Immigration Program Manager (Operations)

Description

Summary Meta 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.

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

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 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)

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