Entry Level Corporate Immigration Counsel Jobs (NOW HIRING)

CORPAY is currently looking to hire an Immigration Employee Experience Partner within our Human Resource division. This position falls under our Corporate Overhead line of business and is located in Atlanta, GA. In this role, you will manage Corpay's North American employment-based immigration program and provides end-to-end case coordination for employees, candidates, leaders, Talent Acquisition, and external immigration counsel. The role is responsible for immigration case management, work authorization and expiration-date monitoring, program compliance, data integrity, reporting, policy administration, and a consistent employee experience. This is a dedicated immigration role with no general HR operations or employee relations responsibilities. You will report directly to VP, HR Employee Experience and regularly collaborate with teams and departments.

As an Immigration Employee Experience Partner, you will be expected to work in an office environment. CORPAY will set you up for success by providing:

• Assigned workspace in the office.

The responsibilities of the role will include:

• Serve as the primary internal point of contact for U.S. and Canadian employment-based immigration matters, coordinating cases with employees, candidates, leaders, Talent Acquisition, and external immigration counsel.
• Manage the full case lifecycle for new sponsorships, extensions, amendments, transfers, work permits, permanent residence matters, and dependent-related processes supported by the company.
• Collect and review required business and employee documentation for completeness, coordinate signatures and postings, and drive timely submission of case materials.
• Maintain clear case plans, next steps, owners, and deadlines; proactively elevate delays, missing information, or risks that may affect work authorization or start dates.
• Monitor immigration status, work authorization, visa, passport, and petition expiration dates and initiate action sufficiently in advance of required deadlines.
• Partner with counsel to assess the immigration impact of promotions, job-duty changes, salary changes, reorganizations, entity changes, worksite changes, remote work, travel, and relocations before implementation.
• Coordinate immigration-related information required for Form I-9 reverification and provide documentation and verified work authorization dates to the Employee Experience team.
• Support immigration audits, public access file requirements, government notices, Requests for Evidence, site visits, and other compliance reviews in partnership with counsel.
• Provide employees and leaders with timely, accurate, and practical updates regarding process steps, responsibilities, anticipated timelines, and business dependencies without providing legal advice.
• Set clear expectations regarding start dates, travel, work authorization, sponsorship eligibility, and actions required from the employee or business.
• Handle sensitive personal and immigration information with discretion and maintain communications through approved systems and the centralized immigration inbox.
• Manage day‑to‑day partnership with external immigration counsel and technology vendors, including case initiation, service delivery, escalations, invoicing, and issue resolution.
• Monitor vendor responsiveness, case progress, and service levels; identify recurring issues and recommend process improvements.
• Review legal‑fee and government‑fee estimates for completeness, track approved spend, and support invoice reconciliation and budget reporting.
• Administer Corpay immigration policies, sponsorship approval requirements, exception processes, and required leadership approvals consistently.
• Maintain dashboards and reports covering active cases, upcoming expirations, case status, costs, risks, cycle time, and required business decisions.
• Identify trends and emerging risks and provide concise updates and recommendations to HR leadership and relevant business stakeholders.
• Develop and maintain standard operating procedures, templates, checklists, employee communications, and training materials for immigration processes.
• Maintain complete, accurate, and audit‑ready immigration records in the immigration platform, HRIS, and approved document repositories.
• Reconcile immigration data across systems and promptly correct discrepancies involving legal entity, work location, job information, status, or expiration dates.
• Follow data privacy, record‑retention, and access‑control requirements for confidential immigration and personal information.
• Support immigration program projects, process improvements, vendor transitions, policy updates, and other immigration‑related priorities as assigned.
• Remain current on relevant immigration developments and coordinate with counsel to evaluate potential impact to Corpay employees and business operations.

• Bachelor's degree in Human Resources, Business, Legal Studies, or a related field, or equivalent relevant experience.
• At least 3 years of experience managing U.S. employment‑based immigration cases in partnership with external counsel or an immigration services provider.
• PHR, SHRM‑CP, immigration paralegal certificate, or comparable professional credential.
• Experience supporting Canadian work authorization and permanent residence matters.
• Working knowledge of common U.S. employment‑based immigration categories and processes, including H‑1B, L‑1, TN, E‑3, O‑1, PERM, I‑140, adjustment of status, and consular processing.
• Demonstrated ability to manage a high‑volume caseload, competing deadlines, and time‑sensitive work authorization issues with strong attention to detail.
• Strong written and verbal communication skills, including the ability to explain complex processes clearly and communicate risk appropriately.
• Sound judgment, discretion, and experience handling confidential personal and immigration information.
• Strong project management, data reconciliation, reporting, and issue‑escalation skills.
• Ability to work independently while building effective relationships with employees, leaders, Talent Acquisition, HR partners, vendors, and counsel.
• Advanced proficiency with Microsoft Excel, PowerPoint, Word, and case‑management or HR information systems.
• Experience with Envoy Global or a comparable immigration case‑management platform.
• Experience supporting a multinational, multi‑entity, or geographically dispersed workforce.
• Experience with immigration program audits, vendor management, budget tracking, and policy administration.
• Experience coordinating immigration considerations for mergers, acquisitions, reorganizations, or entity changes.
• Medical, Dental & Vision benefits available the 1 st month after hire
• Automatic enrollment into our 401k plan (subject to eligibility requirements)
• Virtual fitness classes offered company-wide
• Robust PTO offerings including major holidays, vacation, sick, personal, & volunteer time
• Employee discounts with major providers (i.e. wireless, gym, car rental, etc.)
• Philanthropic support with both local and national organizations
• Fun culture with company‑wide contests and prizes

Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments.

At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.

As part of our hiring process, offers of employment may be subject to the successful completion of pre‑employment screening conducted by an authorized third‑party provider, in accordance with applicable laws and Corpay policies. Screening requirements may include employment references, identity verification, criminal record checks, financial or sanctions screening, and other background checks relevant to the role and permitted by local law.

Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.

Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.

Use of Artificial Intelligence in Hiring

Corpay may use artificial intelligence (AI) and other technology‑enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.

Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job‑related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.