Alaska Airlines Visa Sponsorship Jobs USA
Alaska Airlines is a major U.S. carrier headquartered in Seattle, known for connecting the West Coast and beyond. The airline sponsors a range of visa types, making it a viable target for international candidates in technical, operational, and corporate roles seeking U.S. work authorization.
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Get Access To All JobsINTRODUCTION
Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, marketing, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you.
ROLE SUMMARY
This role is responsible for executing on the strategy for Continuing Analysis and Surveillance System (CASS) investigations and compliance monitoring at Alaska Airlines. As a people leader, the Manager, Quality Assurance / CASS Investigations leads and establishes priorities for the team to conduct risk‑based surveillance and investigations, perform systemic root cause analysis, and ensure corrective actions are effectively implemented and sustained across Maintenance & Engineering (M&E) and maintenance providers.
KEY DUTIES:
- Leads a team and establish priorities of the CASS surveillance and investigation activities to verify maintenance program performance, effectiveness, and effectiveness for the M&E Division.
- Direct quality assurance investigations, ensuring systemic root cause analysis that evaluates organizational, procedural, human factors, and control weaknesses.
- Establish risk-based prioritization of surveillance and investigative activities using structured risk assessment methodologies.
- Review investigative work to ensure findings are evidence-based, root causes are systemic, and conclusions are clearly articulated to senior leadership.
- Oversee development, approval, tracking, and validation of corrective action plans to ensure deficiencies are effectively resolved and do not recur.
- Monitor operational performance data to identify emerging risks, adverse trends, and compliance gaps.
- Ensure CASS processes, policies, and documentation meet regulatory expectations and maintain independence from operational execution.
- Partner with cross-functional leaders to strengthen system controls, mitigate risk, and present investigation outcomes and systemic themes to executive governance forums.
- Present investigation outcomes, systemic risk themes, and corrective action status to executive governance forums including SRB and DAG.
- Develop people through effective performance management and ongoing feedback, focusing on delegation for stretch assignments, growing and developing the team for capacity and growth, looking at performance across the team, and time management.
- Shape culture of team through action, presence, and reinforcement of behaviors and drive effective practices to build a culture of belonging.
JOB-SPECIFIC EXPERIENCE, EDUCATION & SKILLS:
Required:
- 5 years of experience in quality assurance, compliance monitoring, investigations, maintenance oversight, or related operational leadership.
- 2 years of leadership experience.
- Bachelor’s degree in aviation, engineering, safety, business, or related discipline, or an additional two years of relevant experience in lieu of degree.
- Working knowledge of 14 CFR Part 121 or 135 maintenance program requirements.
- Experience leading structured root cause analysis and corrective action development.
- Strong analytical, investigative, and risk assessment skills.
- Excellent written and verbal communication skills with demonstrated executive presentation capability.
- Proficiency with Microsoft Office applications.
- High school diploma or equivalent.
- Minimum age of 18.
- Must be authorized to work in the U.S.
Preferred:
- Experience with CASS, Safety Management Systems (SMS), or regulatory compliance programs.
- Aviation maintenance or engineering background.
- FAA interaction or voluntary disclosure experience.
- Formal training in systemic root cause analysis or human factors.
- Quality or compliance certifications (CQA, CIA, ISO, or similar).
JOB-SPECIFIC LEADERSHIP EXPECTATIONS:
- Embody our values to own safety, do the right thing, be caring and kind, and deliver performance.
- Create a culture where all employees feel safe and they belong.
SALARY RANGE:
- Salary Range: $120,400 - $180,600 / year
SALARY DETAILS:
Pay will be based on multiple factors, including and not limited to location, relevant experience/level and skillset while balancing internal equity relative to other Alaska/Hawaiian/Horizon employees. Alaska/Hawaiian/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.
Note: We don’t typically hire at the top of the range.
TOTAL REWARDS:
Alaska Airlines, Hawaiian Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.
- Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air
- Comprehensive well-being programs including medical, dental and vision benefits
- Generous 401k match program
- Annual bonus plans
- Generous holiday and paid time off
For more information about Alaska/Hawaiian/Horizon Total Rewards please visit our career site and view benefits.
AIRPORT SIDA BADGE REQUIREMENTS:
Important notification for employees working at an airport or maintenance hangar: Employees will be required to obtain a SIDA badge provided by the airport authority and maintain good standing in order to keep their SIDA badge. Review the SIDA Badge Requirements document for a comprehensive overview. If an employee does not qualify for a SIDA badge or has their SIDA badge pulled from them, the employee will be terminated.
