SharkNinja H-1B Visa Sponsorship Jobs USA
SharkNinja actively sponsors H-1B visas across its U.S. operations, with consistent filings concentrated in engineering, product development, and operations roles. For international candidates in Electronics and Hardware, it represents a credible path to sponsorship, particularly for technical and cross-functional positions tied to its product innovation pipeline.
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SharkNinja is a global product design and technology company, with a diversified portfolio of 5-star rated lifestyle solutions that positively impact people’s lives in homes around the world. Powered by two trusted, global brands, Shark and Ninja, the company has a proven track record of bringing disruptive innovation to market and developing one consumer product after another has allowed SharkNinja to enter multiple product categories, driving significant growth and market share gains. Headquartered in Needham, Massachusetts with more than 4,100 associates, the company’s products are sold at key retailers, online and offline, and through distributors around the world.
SENIOR MANAGER, PEOPLE & CULTURE INNOVATION
Supporting AI & Org Transformation | Product Development
ABOUT THE ROLE
SharkNinja is integrating AI across Product Development and Engineering as a structural shift in how teams work, design, and deliver. This is not a pilot program. It is a fundamental change to how work gets done, and it requires a people strategy built specifically for AI-era organizations.
This newly created role leads that transformation. The Senior Manager, People & Culture Innovation, AI & Org Transformation is the embedded workforce strategy leader for PD&E, focused on translating AI capability into practical implications for roles, workflows, job architecture, and operating models. The work spans AI workforce planning, org design, work redesign, and change enablement.
This is not a Human Resources Business Partner (HRBP) role. It requires HR fluency, but the focus is on how AI changes work, teams, and structure, not day-to-day business partner support. The right person brings structure to ambiguity, earns credibility with technical leaders, and delivers recommendations that drive decisions.
WHAT YOU'LL OWN
AI Workforce Strategy & Transformation Planning
- Define the people strategy for AI adoption across PD&E, covering workforce implications, role evolution, capability gaps, and adoption sequencing
- Build and maintain an AI transformation roadmap from a workforce perspective, aligned to SharkNinja's enterprise AI initiative and commercial priorities
- Monitor GenAI and agentic AI trends and translate them into actionable workforce strategy: which roles are affected, in what timeframe, and what SharkNinja should do about it
- Develop KPIs and measurement frameworks to track AI adoption, workforce readiness, productivity impact, and organizational effectiveness. Present findings to PD and HR leadership
Org Design & Job Architecture
- Lead org design analysis and role redesign efforts tied to AI adoption across PD&E, in partnership with functional leaders and the P&C team
- Apply task-level decomposition to determine which work should remain human-led, be AI-augmented, be automated, or require human-AI handoffs, and design job architectures accordingly
- Define emerging role types needed for AI-enabled work: AI workflow leads, human-AI teaming roles, AI adoption champions, and governance-oriented positions that don't yet exist in SharkNinja's job architecture
- Ensure job architecture, competency frameworks, and career paths reflect AI-era skills and connect to downstream P&C processes including hiring, performance, and compensation
Workflow & Work Redesign
- Identify high-priority PD&E workflows affected by AI tools and lead redesign efforts in partnership with functional process owners
- Map current-state workflows, surface automation opportunities and human-AI handoff points, and design future-state processes that are implementable
- Build a repeatable workflow redesign methodology that HRBPs and functional leaders can use to scale this work across teams and product categories
- Apply structured process improvement approaches and establish feedback loops to measure impact over time
Change Enablement & Adoption
- Lead change planning for AI workforce initiatives across PD&E, including stakeholder engagement, communications strategy, and adoption sequencing
- Develop change strategies that account for workforce anxiety, role evolution, and the cultural dynamics of an engineering and design-heavy population
- Serve as a trusted advisor to senior PD&E leaders on the human side of AI adoption: what it means for their teams, their org structures, and their talent
- Equip leaders with messaging, decision frameworks, and adoption support materials
People & Culture (P&C) Partnership & Stakeholder Leadership
- Operate as a P&C specialist focused on AI workforce transformation, not a generalist HRBP. Work closely with the Senior HRBP to align AI workforce work with the broader people agenda
