own the measures of success for the portfolio, including clearly defined success criteria and performance benchmarks

14. Build mechanisms that let programs run without you: clear ownership, documentation, performance measures, and review cadence

15. Process Architecture and Operational Excellence

16. 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

17. Decide where processes should be standardized in ways that improve speed, quality, consistency and compliance and be able to defend those decisions to stakeholders

18. Diagnose root causes behind systemic process failure rather than individual bottlenecks, and distinguish problems worth fixing from noise

19. Set decision rights, handoffs, service expectations, escalation paths, and operating mechanisms across recruiting teams, including where those boundaries sit with Finance, Legal, and IT

20. Establish the playbooks, SOPs, and governance practices that become the reference standard for recruiting execution

21. Define the requirements that recruiting technology and ATS workflows must meet, and hold systems partners to them

22. Build the data and feedback mechanisms that make continuous improvement a property of the function rather than a project activity

23. Influence and Stakeholder Leadership

24. Advise TA and business leaders on process and program strategy, including when their stated ask is not the right one

25. Drive accountability across recruiters, coordinators, sourcers, hiring managers, interviewers, systems teams, Finance, Legal, and IT without direct authority

26. Resolve contested design decisions across concurrent workstreams, and escalate with a recommendation rather than a question

27. Raise the capability of other program and operations practitioners through mentoring, review, and reusable standards

Minimum Qualifications

1. Track record of owning a program or process domain end to end as the accountable individual

2. Experience setting direction in ambiguity: defining the problem, building the case for investment, and sequencing work against competing priorities

3. Experience designing operational processes that were adopted beyond the team that built them, with measurable improvement

4. Change management experience at a scale where adoption, not delivery, was the hard part

5. Experience advising and influencing senior leaders, including redirecting a stated ask

6. Experience owning the requirements and standards that recruiting technology and ATS workflows are held to, and using operational data to drive decisions

7. Experience owning a compliance posture in a regulated or audit-exposed environment, including the judgment on where risk is acceptable

8. Ability to make complex requirements legible to non-expert audiences and to senior decision makers

Preferred Qualifications

1. Working knowledge of how PERM recruitment obligations interact with non-discrimination and IER requirements

2. Direct PERM labor certification experience, including recruitment requirements, prevailing wage determinations, audit response, and documentation standards

3. Experience with PERM or immigration compliance at a large, high-volume employer

4. Experience managing outside counsel or major external vendors

5. Experience leading recruiting technology or ATS implementations

6. Experience designing training and enablement that changed practice at scale across recruiting or HR audiences

7. Experience defining program reporting and metrics, including volume, cycle time, adoption, and compliance risk

8. Demonstrated ongoing AI skill development (e.g., prompt/context engineering, agent orchestration) and staying current with emerging AI technologies

9. Demonstrated ability to integrate AI tools to optimize/redesign workflows and drive measurable impact (e.g., efficiency gains, quality improvements)

10. Experience adhering to and implementing responsible, ethical AI practices (e.g., risk assessment, bias mitigation, quality and accuracy reviews)

Public Compensation

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

Industry

Internet

Equal Opportunity

Meta is proud to be an Equal Employment Opportunity and Affiantive 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].