REGULATORY INFORMATION:
Equal Employment Opportunity Policy Statement
It is the policy of Alaska Airlines, Hawaiian Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.
We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”). All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.
To implement this policy, we will:
(1) Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories;
(2) Ensure that employment decisions are based only on valid job requirements; and
(3) Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines, Hawaiian Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA.
Government Contractor & Department of Transportation (DOT) Regulations
Alaska Airlines, Hawaiian Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of marijuana, cocaine, opioids, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Alaska Airlines/Hawaiian Airlines/Horizon Air and any employment offer will be withdrawn.
FLSA Status: Exempt
Employment Type: Full-Time
Regular/Temporary: Regular
Requisition Type: Management
Location: Seattle - Hangar
Featured Job: 0
L:: #LI-B
INTRODUCTION
Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, marketing, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you.
ROLE SUMMARY
This role is responsible for executing on the strategy for Continuing Analysis and Surveillance System (CASS) investigations and compliance monitoring at Alaska Airlines. As a people leader, the Manager, Quality Assurance / CASS Investigations leads and establishes priorities for the team to conduct risk‑based surveillance and investigations, perform systemic root cause analysis, and ensure corrective actions are effectively implemented and sustained across Maintenance & Engineering (M&E) and maintenance providers.
KEY DUTIES:
- Leads a team and establish priorities of the CASS surveillance and investigation activities to verify maintenance program performance, effectiveness, and effectiveness for the M&E Division.
- Direct quality assurance investigations, ensuring systemic root cause analysis that evaluates organizational, procedural, human factors, and control weaknesses.
- Establish risk-based prioritization of surveillance and investigative activities using structured risk assessment methodologies.
- Review investigative work to ensure findings are evidence-based, root causes are systemic, and conclusions are clearly articulated to senior leadership.
- Oversee development, approval, tracking, and validation of corrective action plans to ensure deficiencies are effectively resolved and do not recur.
- Monitor operational performance data to identify emerging risks, adverse trends, and compliance gaps.
- Ensure CASS processes, policies, and documentation meet regulatory expectations and maintain independence from operational execution.
- Partner with cross-functional leaders to strengthen system controls, mitigate risk, and present investigation outcomes and systemic themes to executive governance forums.
- Present investigation outcomes, systemic risk themes, and corrective action status to executive governance forums including SRB and DAG.
- Develop people through effective performance management and ongoing feedback, focusing on delegation for stretch assignments, growing and developing the team for capacity and growth, looking at performance across the team, and time management.
- Shape culture of team through action, presence, and reinforcement of behaviors and drive effective practices to build a culture of belonging.
JOB-SPECIFIC EXPERIENCE, EDUCATION & SKILLS:
Required:
- 5 years of experience in quality assurance, compliance monitoring, investigations, maintenance oversight, or related operational leadership.
- 2 years of leadership experience.
- Bachelor’s degree in aviation, engineering, safety, business, or related discipline, or an additional two years of relevant experience in lieu of degree.
- Working knowledge of 14 CFR Part 121 or 135 maintenance program requirements.
- Experience leading structured root cause analysis and corrective action development.
- Strong analytical, investigative, and risk assessment skills.
- Excellent written and verbal communication skills with demonstrated executive presentation capability.
- Proficiency with Microsoft Office applications.
- High school diploma or equivalent.
- Minimum age of 18.
- Must be authorized to work in the U.S.
Preferred:
- Experience with CASS, Safety Management Systems (SMS), or regulatory compliance programs.
- Aviation maintenance or engineering background.
- FAA interaction or voluntary disclosure experience.
- Formal training in systemic root cause analysis or human factors.
- Quality or compliance certifications (CQA, CIA, ISO, or similar).
JOB-SPECIFIC LEADERSHIP EXPECTATIONS:
- Embody our values to own safety, do the right thing, be caring and kind, and deliver performance.
- Create a culture where all employees feel safe and they belong.
SALARY RANGE:
- Salary Range: $120,400 - $180,600 / year
SALARY DETAILS:
Pay will be based on multiple factors, including and not limited to location, relevant experience/level and skillset while balancing internal equity relative to other Alaska/Hawaiian/Horizon employees. Alaska/Hawaiian/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.
Note: We don’t typically hire at the top of the range.
TOTAL REWARDS:
Alaska Airlines, Hawaiian Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.
- Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air
- Comprehensive well-being programs including medical, dental and vision benefits
- Generous 401k match program
- Annual bonus plans
- Generous holiday and paid time off
For more information about Alaska/Hawaiian/Horizon Total Rewards please visit our career site and view benefits.
