Foreign National Talent: What HR Professionals Need to Know About the Green Card Process

Webinar Recap from Dominion Payroll

At Dominion Payroll, we understand that attracting and retaining top talent is one of the biggest challenges HR professionals face today, especially in a global workforce. That’s why we recently hosted a webinar on one of the most important tools in your talent retention toolkit: the employment-based green card process.

Our session, Retaining Foreign National Talent: A Green Card Guide for HR Professionals, featured Colleen F. Molner, Partner at Garfinkel Immigration Law Firm and a North Carolina Board Certified Immigration Law Specialist. Colleen shared her deep expertise on sponsorship pathways, key legal requirements, and best practices for building long-term stability and compliance into your hiring strategy.

Green Cards 101

Colleen opened the session by demystifying common terminology. “Green card” and “immigrant visa” are terms that can be used interchangeably; they both grant lawful permanent residence in the U.S. She also explained the difference between immigrant visas (permanent) and non-immigrant visas (temporary, like H-1B or L-1).

A key consideration for HR teams is that dependent family members (legally married spouses and unmarried children under 21) can be included in the sponsorship process.

The Path to Permanent Residency

While there are multiple ways to obtain a green card (family-based sponsorship, humanitarian programs, investment, the diversity lottery) our focus was on employment-based sponsorship.

Why should employers sponsor green cards?

• It shows a long-term commitment to valued employees

• It helps attract and retain top talent in industries where competition is fierce

• Green card holders don’t need to worry about visa renewals or restrictions

• A thoughtful sponsorship policy improves your employer brand and workforce stability

Key Government Agencies

Navigating the green card process requires working with several government agencies, including:

• U.S. Department of Labor (DOL): For prevailing wage and labor certification

• U.S. Citizenship and Immigration Services (USCIS): For petition approvals and green card processing

• U.S. Department of State: For applicants living outside the U.S. who need consular processing

Understanding how these agencies interact helps HR professionals set realistic timelines and manage expectations.

Employment-Based Categories

We also explored the three main employment-based green card categories:

• EB-1: For multinational managers, researchers, and individuals with extraordinary ability

• EB-2: For roles that require advanced degrees

• EB-3: For professionals with bachelor’s degrees, skilled workers, and even some unskilled positions

It’s important to note that green card categories are driven by the job description, not just the individual’s background. These applications are employer, role, and location-specific, and must meet prevailing wage standards.

Best Practices for HR Teams

Colleen encouraged employers to develop and maintain clear, inclusive green card sponsorship policies.

Some of her top tips included:

• Review and update policies regularly to stay aligned with legal changes

• Plan for future compensation and roles at the time of sponsorship

• Maintain strong internal documentation and communication

• Consider green card sponsorship as a strategic advantage, not just a compliance requirement

🎥 If you’re looking to support your foreign national employees and strengthen your retention strategy, catch the full webinar recording here and take your understanding of the green card process to the next level.