Principal Program Manager, Global Mobility & Immigration

About This Role

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.

Immigration

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.

Compliance

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.

What you'll own

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.

• Track changes to U.S. immigration law and policy, and assess what each change means for our active cases and hiring plans.

• Own and continue building Amplitude's immigration policy, currently in development, as the company's reference for how we handle sponsorship, timelines, and exceptions.

• Act as the internal expert and escalation point for immigration questions from hiring managers, recruiters, and employees.

Mobility & relocation

• Design and stand up Amplitude's relocation program from scratch: vendor selection and RFP, policy design, and package tiers by move type and level.

• Own the relocation vendor relationship once the program is live.

• Advise recruiters and business unit stakeholders on relocation costs to inform offer and hiring decisions.

• Partner with Recruiting to flag visa and relocation needs at the offer stage, before they become time-to-start risks.

• Partner with People Operations to execute moves, onboarding, and benefits coordination for relocating and sponsored employees.

Compliance

• Own the HR compliance calendar: I-9 reverification, LCA postings, PERM recruitment steps, and other statutory deadlines tied to immigration cases.

• Build and maintain compliance reporting that gives People and Legal leadership a clear, current view of obligations and status.

• Manage broader People Operations compliance reporting, including new hire training completion, to keep the company audit-ready beyond immigration-specific obligations.

• Keep record keeping audit-ready where needed and directed.

Program health

• Build the reporting that tracks case volume, spend, and program health over time, and bring it to leadership as a recurring view rather than a one-off task.

What you'll need

• 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.