移民项目经理

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

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

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

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

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

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 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)

Meta builds technologies that help people connect, find communities, and grow businesses.

When Facebook launched in 2004, it changed the way people connect.

Apps like Messenger, Instagram and WhatsApp further empowered billions around the world.

Now, Meta is moving beyond 2D screens toward immersive experiences like augmented and virtual reality to help build the next evolution in social technology.

People who choose to build their careers by building with us at Meta help shape a future that will take us beyond what digital connection makes possible today—beyond the constraints of screens, the limits of distance, and even the rules of physics.

For those who live in or expect to work from California if hired for this position, please click here for additional information.

Individual compensation is determined by skills, qualifications, experience, and location.

Compensation details listed in this posting reflect the base hourly rate, monthly rate, or annual salary only, and do not include bonus, equity or sales incentives, if applicable.

In addition to base compensation, Meta offers benefits.

Learn more about benefits at Meta.

Meta is proud to be an Equal Employment Opportunity employer.

We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics.

You may view our Equal Employment Opportunity notice here.

Meta is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures.

If you need assistance or an accommodation due to a disability, fill out the Accommodations request form.

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We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics.

You may view our Equal Employment Opportunity notice here.

Meta is committed to providing reasonable support (called accommodations) in our recruiting processes for candidates with disabilities, long term conditions, mental health conditions or sincerely held religious beliefs, or who are neurodivergent or require pregnancy-related support.

If you need assistance or an accommodation due to a disability, fill out the Accommodations request form Notice regarding automated employment decision tools in New York City Learn more about this here.

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