Human Resources Manager Jobs at Gap with Visa Sponsorship
Human Resources Manager jobs at Gap involve leading talent acquisition, employee relations, and workforce planning across corporate offices and retail operations. The company has an established sponsorship process for this function, supporting candidates across multiple visa categories for qualified HR professionals.
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Gap has always been about optimistic American style. Starting with our very first store on Ocean Avenue in San Francisco, opened almost 50 years ago by Doris and Don Fisher. The thread that’s run through those five decades is the phenomenal people that make up our brand – our employees and our customers. People who are rooted in the legacy that makes Gap what it is, but who are also focused on the future. People who want to leave the world better than they found it.
We’ve built our brand on staying true to our roots while always being out in front of what’s next. If you want to be part of an iconic American brand, and help lead the way for where we’re headed, we’d love to have you join us.
About the role
Gap Inc. is transforming how its brands use data and AI to make faster, more precise commercial decisions, and the Manager - Pricing Analytics is where that work gets built. This role owns the pricing analysis tied to the brand's strategic pricing principles and serves as the analytical engine of the pricing intelligence function. The scope spans three areas: Strategic pricing principles. Drive the definition of the brand's strategic pricing principles and pricing architecture as part of the refresh of its pricing strategy, including how success is defined and measured, and drive adoption across cross-functional teams. Strategic discount budget. Own the strategic positioning of discount spend across the mechanisms used to price products and communicate pricing to customers. In-season analytics. Reconcile in-season execution against forecasted performance and actuals, and make recommendations to Merchandise Planning and Company Planning (Finance) through "what if" scenarios and financial modeling of pricing strategies. Reporting to the Brand Pricing Performance Lead, you will own outcomes across these areas, working within a single brand. You will manage relationships with cross-functional partners across Merchandising, Planning, Company Planning, Commerce & Experience, and Pricing Operations, and turn complex internal and external data into clear, decision-ready insight that drives strategic alignment on what the brand should do.
Own Pricing Principles, Discount Budget, and Pricing Architecture
- Develop and run repeatable analytics that inform pricing strategy, pricing architecture, and pricing tactics, applying rigorous methods to produce recommendations grounded in accurate data.
- Develop and own the pricing guardrails adopted by the cross-functional team, including measuring their effectiveness and driving adoption.
- Own the strategic discount budget for the brand, and the in-season reconciliation of actions taken against it.
- Define how success is measured for the brand's pricing principles, and report on it.
Deliver In-Season Analytics and Reporting
- Reconcile in-season pricing execution with forecasted performance and actuals, and flag where the brand is off plan.
- Build "what if" scenarios and financial models of pricing strategies, and package recommendations for Merchandise Planning and Company Planning (Finance).
- Develop and manage aggregated data analysis and reporting that turns findings into actionable, visual reports and research-driven recommendations.
Support Competitive Price Positioning
- Analyze internal and external data to set and maintain competitive price positioning, building the models and benchmarks the team relies on.
- Track and report on competitive price positioning, validating that the brand is executing against aligned benchmarks and flagging where it is not.
Partner Cross-Functionally
- Own relationships with internal stakeholders and external partners on strategic pricing and analytics projects.
- Work autonomously with peers and share clear findings with the leadership team across Merchandising, Planning, Company Planning, Commerce & Experience, and Pricing Operations.
- Translate analytics into the "what" and the "so what" for business owners and finance partners.
- Identify opportunities for continuous process improvement and support cross-functional decision-making.
Apply AI and Build the Function
- Apply and validate outputs from pricing agents, confirming data integrity and business logic before recommendations are finalized, and contribute to training and refining those agents.
- Simplify and automate repeatable processes, contributing to the tools and workflows the function will run on as it scales.
- Review and provide feedback on analyses from the analyst on the team, and collaborate with them on ad-hoc pricing projects.
Who you are
Experience & Qualifications
- Bachelor’s degree required. Preferred emphasis on analytics, mathematics, business, supply chain, industrial engineering, finance, accounting, or economics.
- 6+ years of experience in pricing analytics, competitive intelligence, or a related field, with direct exposure to retail or consumer products pricing.