- Partner with Talent Acquisition, Talent Management, and Total Rewards to connect AI-driven job design outputs to hiring, performance, and compensation frameworks
- Collaborate with SharkNinja's enterprise AI initiative leads to ensure PD&E workforce strategy is integrated, not siloed
WHAT YOU BRING
Required
- Bachelor's degree in Business, Human Resources, Organizational Development, Information Systems, Data Analytics, Computer Science, Engineering, or a related field
- 5+ years of progressive experience in HR, people strategy, org design, workforce transformation, or business transformation
- At least 3 years working directly in or alongside Product Development, Engineering, R&D, Data, AI, or another technical function
- Demonstrated experience leading or contributing to org design, job architecture, or role redesign efforts in the context of a major AI, digital, or operational transformation
- Expert working knowledge of AI, GenAI, and agentic AI concepts, sufficient to engage credibly with engineering leaders and translate AI capability into workforce strategy without relying on technical translation from others
- Experience in workflow mapping, task analysis, or business process improvement, including identifying automation opportunities and designing human-AI handoff points
- Strong analytical, executive communication, and stakeholder management skills. Able to prepare and present to VP and C-suite audiences with minimal direction
- Ability to operate in a fast-moving, matrixed environment where priorities shift and ambiguity is the norm
Preferred
- Master's degree in Information Systems, Human-Computer Interaction, or Business Administration
- Experience in a consumer products, hardware, or technology company with high SKU complexity and compressed innovation cycles
- Familiarity with org design methodologies such as Galbraith Star Model or Kates Kesler, and digital org design tools such as OrgVue
- Familiarity with task decomposition or work design methodologies, including tools such as Gloat, Reejig, or Mercer Work Design
- Experience with AI and automation platforms such as Microsoft Copilot, Copilot Studio, Power Automate, or ChatGPT Enterprise, sufficient to engage credibly in automation design conversations
- Prior consulting or internal transformation experience in AI workforce transformation, org design, or digital transformation
WHAT IT TAKES TO SUCCEED
This role sits at the intersection of people strategy, AI transformation, org design, and work redesign. It will not be filled by someone who needs a playbook, because one does not exist yet.
The right person brings structure to ambiguity, earns credibility quickly with engineering leaders who are skeptical of HR, and delivers work that drives decisions rather than describes them. They understand AI well enough to have a real point of view on how it changes work, not just a surface-level familiarity.
SharkNinja moves fast. PD&E teams ship products across 30+ categories on compressed cycles, organizational structures evolve with the business, and P&C is expected to be ahead of problems, not responding to them. If that pace energizes you, this is the right environment.
SALARY AND OTHER COMPENSATION
The annual salary range for this position is displayed below. Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
Pay Range: $162,000 — $198,000 USD
The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, flexible spending accounts, health savings accounts (HSA) with company contribution, 401(k) retirement plan with matching, employee stock purchase program, life insurance, AD&D, short-term disability insurance, long-term disability insurance, generous paid time off, company holidays, parental leave, identity theft protection, pet insurance, pre-paid legal insurance, back-up child and eldercare days, product discounts, referral bonus program, and more.
OUR CULTURE
At SharkNinja, we don’t just raise the bar—we push past it every single day. Our Outrageously Extraordinary mindset drives us to tackle the impossible, push boundaries, and deliver results that others only dream of. If you thrive on breaking out of your swim lane, you’ll be right at home.
WHAT WE OFFER
We offer competitive health insurance, retirement plans, paid time off, employee stock purchase options, wellness programs, SharkNinja product discounts, and more. We empower your personal and professional growth with high impact Learning Programs featuring bold voices redefining what’s possible. When you join, you’re not just part of a company—you’re part of an outrageously extraordinary community. Together, we won’t just launch products—we’ll disrupt entire markets.
At SharkNinja, Diversity, Equity, and Inclusion are vital to our global success. Valuing each unique voice and blending all of our diverse skills strengthens SharkNinja’s innovation every day. We support ALL associates in bringing their authentic selves to work, making an impact, and having the opportunity for career acceleration. With help from our leadership, associates, and our community, we aim to have equity be a key component of the SharkNinja DNA.