AIRPORT SIDA BADGE REQUIREMENTS:
Important notification for employees working at an airport or maintenance hangar: Employees will be required to obtain a SIDA badge provided by the airport authority and maintain good standing in order to keep their SIDA badge. Review the SIDA Badge Requirements document for a comprehensive overview. If an employee does not qualify for a SIDA badge or has their SIDA badge pulled from them, the employee will be terminated.
REGULATORY INFORMATION:
Equal Employment Opportunity Policy Statement
It is the policy of Alaska Airlines, Hawaiian Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.
We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”). All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.
To implement this policy, we will:
(1) Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories;
(2) Ensure that employment decisions are based only on valid job requirements; and
(3) Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines, Hawaiian Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA.
Government Contractor & Department of Transportation (DOT) Regulations
Alaska Airlines, Hawaiian Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of marijuana, cocaine, opioids, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Alaska Airlines/Hawaiian Airlines/Horizon Air and any employment offer will be withdrawn.
FLSA Status: Exempt
Employment Type: Full-Time
Regular/Temporary: Regular
Requisition Type: Management
Location: Seattle - Hangar
Featured Job: 0
L:: #LI-B
Job Roles at Alaska Airlines
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Get Access To All JobsTips for Finding Alaska Airlines Visa Sponsorship Jobs USA
Focus on technical and IT roles
Alaska Airlines' sponsorship activity skews toward technology and engineering functions. If your background is in software development, data, or systems infrastructure, you're targeting the roles most likely to come with visa sponsorship at an airline of this size.
Understand the airline's hiring calendar
Airlines like Alaska often ramp up hiring ahead of peak travel seasons. Timing your application in late fall or early spring can improve your odds of reaching the offer stage before H-1B registration opens in March.
Lead with your authorization status early
Alaska Airlines recruiters handle high application volumes. Disclosing your visa type and timeline upfront, OPT expiry, cap-gap coverage, or TN eligibility, helps hiring managers assess sponsorship feasibility before investing time in interviews.
Target corporate headquarters roles in Seattle
Sponsorship at Alaska Airlines is concentrated at its Seattle headquarters rather than airport operations. Corporate, technology, finance, and strategy roles at HQ are where international candidates are most likely to find a sponsorship-willing team.
Research which visa types Alaska has sponsored before
Alaska Airlines has sponsored H-1B, Green Card, TN, and OPT candidates. Knowing which visa category aligns with their history helps you position yourself accurately. Migrate Mate surfaces verified sponsors so you can filter by real sponsorship history before applying.
Prepare for a structured interview process
Major airlines typically run multi-stage interviews with behavioral and technical components. Given the lead time needed to initiate H-1B or Green Card filings, moving quickly and professionally through each stage signals you're a serious, low-friction candidate to sponsor.
Frequently Asked Questions
Does Alaska Airlines sponsor H-1B visas?
Yes, Alaska Airlines does sponsor H-1B visas. Sponsorship is most common in technical and corporate functions such as software engineering, data analytics, and IT. The H-1B remains one of the primary pathways the company uses for international employees, though sponsorship decisions are made on a role-by-role basis depending on the hiring team's needs and timeline.
What visa types does Alaska Airlines sponsor?
Alaska Airlines has a history of sponsoring H-1B visas, employment-based Green Cards (EB-2 and EB-3), TN visas for Canadian and Mexican nationals, and work authorization for F-1 OPT and CPT holders. J-1 visa holders have also been sponsored. The mix of visa types reflects a company willing to support candidates across different immigration stages.
Which departments at Alaska Airlines are most likely to sponsor visas?
Sponsorship at Alaska Airlines is concentrated in technology, data, and corporate operations rather than frontline aviation roles. Software engineering, product management, data science, and finance teams at the Seattle headquarters are the most active areas for international hiring. Operational roles at airports rarely involve visa sponsorship.
How do I find open jobs at Alaska Airlines that offer visa sponsorship?
The most reliable approach is to filter for roles where sponsorship has actually been offered before, not just self-reported. Migrate Mate verifies sponsor history using government filing data, so you can browse Alaska Airlines jobs knowing the company has a real track record of sponsoring candidates in roles similar to yours, saving you from applying where sponsorship is unlikely.
How do I improve my chances of getting sponsored by Alaska Airlines?
Align your application to roles in technology or corporate strategy at the Seattle headquarters, where sponsorship is most common. Be upfront about your visa timeline during early conversations so the recruiting team can loop in HR quickly. Alaska Airlines runs a structured hiring process, so demonstrating you can move efficiently through it reduces perceived risk for the sponsor.