- Clear communication skills and the ability to tailor messaging to various levels of the organization.
- Able to manipulate very large data sets to interpret patterns and learnings; strong understanding of data structures and algorithms.
- Proficiency in Microsoft Excel with an aptitude to learn technical applications quickly; proficiency in Python and/or SQL preferred.
- Financial and business acumen: ability to evaluate financial and business indicators and translate data into actionable information to drive results; proficiency in retail math preferred.
- Experience or an aptitude for AI-enabled analytics tools; comfortable validating outputs from pricing agents and applying judgment to AI-generated recommendations.
Leadership & Mindset
- Analytically exacting: you hold a high personal bar for accuracy, take ownership of your models and assumptions, and don’t let outputs go forward until you’re confident they’re right.
- Commercially curious: you connect your analytical work to business outcomes (margin, revenue, promotional ROI, customer impact), and you develop recommendations that reflect that understanding, not just technical outputs.
- Clear and direct communicator: you can distill analytical complexity into plain, well-structured commercial framing that non-analytical partners can read and act on.
- AI-partnership mindset: you engage with agentic tools and pricing agents as a critical collaborator, fluent enough to use them effectively, rigorous enough to catch when they’re wrong, and grounded in ethical and brand-aligned judgment.
Salary Range: $119,400.00 - $155,200.00
Employee pay will vary based on factors such as qualifications, experience, skill level, competencies and work location. We will meet minimum wage or minimum of the pay range (whichever is higher) based on city, county and state requirements.
Benefits at Gap
- Merchandise discount for our brands: 50% off regular-priced merchandise at Old Navy, Gap, Banana Republic and Athleta, and 30% off at Outlet for all employees.
- One of the most competitive Paid Time Off plans in the industry.*
- Employees can take up to five “on the clock” hours each month to volunteer at a charity of their choice.*
- Extensive 401(k) plan with company matching for contributions up to four percent of an employee’s base pay.*
- Employee stock purchase plan.*
- Medical, dental, vision and life insurance.*
- See more of the benefits we offer.
*For eligible employees
Gap Inc. is an equal-opportunity employer and is committed to providing a workplace free from harassment and discrimination. We are committed to recruiting, hiring, training and promoting qualified people of all backgrounds, and make all employment decisions without regard to any protected status. We have received numerous awards for our long-held commitment to equality and will continue to foster a diverse and inclusive environment of belonging. In 2022, we were recognized by Forbes as one of the World's Best Employers and one of the Best Employers for Diversity.
About Gap
Gap has always been about optimistic American style. Starting with our very first store on Ocean Avenue in San Francisco, opened almost 50 years ago by Doris and Don Fisher. The thread that’s run through those five decades is the phenomenal people that make up our brand – our employees and our customers. People who are rooted in the legacy that makes Gap what it is, but who are also focused on the future. People who want to leave the world better than they found it.
We’ve built our brand on staying true to our roots while always being out in front of what’s next. If you want to be part of an iconic American brand, and help lead the way for where we’re headed, we’d love to have you join us.
About the role
Gap Inc. is transforming how its brands use data and AI to make faster, more precise commercial decisions, and the Manager - Pricing Analytics is where that work gets built. This role owns the pricing analysis tied to the brand's strategic pricing principles and serves as the analytical engine of the pricing intelligence function. The scope spans three areas: Strategic pricing principles. Drive the definition of the brand's strategic pricing principles and pricing architecture as part of the refresh of its pricing strategy, including how success is defined and measured, and drive adoption across cross-functional teams. Strategic discount budget. Own the strategic positioning of discount spend across the mechanisms used to price products and communicate pricing to customers. In-season analytics. Reconcile in-season execution against forecasted performance and actuals, and make recommendations to Merchandise Planning and Company Planning (Finance) through "what if" scenarios and financial modeling of pricing strategies. Reporting to the Brand Pricing Performance Lead, you will own outcomes across these areas, working within a single brand. You will manage relationships with cross-functional partners across Merchandising, Planning, Company Planning, Commerce & Experience, and Pricing Operations, and turn complex internal and external data into clear, decision-ready insight that drives strategic alignment on what the brand should do.
