Human Resources Jobs at Genentech with Visa Sponsorship
Genentech's Human Resources team supports one of biotech's most complex workforces, spanning clinical, research, and commercial functions. The company has a consistent track record of sponsoring international HR professionals across multiple visa categories, making it a realistic target for qualified candidates who need work authorization.
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Get Access To All JobsTHE POSITION
The Strategic Initiatives Lead is a high-visibility leadership role responsible for driving disciplined transformation execution and value realization. This role acts as the primary Federated Digital Champion for the Controllers Group, serving as the strategic liaison between CG and Digital Finance to ensure functional needs are translated into scalable solutions.
The Opportunity:
The role also leads the identification and project management of non-digital-focused transformation projects required to deliver on the 2030 Vision for the Controllers Group.
KEY ACCOUNTABILITIES & RESPONSIBILITIES
Transformation PMO (50% of Role):
- Governance & Roadmap: Designing transformation roadmaps and governance frameworks for the Controllers Group.
- Project Portfolio: Leading the PMO management of critical projects, including RSS Evolution, ASPIRE Stabilization, and M&A Integrations, including facilitating the CG weekly Projects Update meeting and managing/tracking action items and milestones.
- RSS Transfers: Support co-ordination of work package transfers from Genentech to RSS, validating suitability and working with the RSS team to ensure capacity and capabilities are in place to accept processes.
- Global Alignment: Liaising with global teams when required to implement changes and drive impact beyond Genentech.
Strategic Digital Champion (50% of Role):
- Business Need Identification & Intake
- Identify digital, automation, reporting, and AI (EverydayAI and Reshape) opportunities within the function.
- Translate business pain points into structured requirements and defined success criteria.
- Submit and manage intake requests through ServiceNow.
- Participate in the Digital Finance Council to represent functional priorities.
-
Collaborate on categorization, Tier classification (Tier 1 / 2 / 3), solutioning approach, and execution planning.
-
Tier 1 Ownership & Federated Execution
- Co-own and execute Tier 1 initiatives (Federated Self-Service) alongside Digital Finance and eCOE DNA.
- Ensure initiatives operate within Digital Finance guardrails.
- Maintain visibility of Tier 1 initiatives within the shared portfolio view.
- Drive progression toward greater self-service maturity within the function over time.
-
Tier 1 initiatives are locally executed improvements that do not require enterprise architecture changes or RDT engagement.
-
Delivery Support & UAT
- Partner with Product Owners and Digital Finance teams during solution development.
- Lead or coordinate User Acceptance Testing (UAT) from a functional perspective.
- Validate that business requirements and success criteria are met.
- Identify risks and escalate functional concerns during deployment.
-
Ensure functional readiness prior to go-live.
-
Change Management & Adoption Leadership
- Digital Champions partner closely with the Digital Finance team to drive change activation within their function.
- While Digital Finance provides an overall change framework, communications alignment, and enterprise-level guidance, Digital Champions lead localized execution and adoption within their department.
In partnership with Digital Finance, they are responsible for:
- Assessing the functional change impact of digital initiatives.
- Developing and executing functional rollout and communication plans.
- Coordinating training, enablement, and knowledge sharing within the team.
- Reinforcing new behaviors and ways of working.
- Monitoring adoption and usage trends at the functional level.
- Managing resistance and maintaining feedback loops to Digital Finance.
Sustained adoption and realized business value are shared expectations between Digital Finance and the Digital Champion, with the Champion accountable for embedding change within their function.
- Value Realization & Continuous Improvement
- Track productivity improvements, time savings, and operational impact.
- Monitor adoption metrics and usage trends.
- Provide structured feedback to Digital Finance on solution effectiveness.
- Identify enhancements and next-wave opportunities.
STAKEHOLDER MANAGEMENT & COLLABORATION
- Influence: Manages senior stakeholders with confidence and clarity in governance forums.
- Dotted-Line Reporting: Maintains a strong collaboration with the Digital Finance team, providing feedback on solution effectiveness and receiving technical input for performance management.
Who you are:
PL8 or PL9 (One position but two possible levels based on skills and qualifications).
PL8 Level - required skills
- University degree in Business or Accounting, or similar qualification.
- 12+ years of relevant financial and business experience, with a bachelor’s degree.
- Or, 8+ years of relevant financial and business experience, with a Master's degree.
- A Master’s degree (MBA or equivalent) is preferred.
The expected salary range for this position based on the primary location of California is $166,500 - $309,100.
PL9 Level - required skills
- University degree in Business or Accounting, or similar qualification.
- 15+ years of relevant financial and business experience, with a bachelor’s degree.
- Or, 12+ years of relevant financial and business experience, with a Master's degree.
- A Master’s degree (MBA or equivalent) is preferred.
Relocation benefits are not available for this position.