We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, disability, or any other class protected by legislation, and local law. SharkNinja will consider reasonable accommodations consistent with legislation, and local law. If you require a reasonable accommodation to participate in the job application or interview process, please contact SharkNinja People & Culture at accommodations@sharkninja.com.
About us
SharkNinja is a global product design and technology company, with a diversified portfolio of 5-star rated lifestyle solutions that positively impact people’s lives in homes around the world. Powered by two trusted, global brands, Shark and Ninja, the company has a proven track record of bringing disruptive innovation to market and developing one consumer product after another has allowed SharkNinja to enter multiple product categories, driving significant growth and market share gains. Headquartered in Needham, Massachusetts with more than 4,100 associates, the company’s products are sold at key retailers, online and offline, and through distributors around the world.
SENIOR MANAGER, PEOPLE & CULTURE INNOVATION
Supporting AI & Org Transformation | Product Development
ABOUT THE ROLE
SharkNinja is integrating AI across Product Development and Engineering as a structural shift in how teams work, design, and deliver. This is not a pilot program. It is a fundamental change to how work gets done, and it requires a people strategy built specifically for AI-era organizations.
This newly created role leads that transformation. The Senior Manager, People & Culture Innovation, AI & Org Transformation is the embedded workforce strategy leader for PD&E, focused on translating AI capability into practical implications for roles, workflows, job architecture, and operating models. The work spans AI workforce planning, org design, work redesign, and change enablement.
This is not a Human Resources Business Partner (HRBP) role. It requires HR fluency, but the focus is on how AI changes work, teams, and structure, not day-to-day business partner support. The right person brings structure to ambiguity, earns credibility with technical leaders, and delivers recommendations that drive decisions.
WHAT YOU'LL OWN
AI Workforce Strategy & Transformation Planning
- Define the people strategy for AI adoption across PD&E, covering workforce implications, role evolution, capability gaps, and adoption sequencing
- Build and maintain an AI transformation roadmap from a workforce perspective, aligned to SharkNinja's enterprise AI initiative and commercial priorities
- Monitor GenAI and agentic AI trends and translate them into actionable workforce strategy: which roles are affected, in what timeframe, and what SharkNinja should do about it
- Develop KPIs and measurement frameworks to track AI adoption, workforce readiness, productivity impact, and organizational effectiveness. Present findings to PD and HR leadership
Org Design & Job Architecture
- Lead org design analysis and role redesign efforts tied to AI adoption across PD&E, in partnership with functional leaders and the P&C team
- Apply task-level decomposition to determine which work should remain human-led, be AI-augmented, be automated, or require human-AI handoffs, and design job architectures accordingly
- Define emerging role types needed for AI-enabled work: AI workflow leads, human-AI teaming roles, AI adoption champions, and governance-oriented positions that don't yet exist in SharkNinja's job architecture
- Ensure job architecture, competency frameworks, and career paths reflect AI-era skills and connect to downstream P&C processes including hiring, performance, and compensation
Workflow & Work Redesign
- Identify high-priority PD&E workflows affected by AI tools and lead redesign efforts in partnership with functional process owners
- Map current-state workflows, surface automation opportunities and human-AI handoff points, and design future-state processes that are implementable
- Build a repeatable workflow redesign methodology that HRBPs and functional leaders can use to scale this work across teams and product categories
- Apply structured process improvement approaches and establish feedback loops to measure impact over time
Change Enablement & Adoption
- Lead change planning for AI workforce initiatives across PD&E, including stakeholder engagement, communications strategy, and adoption sequencing
- Develop change strategies that account for workforce anxiety, role evolution, and the cultural dynamics of an engineering and design-heavy population
- Serve as a trusted advisor to senior PD&E leaders on the human side of AI adoption: what it means for their teams, their org structures, and their talent
- Equip leaders with messaging, decision frameworks, and adoption support materials
People & Culture (P&C) Partnership & Stakeholder Leadership
- Operate as a P&C specialist focused on AI workforce transformation, not a generalist HRBP. Work closely with the Senior HRBP to align AI workforce work with the broader people agenda
