Immigration Program Manager (Operations)

Meta•Seattle, WA

5d•$153,000 - $209,000

About The Position

Meta is seeking an operations manager within its immigration program to lead the operating model for complex Talent Acquisition (TA) programs and the processes recruiting teams use. The role determines where the function should invest its process and program effort, sets operating standards, and makes decisions involving compliance risk, standardization, and sequencing. The manager works from hiring priorities rather than fully defined project briefs and is accountable for outcomes across stakeholders they do not directly manage. The position also owns Meta’s PERM recruitment process, a specialized, compliance-critical function. The manager serves as the internal authority on its process and operations, with support available from the Immigration team and outside counsel to develop deep PERM expertise. Responsibilities span portfolio strategy, PERM case and process ownership, recruiting process architecture, operational excellence, and stakeholder leadership. The listed salary range is $153,000 to $209,000 per year, plus bonus, equity, and benefits.

Requirements

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 amid ambiguity by defining problems, building investment cases, and sequencing work against competing priorities.
Experience designing operational processes adopted beyond the team that built them, with measurable improvement.
Change management experience at a scale where adoption, rather than delivery, was the primary challenge.
Experience advising and influencing senior leaders, including redirecting a stated request.
Experience owning requirements and standards for recruiting technology and ATS workflows, and using operational data to drive decisions.
Experience owning compliance posture in a regulated or audit-exposed environment, including exercising judgment about acceptable risk.
Ability to make complex requirements understandable to non-experts and senior decision makers.

Nice To Haves

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 practices at scale across recruiting or HR audiences.
Experience defining program reporting and metrics, including volume, cycle time, adoption, and compliance risk.
Ongoing AI skill development, such as prompt/context engineering or agent orchestration, and staying current with emerging AI technologies.
Ability to integrate AI tools to optimize or redesign workflows and drive measurable impact, such as efficiency gains or quality improvements.
Experience adhering to and implementing responsible, ethical AI practices, including risk assessment, bias mitigation, and quality and accuracy reviews.

Responsibilities

Define, plan, and execute complex TA programs and cross-functional initiatives; identify and prioritize problems and make the case for investment against hiring priorities and capacity.
Set and enforce the operating model for scoping, governing, launching, and transitioning TA programs to steady state.
Own the relationship with outside counsel on PERM matters, set program-level strategy, and take positions on individual case strategy.
Define roles, responsibilities, and controls for PERM recruitment and build processes that sustain adherence across TA, Hiring Managers, and TA Operations.
Set the direction, scope, risk appetite, and standards for the PERM Recruitment Enhancement initiative.
Serve as function manager for Meta’s Talent Center PERM recruitment process, owning process health, compliance posture, and outcomes.
Initiate permanent residence cases with outside counsel and manage case progression against filing timelines.
Own PERM filing documentation standards and ensure the process is designed to remain audit-ready.
Act as the internal authority and escalation point for the Immigration team, foreign national employees, and HR partners on PERM questions.
Translate competing or ambiguous hiring priorities into a multi-quarter roadmap and make trade-off decisions.
Own portfolio success measures, including success criteria and performance benchmarks.
Build mechanisms for programs to operate independently through clear ownership, documentation, performance measures, and review cadence.
Own end-to-end design of priority TA processes, including workforce demand intake, requisition launch, sourcing, screening, interviewing, selection, offer management, preboarding, and recruiting operations.
Determine where process standardization will improve speed, quality, consistency, and compliance, and defend those decisions to stakeholders.
Diagnose root causes of systemic process failures and distinguish worthwhile problems to solve from noise.
Set decision rights, handoffs, service expectations, escalation paths, and operating mechanisms across recruiting teams and their boundaries with Finance, Legal, and IT.
Establish playbooks, SOPs, and governance practices as reference standards for recruiting execution.
Define requirements for recruiting technology and ATS workflows and hold systems partners accountable to them.
Build data and feedback mechanisms that make continuous improvement part of the function.
Advise TA and business leaders on process and program strategy, including redirecting requests when appropriate.
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.
Mentor and develop other program and operations practitioners through review and reusable standards.