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Immigration Judge Jobs in Kansas (NOW HIRING)

General Motors

Site Security Leader (Fairfax)

Kansas City, KS · On-site

$17.25 - $21.25/hr

Demonstrated ability to work autonomously and utilize sound judgment. * Proficient with Microsoft ... GM does not provide immigration-related sponsorship for this role. Do not apply for this role if ...

General Motors

Site Security Leader (Fairfax)

Kansas City, KS · On-site

$17.25 - $21.25/hr

Demonstrated ability to work autonomously and utilize sound judgment. * Proficient with Microsoft ... GM does not provide immigration-related sponsorship for this role. Do not apply for this role if ...

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Immigration Judge information

What is the difference between Immigration Judge vs Asylum Officer?

AspectImmigration JudgeAsylum Officer
CredentialsLegal degree, bar admission, legal experienceLegal or immigration background, often with legal or social services experience
Work EnvironmentCourts, government offices, hearing roomsField offices, asylum interview locations, government facilities
EmployerDepartment of JusticeDepartment of Homeland Security
Primary ResponsibilitiesAdjudicate removal cases, conduct hearings, interpret immigration lawInterview asylum seekers, determine eligibility for asylum

Immigration Judges and Asylum Officers both work within the immigration system but have different roles. Immigration Judges handle removal proceedings and legal hearings, requiring legal credentials and courtroom experience. Asylum Officers focus on interviewing asylum applicants and assessing eligibility, often with a background in law or social services. Both positions are essential in immigration enforcement but serve distinct functions within the Department of Justice and Homeland Security respectively.

What are some common challenges immigration judges face when managing their caseloads?

Immigration Judges often handle a high volume of complex cases, which can present challenges in terms of time management and maintaining impartiality. They must review extensive documentation, listen to detailed testimonies, and make decisions that adhere strictly to immigration laws and precedents. Additionally, the emotionally charged nature of many cases requires judges to maintain professionalism and empathy while ensuring fairness. Collaboration with court staff, interpreters, and attorneys is frequent, and adaptability is essential to handle evolving policies and backlogs.

What are the key skills and qualifications needed to thrive as an immigration judge?

To thrive as an Immigration Judge, you need a law degree, substantial legal experience (often in immigration law), and a strong understanding of federal regulations and procedures. Familiarity with legal research databases, case management systems, and courtroom technology is essential. Exceptional impartiality, analytical thinking, and strong written and verbal communication skills set top candidates apart. These competencies are vital to ensure fair, accurate, and efficient adjudication of complex immigration cases and uphold the integrity of the judicial process.

What does an immigration judge do?

An immigration judge presides over legal proceedings that involve foreign nationals who wish to enter or stay in the United States. As an immigration judge, you hear cases through the courts, sometimes in remote locations, and make decisions about bond, deportation, exclusion, removal, and rescission. The qualifications for a career as an immigration judge include a law degree, active membership in the bar, a license to practice as a lawyer, and at least seven years of experience as a practicing attorney.

What is an immigration judge?

Immigration Judges are officials who preside over immigration court proceedings in the United States. They make decisions on cases involving individuals who are seeking to remain in or be removed from the country, such as asylum seekers, non-citizens facing deportation, and those seeking other forms of immigration relief. Immigration Judges are part of the Executive Office for Immigration Review (EOIR) within the Department of Justice, and their decisions can have significant impacts on the lives of individuals and families. They conduct hearings, review evidence, and issue rulings in accordance with U.S. immigration laws.
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What job categories do people searching Immigration Judge jobs in Kansas look for? The top searched job categories for Immigration Judge jobs in Kansas are:
What are popular job titles related to Immigration Judge jobs in KS? For Immigration Judge jobs in KS, the most frequently searched job titles are:
Immigration Judge jobs near you
Infographic showing various Immigration Judge job openings in Kansas as of August 2026, with employment types broken down into 94% Full Time, 5% Part Time, and 1% Nights. Highlights an 98% Physical, 1% Hybrid, and 1% Remote job distribution.

Talent Acquisition Specialist - Talent Acquisition - FT - Day

Stormont Vail Health

Topeka, KS • On-site

Full-time

Posted 27 days ago

Stormont Vail Health rating

6.0

Company rating: 6.0 out of 10

Based on 55 frontline employees who took The Breakroom Quiz

749th of 887 rated healthcare providers

Job description

Position Status:
Full time
Shift:
First Shift (Days - Less than 12 hours per shift) (United States of America)
Hours per week:
40
Job Information
Exemption Status: Exempt
A Brief Overview
The Talent Acquisition Specialist is responsible for the delivery of talent acquisition guidance and consulting services to Stormont Vail leadership and team members regarding policies, best practices, sourcing strategies, immigration initiatives and a wide range of organizational hiring practices and programs. The Talent Acquisition Specialist develops and manages recruitment projects from start to finish, ensuring they are completed on time, within budget and meet the organization's hiring needs. Requires engagement with potential candidates for recruitment and may extend offers for high volume, time-sensitive, and hard-to-fill positions. The Talent Acquisition Specialist provides immigration support to international candidates and team members, ensuring compliance with legal regulations related to initial visa processing and ongoing maintenance. Requires a detail-oriented individual with excellent organizational and communication skills who can stay up-to-date with government and regulatory requirements regarding work visas and authorizations.
Education Qualifications
  • Associate's Degree 2 years of Human Resources experience may be substituted for education. Required
  • Bachelor's Degree Business Administration, Human Resources Management, or other related field. Preferred

Experience Qualifications
  • 2 years Human resources, talent acquisition or interviewing experience (may be substituted for education). Required
  • 1 year Healthcare experience. Preferred
  • 1 year Experience using technologies to support Talent Selection including, but not limited to, applicant tracking systems, sourcing channels, social and digital media. Preferred
  • 1 year Experience in developing and implementing project plans and processes to ensure project success. Preferred