Own Pricing Principles, Discount Budget, and Pricing Architecture
- Develop and run repeatable analytics that inform pricing strategy, pricing architecture, and pricing tactics, applying rigorous methods to produce recommendations grounded in accurate data.
- Develop and own the pricing guardrails adopted by the cross-functional team, including measuring their effectiveness and driving adoption.
- Own the strategic discount budget for the brand, and the in-season reconciliation of actions taken against it.
- Define how success is measured for the brand's pricing principles, and report on it.
Deliver In-Season Analytics and Reporting
- Reconcile in-season pricing execution with forecasted performance and actuals, and flag where the brand is off plan.
- Build "what if" scenarios and financial models of pricing strategies, and package recommendations for Merchandise Planning and Company Planning (Finance).
- Develop and manage aggregated data analysis and reporting that turns findings into actionable, visual reports and research-driven recommendations.
Support Competitive Price Positioning
- Analyze internal and external data to set and maintain competitive price positioning, building the models and benchmarks the team relies on.
- Track and report on competitive price positioning, validating that the brand is executing against aligned benchmarks and flagging where it is not.
Partner Cross-Functionally
- Own relationships with internal stakeholders and external partners on strategic pricing and analytics projects.
- Work autonomously with peers and share clear findings with the leadership team across Merchandising, Planning, Company Planning, Commerce & Experience, and Pricing Operations.
- Translate analytics into the "what" and the "so what" for business owners and finance partners.
- Identify opportunities for continuous process improvement and support cross-functional decision-making.
Apply AI and Build the Function
- Apply and validate outputs from pricing agents, confirming data integrity and business logic before recommendations are finalized, and contribute to training and refining those agents.
- Simplify and automate repeatable processes, contributing to the tools and workflows the function will run on as it scales.
- Review and provide feedback on analyses from the analyst on the team, and collaborate with them on ad-hoc pricing projects.
Who you are
Experience & Qualifications
- Bachelor’s degree required. Preferred emphasis on analytics, mathematics, business, supply chain, industrial engineering, finance, accounting, or economics.
- 6+ years of experience in pricing analytics, competitive intelligence, or a related field, with direct exposure to retail or consumer products pricing.
- Clear communication skills and the ability to tailor messaging to various levels of the organization.
- Able to manipulate very large data sets to interpret patterns and learnings; strong understanding of data structures and algorithms.
- Proficiency in Microsoft Excel with an aptitude to learn technical applications quickly; proficiency in Python and/or SQL preferred.
- Financial and business acumen: ability to evaluate financial and business indicators and translate data into actionable information to drive results; proficiency in retail math preferred.
- Experience or an aptitude for AI-enabled analytics tools; comfortable validating outputs from pricing agents and applying judgment to AI-generated recommendations.
Leadership & Mindset
- Analytically exacting: you hold a high personal bar for accuracy, take ownership of your models and assumptions, and don’t let outputs go forward until you’re confident they’re right.
- Commercially curious: you connect your analytical work to business outcomes (margin, revenue, promotional ROI, customer impact), and you develop recommendations that reflect that understanding, not just technical outputs.
- Clear and direct communicator: you can distill analytical complexity into plain, well-structured commercial framing that non-analytical partners can read and act on.
- AI-partnership mindset: you engage with agentic tools and pricing agents as a critical collaborator, fluent enough to use them effectively, rigorous enough to catch when they’re wrong, and grounded in ethical and brand-aligned judgment.
Salary Range: $119,400.00 - $155,200.00
Employee pay will vary based on factors such as qualifications, experience, skill level, competencies and work location. We will meet minimum wage or minimum of the pay range (whichever is higher) based on city, county and state requirements.
Benefits at Gap
- Merchandise discount for our brands: 50% off regular-priced merchandise at Old Navy, Gap, Banana Republic and Athleta, and 30% off at Outlet for all employees.
- One of the most competitive Paid Time Off plans in the industry.*
- Employees can take up to five “on the clock” hours each month to volunteer at a charity of their choice.*
- Extensive 401(k) plan with company matching for contributions up to four percent of an employee’s base pay.*
- Employee stock purchase plan.*
- Medical, dental, vision and life insurance.*
- See more of the benefits we offer.
