Perry Ellis International H-1B Visa Sponsorship Jobs USA
Perry Ellis International sponsors H-1B visas for specialized roles across its fashion and apparel operations, with a focus on design, merchandising, and corporate functions. Sponsorship is selective rather than high-volume, making it most accessible to candidates with clearly defined specialty occupation qualifications that align with active hiring needs.
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Get Access To All JobsCompany Overview
Perry Ellis International, Inc. represents a diverse portfolio of lifestyle apparel brands. The Company, through its wholly owned subsidiaries owns and licenses nationally and with a brand portfolio of over 42 Brands domestically and internationally recognized brands including: Perry Ellis®, Original Penguin® by Munsingwear®, Laundry by Shelli Segal®, Rafaella®, Cubavera®, Ben Hogan®, Savane®, Grand Slam®, John Henry®, Manhattan®, Axist® and Farah®. The Company enhances its roster of brands by licensing trademarks from third parties, including: Nike® for swimwear, and Callaway®, PGA TOUR®, and Jack Nicklaus® for golf apparel.
Position Summary
As the Human Resources Manager, you would be responsible for serving as the primary human resources contact for all employees based in our New York office. Reporting directly to the Chief Human Resources Officer (CHRO), you will be responsible for managing employee relations, performance management, training, policy implementation, and local compliance. You will act as a strategic partner to local management, helping to foster a positive, productive, and compliant work environment.
Pay: 100k-120k
Key Responsibilities
Employee Relations:
- Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations.
- Provide guidance and coaching to managers and employees on performance improvement, conflict resolution, and disciplinary actions.
Performance Management:
- Support and administer the company's performance review process, working with managers to ensure timely and effective feedback, goal setting, and development planning.
Policy & Compliance:
- Interpret and ensure consistent application of all company policies and procedures.
- Stay current on federal, state (New York and New Jersey), and local employment law to ensure legal compliance and mitigate risk.
Recruitment & Onboarding:
- Partner with the Corporate Talent Acquisition team to support local recruitment needs.
- Oversee the new hire onboarding process for New York employees to ensure a smooth and engaging transition.
Training & Development:
- Identify training needs and develop or facilitate local employee development programs, including manager training and mandatory compliance courses.
HR Administration:
- Manage day-to-day HR administrative tasks for the local office, including reporting, data integrity, and maintaining employee records.
Qualifications
Experience:
5+ years of progressive HR experience, preferably as an HR Manager or Senior HR Generalist, operating in a standalone capacity or with minimal local HR support.
Education:
Bachelor's degree in Human Resources, Business Administration, or a related field. HR certification (SHRM-CP/SCP or PHR/SPHR) is highly desirable.
Legal Knowledge:
Expert knowledge of local, state, and federal employment laws, with specific emphasis on New York (NY) and New Jersey (NJ) labor law and compliance requirements.
Skills:
- Demonstrated ability to manage complex employee relations issues, excellent judgment, and strong analytical problem-solving skills.
Personal Attributes
- Autonomy & Ownership: Highly independent and self-motivated, with a proven ability to manage all HR functions without direct reports.
- Communication: Exceptional interpersonal, written, and verbal communication skills, with the ability to build immediate credibility and trust with employees and senior leadership.
- Confidentiality: Highest level of integrity and ability to handle sensitive and confidential information with discretion.
- Business Acumen: Ability to translate business needs into effective, practical, and compliant HR solutions.
Perry Ellis International is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other legally protected status. All qualified applicants will receive consideration for employment without regard to their individual background and characteristics. We are committed to providing a workplace free of any discrimination or harassment. This commitment extends to all aspects of employment, including hiring, promotion, transfer, compensation, and termination. By submitting your application, you acknowledge and agree to the company's commitment to equal employment opportunities.
We encourage you to read and understand our Privacy Policy here.
Company Overview
Perry Ellis International, Inc. represents a diverse portfolio of lifestyle apparel brands. The Company, through its wholly owned subsidiaries owns and licenses nationally and with a brand portfolio of over 42 Brands domestically and internationally recognized brands including: Perry Ellis®, Original Penguin® by Munsingwear®, Laundry by Shelli Segal®, Rafaella®, Cubavera®, Ben Hogan®, Savane®, Grand Slam®, John Henry®, Manhattan®, Axist® and Farah®. The Company enhances its roster of brands by licensing trademarks from third parties, including: Nike® for swimwear, and Callaway®, PGA TOUR®, and Jack Nicklaus® for golf apparel.
Position Summary
As the Human Resources Manager, you would be responsible for serving as the primary human resources contact for all employees based in our New York office. Reporting directly to the Chief Human Resources Officer (CHRO), you will be responsible for managing employee relations, performance management, training, policy implementation, and local compliance. You will act as a strategic partner to local management, helping to foster a positive, productive, and compliant work environment.
Pay: 100k-120k
Key Responsibilities
Employee Relations:
- Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations.
- Provide guidance and coaching to managers and employees on performance improvement, conflict resolution, and disciplinary actions.
Performance Management:
- Support and administer the company's performance review process, working with managers to ensure timely and effective feedback, goal setting, and development planning.
Policy & Compliance:
- Interpret and ensure consistent application of all company policies and procedures.
- Stay current on federal, state (New York and New Jersey), and local employment law to ensure legal compliance and mitigate risk.
Recruitment & Onboarding:
- Partner with the Corporate Talent Acquisition team to support local recruitment needs.
- Oversee the new hire onboarding process for New York employees to ensure a smooth and engaging transition.
Training & Development:
- Identify training needs and develop or facilitate local employee development programs, including manager training and mandatory compliance courses.