Skills and Abilities
  • Consistently demonstrates teamwork skills through appropriate and timely communication, feedback, showing empathy toward others, being goal oriented, consensus building, listening effectively, and being willing to share information. (Preferred proficiency)
  • Ability to maintain effective working relationships adapting to changing priorities and working with frequent interruptions. (Preferred proficiency)
  • Independent judgment and initiative, maintain a high degree of confidentiality, and maintain professional demeanor and composure in stressful or confrontational situations. (Preferred proficiency)
  • Advanced writing skills with demonstrated ability to easily develop, proofread communication and submit professional correspondence to appropriate receivers. (Preferred proficiency)
  • Ability to apply a consultancy approach while effectively managing expectations of business partners and candidates. Ability to transform business knowledge into practical solutions using business strategy and organizational initiatives. (Preferred proficiency)
  • Ability to thrive in ambiguity while attending to multiple stakeholders, a variety of concurrent projects, and firm deadlines. (Preferred proficiency)

Licenses and Certifications
  • Professional in Human Resources - HRCI SHRM or other similar HR accreditations also accepted. Preferred

What you will do
  • Collaborates with Talent Acquisition Partners and hiring managers to provide advisement and guidance in supporting recruitment strategies and identifying creative and effective ways to source and hire for open positions. Communicates with departments about current applicants, future openings/issues and responds to general questions within their scope.
  • Collaborates with outside legal counsel, Human Resources team, hiring managers and team members on all immigration/Visa issues, collects immigration data from sources and prepares documents for submission to immigration vendor or government agencies. Maintains Public Access Files (PAF) to ensure compliance with Department of Labor and USCIS immigration regulations and guidelines.
  • Acts as Talent Acquisition Project Manager identifying project goals, objectives and scope; creating a project plan outlining tasks, timelines and resources required; and leading project teams, assigning tasks, and monitoring progress to ensure projects stay on track.
  • Leads and manages performance and quality improvement projects and initiatives for Talent Acquisition.
  • Develops and implements sourcing plans and strategies within budget and policy for specific hard-to-fill and other critical open positions in order to secure qualified applications for the selection process.
  • Manages the interview and initial onboarding process for international candidates and new hires, to include scheduling virtual interviews, regularly following up with candidates throughout the recruitment process and ensures all paperwork required both from immigration and Visa applications is completed.
  • Manages offer process from extending offers, offer negotiations, closing candidates, generating offer letters, initiating reference and background checks, and validating the license/registration/credentials of applicants being considered for employment.
  • Assists Talent Acquisition and HR leadership with policy development, formulation and implementation. Provides information from research techniques and presents for review. Provides support to department leadership in developing or writing department specific policy ensuring it aligns with SVH general HR policy.
  • Develops sourcing campaigns, working collaboratively on recruitment marketing initiatives and assists with coordinating virtual and onsite hiring events to meet business needs.
  • Evaluates effectiveness of any recruitment, sourcing and immigration programs, provides feedback to Talent Acquisition leadership and team based on such evaluation and offers suggestions for improvement/revision.
  • Works cooperatively with all members of the Talent Acquisition team to develop and implement plans and activities. Provides backup to other Specialist(s), onboarding and recruitment teams for any of their duties and responsibilities.
  • Recommends ideas and strategies related to recruitment that will contribute to the long-range growth of the organization, implements any new processes, fine tuning standard work, and staying informed of trends and innovation recruiting techniques.

Travel Requirements
  • 10% Travel to and from external recruitment hiring events and career fairs.

Required for All Jobs
  • Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
  • Performs other duties as assigned

Patient Facing Options
  • Position is Not Patient Facing

Remote Work Guidelines
  • Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
  • Stable access to electricity and a minimum of 25mb upload and internet speed.
  • Dedicate full attention to the job duties and communication with others during working hours.
  • Adhere to break and attendance schedules agreed upon with supervisor.
  • Abide by Stormont Vail's Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability
  • Hybrid

Scope
  • No Supervisory Responsibility
  • No Budget Responsibility No Budget Responsibility

Physical Demands
  • Balancing: Rarely less than 1 hour
  • Carrying: Rarely less than 1 hour
  • Climbing (Ladders): Rarely less than 1 hour
  • Climbing (Stairs): Rarely less than 1 hour
  • Crouching: Rarely less than 1 hour
  • Driving (Automatic): Rarely less than 1 hour
  • Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
  • Feeling: Frequently 3-5 Hours
  • Grasping (Fine Motor): Frequently 3-5 Hours
  • Grasping (Gross Hand): Occasionally 1-3 Hours
  • Handling: Frequently 3-5 Hours
  • Hearing: Frequently 3-5 Hours
  • Kneeling: Rarely less than 1 hour
  • Lifting: Rarely less than 1 hour up to 25 lbs
  • Pulling: Rarely less than 1 hour up to 25 lbs
  • Pushing: Rarely less than 1 hour up to 25 lbs
  • Reaching (Forward): Occasionally 1-3 Hours up to 25 lbs
  • Reaching (Overhead): Rarely less than 1 hour up to 25 lbs
  • Repetitive Motions: Continuously greater than 5 hours
  • Sitting: Continuously greater than 5 hours
  • Standing: Occasionally 1-3 Hours
  • Stooping: Rarely less than 1 hour
  • Talking: Continuously greater than 5 hours
  • Walking: Frequently 3-5 Hours

Working Conditions
  • Dusts: Rarely less than 1 hour
  • Extreme Temperatures: Rarely less than 1 hour
  • Needle Stick: Rarely less than 1 hour
  • Noise/Sounds: Frequently 3-5 Hours

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.

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