Principal Program Manager, Global Mobility & Immigration

Amplitude; San Francisco (CA); On-site; USD 180,000 - 260,000; Full time

Job summary

Amplitude is seeking a senior-level leader to own and scale its global immigration, mobility, and compliance programs. You will manage end-to-end immigration caseload with our vendor Envoy, design relocation policies, and own the compliance calendar across multiple jurisdictions.

This role requires global experience (AMER, APAC, EMEA) and a track record building programs from scratch. You will partner with Recruiting and People Operations to create a seamless global candidate experience and

Qualifications

• Senior or principal-level experience running an immigration and global mobility programs.
• Global experience across AMER, APAC, and EMEA.
• Experience with an immigration services vendor or platform of record.
• Ability to build programs from a blank page.
• Strong partnership with Recruiting and People Operations.

Responsibilities

• Manage end-to-end immigration caseload in partnership with Envoy, translating legal guidance into business decisions.
• Design and stand up relocation program: vendor selection, policy design, and package tiers.
• Own immigration compliance tasks: I-9 reverification, LCA postings, PERM steps, and audit readiness.
• Build and maintain program health reporting and dashboards for leadership.
• Serve as internal expert and escalation point for immigration questions from hiring managers and recruiters.

Skills

Senior/Principal-level experience

Global experience

Cross-regional experience

Vendor management

Immigration knowledge

Policy development

Tools

Envoy platform

Job description

Amplitude is the leading AI analytics platform, helping over 5,200 customers—including Atlassian, Burger King, NBCUniversal, and Square—build better products and digital experiences. With powerful AI Agents embedded across our platform, teams can analyze, test, and optimize user experiences faster than ever. Ranked #1 across multiple categories in G2’s Winter 2026 Report, Amplitude is the best-in-class solution for product, data, and marketing teams. Learn more at amplitude.com.

As an organization, we deliver for our customers by living our values. We operate from a place of humility, take ownership of problems and successes, approach challenges with a growth mindset, and put our customers at the center of everything we do.

About This Role

Our immigration case load has doubled in under a year, and it hasn't plateaued. Our relocation program and policy needs to be built, from developing guidelines to vendor selection and execution. Spending on immigration services has grown alongside it, and the mix of visa types and countries of citizenship keeps getting more complex — more moving parts per case, not fewer. At the same time, U.S. and international immigration law keeps shifting, and it's time for a central owner. We are doing more mobility moves around the world than ever before.

We engaged Envoy as our immigration services vendor and platform of record, and they're a good partner: they give us sound legal advice. This role will provide the business context to act on that advice — when to push for premium processing, how to sequence a case against a start date, what a policy exception costs us elsewhere. That translation work, plus the budget ownership, approvals, and policy‑building this scale now demands, needs a single accountable owner inside Amplitude.

The Three Pillars, And How They Fit Together

This isn't three separate jobs bundled into one, and it isn't a U.S.-only mandate. Immigration, compliance, and mobility/relocation are the same work seen from three angles, across every country we hire and sponsor in, and they break down exactly where they're handed off between people.

Immigration

Case management and vendor coordination with Envoy across every open petition, renewal, and green card process — translating their legal guidance into business decisions for hiring managers and recruiters.

Compliance

Every immigration case creates a compliance obligation — I-9s, LCA postings, PERM recruitment, recordkeeping. Owning the HR compliance calendar and reporting, including broader People Operations reporting like new hire training completion, is how those obligations actually get met on time.

Mobility & relocation

A visa approval or an international hire often means a move. Building the relocation program — vendor, packages, policy — closes the loop so an immigration win doesn't stall at logistics.

A visa case, a compliance filing, and a relocation are rarely three separate events for one employee — they're one event with three requirements. Splitting ownership across three people (or across recruiting, vendor, and no one) is exactly where things fall through today. One person who sees all three end to end can sequence them correctly and catch what a vendor relationship alone can't.

What You’ll Own

Immigration & vendor management

• Manage Amplitude's end-to-end immigration caseload in partnership with Envoy, our vendor and platform of record — translating their legal advice into business recommendations for hiring managers, recruiters, and employees.
• Advise on immigration budget: forecasting costs, approvals, invoice review, and cost tracking across the vendor relationship.
• Track changes to immigration law and policy, and assess what each change means for our active cases and hiring plans.
• Own and continue building Amplitude's immigration policy, currently in development, as the company's reference for how we handle sponsorship, timelines, and exceptions.
• Act as the internal expert and escalation point for immigration questions from hiring managers, recruiters, and employees.

Mobility & relocation

• Design and stand up Amplitude's relocation program from scratch: vendor selection and RFP, policy design, and package tiers by move type and level.
• Own the relocation vendor relationship once the program is live.
• Advise recruiters and business unit stakeholders on relocation costs to inform offer and hiring decisions.
• Partner with Recruiting to flag visa and relocation needs at the offer stage, before they become time-to-start risks.
• Partner with People Operations to execute moves, onboarding, and benefits coordination for relocating and sponsored employees.

Compliance

• Manage core HR compliance: I-9 reverification, LCA postings, PERM recruitment steps, and other statutory deadlines tied to immigration cases.
• Build and maintain compliance reporting that gives People and Legal leadership a clear, current view of obligations and status.
• Manage broader People Operations compliance reporting, including new hire training completion, to keep the company audit-ready beyond immigration-specific obligations.
• Keep record keeping audit-ready where needed and directed.

Program health

• Build the reporting that tracks case volume, spend, and program health over time, and bring it to leadership as a recurring view rather than a one-off task.

What You’ll Need

• Senior or principal‑level experience (P4/P5 equivalent) running an immigration and global mobility programs, with a track record of owning it end to end rather than administering pieces of it.
• Global experience: you've managed cases and compliance obligations across multiple countries, not just U.S. sponsorship, and you understand how immigration, tax, and employment rules interact across borders.
• Hands‑on experience across AMER, APAC, and EMEA, with a working understanding of how immigration and mobility requirements differ by region.
• Direct partnership with an immigration services vendor or platform of record (Envoy, Fragomen, BAL, or similar) — you know what good vendor management looks like from the client side, at scale.
• Working knowledge of U.S. employment‑based visa categories (H‑1B, L‑1, TN, O‑1, PERM/green card sponsorship) and the judgment to translate vendor legal guidance into a business recommendation.
• Direct experience building or maintaining relocation services: packages, costs, vendor management and consulting and advising recruiters and managers to create the best possible experience for employees and new hires in need of relocation assistance.
• A track record of building programs from a blank page: this role is inheriting an in‑progress immigration policy and standing up a relocation program that doesn't exist yet. If you haven't built one, but know what good looks like, that's ok