- Partner with Talent Acquisition, Talent Management, and Total Rewards to connect AI-driven job design outputs to hiring, performance, and compensation frameworks
- Collaborate with SharkNinja's enterprise AI initiative leads to ensure PD&E workforce strategy is integrated, not siloed
WHAT YOU BRING
Required
- Bachelor's degree in Business, Human Resources, Organizational Development, Information Systems, Data Analytics, Computer Science, Engineering, or a related field
- 5+ years of progressive experience in HR, people strategy, org design, workforce transformation, or business transformation
- At least 3 years working directly in or alongside Product Development, Engineering, R&D, Data, AI, or another technical function
- Demonstrated experience leading or contributing to org design, job architecture, or role redesign efforts in the context of a major AI, digital, or operational transformation
- Expert working knowledge of AI, GenAI, and agentic AI concepts, sufficient to engage credibly with engineering leaders and translate AI capability into workforce strategy without relying on technical translation from others
- Experience in workflow mapping, task analysis, or business process improvement, including identifying automation opportunities and designing human-AI handoff points
- Strong analytical, executive communication, and stakeholder management skills. Able to prepare and present to VP and C-suite audiences with minimal direction
- Ability to operate in a fast-moving, matrixed environment where priorities shift and ambiguity is the norm
Preferred
- Master's degree in Information Systems, Human-Computer Interaction, or Business Administration
- Experience in a consumer products, hardware, or technology company with high SKU complexity and compressed innovation cycles
- Familiarity with org design methodologies such as Galbraith Star Model or Kates Kesler, and digital org design tools such as OrgVue
- Familiarity with task decomposition or work design methodologies, including tools such as Gloat, Reejig, or Mercer Work Design
- Experience with AI and automation platforms such as Microsoft Copilot, Copilot Studio, Power Automate, or ChatGPT Enterprise, sufficient to engage credibly in automation design conversations
- Prior consulting or internal transformation experience in AI workforce transformation, org design, or digital transformation
WHAT IT TAKES TO SUCCEED
This role sits at the intersection of people strategy, AI transformation, org design, and work redesign. It will not be filled by someone who needs a playbook, because one does not exist yet.
The right person brings structure to ambiguity, earns credibility quickly with engineering leaders who are skeptical of HR, and delivers work that drives decisions rather than describes them. They understand AI well enough to have a real point of view on how it changes work, not just a surface-level familiarity.
SharkNinja moves fast. PD&E teams ship products across 30+ categories on compressed cycles, organizational structures evolve with the business, and P&C is expected to be ahead of problems, not responding to them. If that pace energizes you, this is the right environment.
SALARY AND OTHER COMPENSATION
The annual salary range for this position is displayed below. Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
Pay Range: $162,000 — $198,000 USD
The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, flexible spending accounts, health savings accounts (HSA) with company contribution, 401(k) retirement plan with matching, employee stock purchase program, life insurance, AD&D, short-term disability insurance, long-term disability insurance, generous paid time off, company holidays, parental leave, identity theft protection, pet insurance, pre-paid legal insurance, back-up child and eldercare days, product discounts, referral bonus program, and more.
OUR CULTURE
At SharkNinja, we don’t just raise the bar—we push past it every single day. Our Outrageously Extraordinary mindset drives us to tackle the impossible, push boundaries, and deliver results that others only dream of. If you thrive on breaking out of your swim lane, you’ll be right at home.
WHAT WE OFFER
We offer competitive health insurance, retirement plans, paid time off, employee stock purchase options, wellness programs, SharkNinja product discounts, and more. We empower your personal and professional growth with high impact Learning Programs featuring bold voices redefining what’s possible. When you join, you’re not just part of a company—you’re part of an outrageously extraordinary community. Together, we won’t just launch products—we’ll disrupt entire markets.
At SharkNinja, Diversity, Equity, and Inclusion are vital to our global success. Valuing each unique voice and blending all of our diverse skills strengthens SharkNinja’s innovation every day. We support ALL associates in bringing their authentic selves to work, making an impact, and having the opportunity for career acceleration. With help from our leadership, associates, and our community, we aim to have equity be a key component of the SharkNinja DNA.