HR Administration:
- Manage day-to-day HR administrative tasks for the local office, including reporting, data integrity, and maintaining employee records.
Qualifications
Experience:
5+ years of progressive HR experience, preferably as an HR Manager or Senior HR Generalist, operating in a standalone capacity or with minimal local HR support.
Education:
Bachelor's degree in Human Resources, Business Administration, or a related field. HR certification (SHRM-CP/SCP or PHR/SPHR) is highly desirable.
Legal Knowledge:
Expert knowledge of local, state, and federal employment laws, with specific emphasis on New York (NY) and New Jersey (NJ) labor law and compliance requirements.
Skills:
- Demonstrated ability to manage complex employee relations issues, excellent judgment, and strong analytical problem-solving skills.
Personal Attributes
- Autonomy & Ownership: Highly independent and self-motivated, with a proven ability to manage all HR functions without direct reports.
- Communication: Exceptional interpersonal, written, and verbal communication skills, with the ability to build immediate credibility and trust with employees and senior leadership.
- Confidentiality: Highest level of integrity and ability to handle sensitive and confidential information with discretion.
- Business Acumen: Ability to translate business needs into effective, practical, and compliant HR solutions.
Perry Ellis International is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other legally protected status. All qualified applicants will receive consideration for employment without regard to their individual background and characteristics. We are committed to providing a workplace free of any discrimination or harassment. This commitment extends to all aspects of employment, including hiring, promotion, transfer, compensation, and termination. By submitting your application, you acknowledge and agree to the company's commitment to equal employment opportunities.
We encourage you to read and understand our Privacy Policy here.
Job Roles at Perry Ellis International
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Get Access To All JobsTips for Finding Perry Ellis International H-1B Jobs
Target roles with a clear specialty occupation case
Perry Ellis is most likely to sponsor H-1B for roles requiring a specific degree field, such as fashion design, textile engineering, or finance. Avoid applying to generalist positions where any bachelor's degree satisfies the requirement, as those are harder to qualify under H-1B specialty occupation standards.
Understand the fashion industry's hiring calendar
Apparel companies like Perry Ellis hire heavily around seasonal collection cycles. Timing your application to align with pre-season hiring windows, typically spring and fall, increases your chances of landing a role before the H-1B cap filing deadline in April.
Raise H-1B sponsorship early in the process
Perry Ellis recruiters appreciate transparency. Mention your visa status and H-1B needs in the first substantive conversation, not after an offer is extended. This allows the hiring team to loop in HR and legal early enough to plan the petition timeline without delays.
Demonstrate domain-specific expertise, not just experience
For a fashion brand, generic retail or merchandising experience is less compelling than specialized knowledge in areas like product development, global sourcing, or brand licensing. Frame your background around expertise that maps directly to a defined role within Perry Ellis's business structure.
Use Migrate Mate to find verified H-1B sponsoring roles
Not every Perry Ellis job listing will mention visa sponsorship. Migrate Mate surfaces verified H-1B sponsors and filters open roles by real sponsorship history, saving you from applying to positions where sponsorship was never on the table.
Prepare for a multi-step internal approval process
At fashion companies with lean HR teams, H-1B approval often requires sign-off from department heads, finance, and legal counsel. Build extra lead time into your timeline and follow up proactively, as internal delays are common rather than a sign that sponsorship has been declined.
Perry Ellis International H-1B Visa Sponsorship: Frequently Asked Questions
Does Perry Ellis International sponsor H-1B visas?
Yes, Perry Ellis International sponsors H-1B visas, though it does so selectively. Sponsorship is most common for roles with a clear specialty occupation basis, including positions in design, merchandising, product development, and corporate functions such as finance or technology. Candidates with specialized qualifications that align with open roles have the strongest chance of receiving sponsorship.
Which departments at Perry Ellis International are most likely to sponsor H-1B visas?
H-1B sponsorship at Perry Ellis tends to concentrate in departments where a specific degree field is a genuine job requirement. Design, textile development, global sourcing, brand management, and corporate functions like finance, IT, and legal are the most likely candidates. Roles in general sales support or warehouse operations are rarely sponsored because they don't typically meet the specialty occupation threshold.
How do I navigate the H-1B application process at Perry Ellis International?
Once Perry Ellis extends a job offer and confirms sponsorship, the company's immigration counsel prepares and files the H-1B petition with USCIS. Your role is to provide employment history, educational credentials, and any supporting documentation your attorney requests. The process works best when you're transparent about your visa timeline from the first recruiter conversation, giving the internal team enough lead time to coordinate.
How do I find H-1B jobs at Perry Ellis International that are open to visa sponsorship?
Not every Perry Ellis listing explicitly states whether H-1B sponsorship is available. Migrate Mate filters job opportunities by verified sponsorship history, so you can focus on roles where sponsorship is a realistic outcome rather than spending time on positions that have never supported H-1B candidates. Searching by company and role type gives you the clearest picture of where sponsorship is most likely.
What is the typical H-1B sponsorship timeline I should expect at Perry Ellis International?
The full H-1B timeline depends on when in the annual cap cycle you receive an offer. Petitions are filed in April for an October 1 start date, meaning an offer in early spring puts you on the fastest path. If you're selected in the lottery, USCIS standard processing takes several months, though premium processing can shorten that window significantly. Factor in internal approval time at Perry Ellis before the attorney even begins drafting your petition.
What is the prevailing wage for H-1B jobs at Perry Ellis International?
H-1B employers must pay at least the prevailing wage, which is determined when they file the Labor Condition Application with the Department of Labor. The rate is based on the role, location, and experience level, and ensures international hires are paid comparably to U.S. workers in the same position. You can look up prevailing wage rates for any occupation and location using the DOL's OFLC Wage Search tool.