*For eligible employees
Gap Inc. is an equal-opportunity employer and is committed to providing a workplace free from harassment and discrimination. We are committed to recruiting, hiring, training and promoting qualified people of all backgrounds, and make all employment decisions without regard to any protected status. We have received numerous awards for our long-held commitment to equality and will continue to foster a diverse and inclusive environment of belonging. In 2022, we were recognized by Forbes as one of the World's Best Employers and one of the Best Employers for Diversity.
See all Human Resources Manager Jobs at Gap
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Human Resources Manager Jobs at Gap.
Get Access To All JobsTips for Finding Human Resources Manager Jobs at Gap
Align your HR credentials to U.S. standards
If you hold an international HR certification, get it evaluated against U.S. equivalents like SHRM-CP or PHR. Gap's HR hiring teams recognize these credentials, and having a clear equivalency on your resume removes friction early in the screening process.
Target Gap's corporate HR pipeline directly
Gap centralizes many HR Manager roles through its San Francisco headquarters and regional distribution hubs. Search for requisitions tied to those locations, as they have more established immigration infrastructure than store-level postings and are more likely to include sponsorship.
Confirm sponsorship scope before your final interview
Gap sponsors multiple visa categories for HR roles, but not every hiring manager knows the full scope. Ask your recruiter specifically which visa types the role supports before accepting an offer, so there are no surprises at the filing stage.
Understand how PERM affects HR timelines
If you're pursuing a Green Card through employment, PERM labor certification requires Gap to document that no qualified U.S. worker was available. HR Manager roles in retail often involve tight labor market documentation, so start that conversation with your hiring contact early.
Use Migrate Mate to filter Gap's open HR roles by visa type
Not every Human Resources Manager posting at Gap explicitly flags sponsorship eligibility. Use Migrate Mate to filter Gap's active HR openings by the visa categories you qualify for, so you're only applying to roles where your immigration status is already a match.
Prepare your employment authorization documentation before an offer
Gap uses E-Verify for all new hires, so your I-9 documentation needs to be ready at onboarding. If you're on OPT or CPT, confirm your EAD expiration date and communicate your timeline to HR during the offer stage to avoid delays in your start date.
Frequently Asked Questions
Does Gap sponsor H-1B visas for Human Resources Managers?
Yes, Gap sponsors H-1B visas for Human Resources Manager roles where the position qualifies as a specialty occupation requiring at least a bachelor's degree in a relevant field such as human resources, business administration, or organizational psychology. Because H-1B is subject to an annual cap and lottery, your employer and you need to plan well in advance of the April filing window.
How do I apply for Human Resources Manager jobs at Gap?
You can apply through Gap's careers portal at gapinc.com, where HR Manager roles are listed under corporate functions. For the most targeted search by visa type and sponsorship eligibility, Migrate Mate surfaces Gap's open HR positions filtered by the visa categories you qualify for, saving you from applying to roles that won't support your immigration status.
Which visa types does Gap commonly use for Human Resources Manager roles?
Gap has sponsored H-1B, H-1B1 visa, E-3, TN visa, and F-1 OPT and CPT holders for HR functions, as well as employment-based Green Card pathways including EB-2 and EB-3. Australian citizens can pursue the E-3 visa, which has no lottery and allows two-year renewable periods. Canadian and Mexican nationals in qualifying HR occupations may be eligible for TN visa status.
What qualifications does Gap expect for Human Resources Manager candidates requiring sponsorship?
Gap typically expects a bachelor's degree in human resources, business administration, or a related field, along with several years of progressive HR experience, ideally in a large retail or consumer goods environment. Experience with workforce planning, labor relations, or talent acquisition at scale is valued. For specialty occupation visa purposes, the degree requirement must directly relate to the HR Manager duties.
How do I plan my timeline if Gap is sponsoring my H-1B for an HR role?
H-1B cap-subject petitions must be filed in April for an October 1 start date, meaning you need a signed offer well before the registration window opens in March. If you're on OPT with a STEM extension, you may have additional time to bridge the gap. Confirm your current status end date with Gap's HR team early so they can coordinate the filing timeline with their immigration counsel.