The expected salary range for this position, based on the primary location in California, is $201,300 - $373,800. Actual pay will be determined based on experience, qualifications, geographic location, and other job-related factors permitted by law. A discretionary annual bonus may be available based on individual and Company performance. This position also qualifies for the benefits detailed at the link provided below.
Benefits
Genentech is an equal opportunity employer. It is our policy and practice to employ, promote, and otherwise treat any and all employees and applicants on the basis of merit, qualifications, and competence. The company's policy prohibits unlawful discrimination, including but not limited to, discrimination on the basis of Protected Veteran status, individuals with disabilities status, and consistent with all federal, state, or local laws.
If you have a disability and need an accommodation in relation to the online application process, please contact us by completing this form Accommodations for Applicants.
JOB FACTS
Job Sub Category Operations
Schedule Full time
Job Type Regular
Posted Date Apr 17th 2026
Job ID 202604-108488
THE POSITION
The Strategic Initiatives Lead is a high-visibility leadership role responsible for driving disciplined transformation execution and value realization. This role acts as the primary Federated Digital Champion for the Controllers Group, serving as the strategic liaison between CG and Digital Finance to ensure functional needs are translated into scalable solutions.
The Opportunity:
The role also leads the identification and project management of non-digital-focused transformation projects required to deliver on the 2030 Vision for the Controllers Group.
KEY ACCOUNTABILITIES & RESPONSIBILITIES
Transformation PMO (50% of Role):
- Governance & Roadmap: Designing transformation roadmaps and governance frameworks for the Controllers Group.
- Project Portfolio: Leading the PMO management of critical projects, including RSS Evolution, ASPIRE Stabilization, and M&A Integrations, including facilitating the CG weekly Projects Update meeting and managing/tracking action items and milestones.
- RSS Transfers: Support co-ordination of work package transfers from Genentech to RSS, validating suitability and working with the RSS team to ensure capacity and capabilities are in place to accept processes.
- Global Alignment: Liaising with global teams when required to implement changes and drive impact beyond Genentech.
Strategic Digital Champion (50% of Role):
- Business Need Identification & Intake
- Identify digital, automation, reporting, and AI (EverydayAI and Reshape) opportunities within the function.
- Translate business pain points into structured requirements and defined success criteria.
- Submit and manage intake requests through ServiceNow.
- Participate in the Digital Finance Council to represent functional priorities.
-
Collaborate on categorization, Tier classification (Tier 1 / 2 / 3), solutioning approach, and execution planning.
-
Tier 1 Ownership & Federated Execution
- Co-own and execute Tier 1 initiatives (Federated Self-Service) alongside Digital Finance and eCOE DNA.
- Ensure initiatives operate within Digital Finance guardrails.
- Maintain visibility of Tier 1 initiatives within the shared portfolio view.
- Drive progression toward greater self-service maturity within the function over time.
-
Tier 1 initiatives are locally executed improvements that do not require enterprise architecture changes or RDT engagement.
-
Delivery Support & UAT
- Partner with Product Owners and Digital Finance teams during solution development.
- Lead or coordinate User Acceptance Testing (UAT) from a functional perspective.
- Validate that business requirements and success criteria are met.
- Identify risks and escalate functional concerns during deployment.
-
Ensure functional readiness prior to go-live.
-
Change Management & Adoption Leadership
- Digital Champions partner closely with the Digital Finance team to drive change activation within their function.
- While Digital Finance provides an overall change framework, communications alignment, and enterprise-level guidance, Digital Champions lead localized execution and adoption within their department.
In partnership with Digital Finance, they are responsible for:
- Assessing the functional change impact of digital initiatives.
- Developing and executing functional rollout and communication plans.
- Coordinating training, enablement, and knowledge sharing within the team.
- Reinforcing new behaviors and ways of working.
- Monitoring adoption and usage trends at the functional level.
- Managing resistance and maintaining feedback loops to Digital Finance.
Sustained adoption and realized business value are shared expectations between Digital Finance and the Digital Champion, with the Champion accountable for embedding change within their function.
- Value Realization & Continuous Improvement
- Track productivity improvements, time savings, and operational impact.
- Monitor adoption metrics and usage trends.
- Provide structured feedback to Digital Finance on solution effectiveness.
- Identify enhancements and next-wave opportunities.
STAKEHOLDER MANAGEMENT & COLLABORATION
- Influence: Manages senior stakeholders with confidence and clarity in governance forums.
- Dotted-Line Reporting: Maintains a strong collaboration with the Digital Finance team, providing feedback on solution effectiveness and receiving technical input for performance management.
Who you are:
PL8 or PL9 (One position but two possible levels based on skills and qualifications).
PL8 Level - required skills
- University degree in Business or Accounting, or similar qualification.
- 12+ years of relevant financial and business experience, with a bachelor’s degree.
- Or, 8+ years of relevant financial and business experience, with a Master's degree.
- A Master’s degree (MBA or equivalent) is preferred.
The expected salary range for this position based on the primary location of California is $166,500 - $309,100.