We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, disability, or any other class protected by legislation, and local law. SharkNinja will consider reasonable accommodations consistent with legislation, and local law. If you require a reasonable accommodation to participate in the job application or interview process, please contact SharkNinja People & Culture at accommodations@sharkninja.com.
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Get Access To All JobsTips for Finding SharkNinja H-1B Visa Sponsorship Jobs USA
Align your degree to SharkNinja's specialty occupation standard
H-1B approval hinges on proving your role requires a specific bachelor's degree field. For SharkNinja's hardware and product roles, map your degree to the O*NET occupation profile for your target title before you apply, so your credentials clearly satisfy the specialty occupation definition.
Target SharkNinja's engineering and product teams directly
SharkNinja's H-1B filings cluster in technical functions tied to product development, electrical engineering, and operations. Focus your job search on these teams rather than generalist corporate roles, where sponsorship is far less consistent and offer letters rarely include visa support language.
Confirm E-Verify enrollment before accepting any offer
USCIS requires H-1B employers to participate in E-Verify. Before you invest time in SharkNinja's interview process, verify the company's E-Verify status, since any gap there will block your H-1B filing and delay your start date by months.
Negotiate your offer against the prevailing wage floor
Your salary must meet the DOL prevailing wage for your role and work location before SharkNinja can certify an LCA. Pull the OFLC Wage Search for your specific job title and the Massachusetts or relevant state posting to make sure your offer clears that threshold before you sign.
Use Migrate Mate to track SharkNinja's LCA filing history
Before your interview, pull SharkNinja's Labor Condition Application history on Migrate Mate to see which job titles and locations they've filed for, what wage levels were certified, and how recently. This grounds your salary expectations in real data and helps you ask sharper questions during the offer stage.
Prepare for the cap lottery well before your offer date
H-1B cap registrations open in March for an October 1 start date. If you receive a SharkNinja offer in the fall or winter, plan for up to a year's wait before your status activates, and ask your hiring manager whether a cap-exempt position or an alternative status bridge is possible in the interim.
SharkNinja H-1B Visa Sponsorship: Frequently Asked Questions
Does SharkNinja sponsor H-1B visas?
Yes, SharkNinja sponsors H-1B visas for qualifying roles across its U.S. operations. Sponsorship is most consistently offered for technical positions in engineering, product development, and operations. Availability varies by role and business need, so confirming sponsorship eligibility directly with the recruiter early in the interview process is essential before advancing further.
Which departments at SharkNinja are most likely to offer H-1B sponsorship?
Engineering, product development, and supply chain operations represent SharkNinja's core H-1B sponsoring functions, reflecting the company's focus on hardware innovation in the Electronics and Hardware sector. Roles requiring specialized technical degrees in electrical engineering, mechanical engineering, or industrial design align most closely with the specialty occupation standard USCIS uses to approve H-1B petitions.
How do I navigate the H-1B application process at SharkNinja?
Once SharkNinja extends a formal offer, its legal or HR team initiates the Labor Condition Application with DOL, then files the H-1B petition with USCIS. The annual cap registration opens each March, so your start date will depend on lottery selection. Use Migrate Mate to understand SharkNinja's historical filing patterns before you enter negotiations.
How long does the H-1B sponsorship process take at SharkNinja?
The standard H-1B timeline runs from March lottery registration through an October 1 activation date, meaning a gap of six months or more between offer and start. USCIS premium processing can reduce the petition adjudication window to a few weeks, but the lottery itself cannot be expedited. Budget for a longer transition if you're changing from another visa status.
What can I do to strengthen my H-1B sponsorship chances at SharkNinja?
Focus applications on roles where your degree field directly matches the job description, since vague or broad degree requirements weaken specialty occupation arguments. Verify that your offered salary meets the DOL prevailing wage for the role and location using the OFLC Wage Search. Entering the process with clear documentation of your degree equivalency reduces the risk of a USCIS Request for Evidence.
What is the prevailing wage for H-1B jobs at SharkNinja?
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.