Principal Program Manager, Global Mobility & Immigration at Amplitude · LumiJobs

Responsibilities

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 today no one internally owns tracking what changes mean for our people. 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.
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.
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.
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.
Be the single accountable owner for the immigration budget: approvals, invoice review, and cost tracking across the vendor relationship.

Qualification

Global experienceHands-on experience across AMERWorking knowledge of UClear

Required

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 and 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.
Experience owning HR compliance calendars and reporting, or close equivalent compliance operations experience, ideally across more than one country's requirements.
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.
Strong cross-functional partnership skills — this role succeeds through Recruiting and People Operations, not around them.
Sound judgment and discretion handling sensitive personal and immigration-status data.
Clear, plain-language communication: you'll regularly explain immigration and compliance topics to hiring managers and executives who don't have the background you do.
This is a senior individual contributor role. You'll build the program's foundation solo, with the scope and seniority to set direction and represent it to leadership, and room to argue for support once the scale of the work is proven out.

Principal Program Manager, Global Mobility & Immigration

Responsibilities

Qualification

Required

Benefits

Company

Amplitude

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