PL9 Level - required skills
- University degree in Business or Accounting, or similar qualification.
- 15+ years of relevant financial and business experience, with a bachelor’s degree.
- Or, 12+ years of relevant financial and business experience, with a Master's degree.
- A Master’s degree (MBA or equivalent) is preferred.
Relocation benefits are not available for this position.
The expected salary range for this position, based on the primary location in California, is $201,300 - $373,800. Actual pay will be determined based on experience, qualifications, geographic location, and other job-related factors permitted by law. A discretionary annual bonus may be available based on individual and Company performance. This position also qualifies for the benefits detailed at the link provided below.
Benefits
Genentech is an equal opportunity employer. It is our policy and practice to employ, promote, and otherwise treat any and all employees and applicants on the basis of merit, qualifications, and competence. The company's policy prohibits unlawful discrimination, including but not limited to, discrimination on the basis of Protected Veteran status, individuals with disabilities status, and consistent with all federal, state, or local laws.
If you have a disability and need an accommodation in relation to the online application process, please contact us by completing this form Accommodations for Applicants.
JOB FACTS
Job Sub Category Operations
Schedule Full time
Job Type Regular
Posted Date Apr 17th 2026
Job ID 202604-108488
See all 11+ Human Resources at Genentech jobs
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Get Access To All JobsTips for Finding Human Resources Jobs at Genentech Jobs
Frame your HR credentials for biotech
Genentech evaluates HR candidates against FDA-regulated workforce requirements. Highlight experience with compliance-heavy environments, such as GxP workforce onboarding or EEOC documentation, to signal you understand the regulatory context their HR function operates in.
Confirm your role qualifies as specialty occupation
USCIS requires H-1B roles to meet specialty occupation criteria. For HR at Genentech, positions like HR Business Partner or Talent Acquisition Specialist tied to specific life sciences functions are stronger candidates than generalist coordinator titles, which face more scrutiny.
Target roles with active PERM pipelines
Genentech sponsors Green Cards through PERM labor certification. HR roles embedded in core business functions, like HR Business Partners supporting R&D or manufacturing, are more likely to have established Green Card pathways than project-based or temporary HR support positions.
Time your application around Genentech's hiring cycles
Genentech typically ramps HR hiring ahead of major product launches and annual performance cycles. Targeting open roles in Q1 or Q3 gives your offer enough lead time for your employer to file an H-1B petition before the April 1 USCIS registration window.
Use Migrate Mate to filter open HR roles by sponsorship type
Not every Genentech HR posting explicitly states visa support. Use Migrate Mate to surface open Human Resources positions at Genentech filtered by the visa categories relevant to your situation, so you're applying to roles where sponsorship is already confirmed.
Clarify OPT cap-gap coverage before accepting an offer
If you're on F-1 OPT, confirm with Genentech's HR team that your offer timeline accounts for the H-1B cap-gap period. Your OPT authorization extends through September 30 if your H-1B is selected, but you need your start date structured to avoid an unauthorized gap.
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Find Human Resources at Genentech JobsFrequently Asked Questions
Does Genentech sponsor H-1B visas for Human Resources?
Yes, Genentech sponsors H-1B visas for Human Resources roles. Sponsorship is most consistently available for specialized positions such as HR Business Partners, Compensation Analysts, and HR Technology roles rather than entry-level generalist titles. Your degree field should align directly with the HR function you're hired into, which USCIS requires to satisfy the specialty occupation standard.
How do I apply for Human Resources jobs at Genentech?
Applications go through Genentech's careers portal. Before applying, research whether the specific role falls under Roche's global mobility policies, since Genentech operates as a Roche subsidiary and some HR positions have international transfer pathways. Migrate Mate lists open Human Resources positions at Genentech filtered by visa sponsorship type, which helps you identify the right roles before going to the direct application.
Which visa types does Genentech use for Human Resources roles?
Genentech sponsors H-1B, TN, and F-1 OPT and CPT for Human Resources positions. H-1B is the most common path for long-term employment. TN is available for Canadian and Mexican nationals in qualifying HR classifications. For Green Card purposes, Genentech has used EB-2 and EB-3 PERM-based sponsorship for HR professionals in established, degree-required roles.
What qualifications does Genentech expect for HR roles requiring sponsorship?
Genentech's HR roles typically require a bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or a related field. For H-1B eligibility, your degree must correspond specifically to the HR function of the role. Experience supporting regulated workforces, such as pharmaceutical or medical device companies subject to FDA oversight, meaningfully strengthens your candidacy for business partner and HR operations positions.
How long does the H-1B sponsorship process take at Genentech?
The H-1B process runs on USCIS's fixed annual cycle. Registration opens in March, selection results arrive in late March or April, and petitions must be filed by June 30 for an October 1 start date. If you need to start sooner, Genentech may use F-1 OPT or cap-exempt status as a bridge. Premium processing reduces USCIS adjudication to roughly 15 business days after filing.
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