Human Resources Jobs at University of Rochester with Visa Sponsorship
University of Rochester's Human Resources team supports a large, complex academic and medical institution, handling faculty hiring, benefits administration, and compliance across diverse departments. The university has a strong track record of sponsoring international professionals in HR roles, making it a realistic target for visa-seeking candidates with the right credentials.
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Get Access To All JobsAbout the Primary Care Network
The Primary Care Network (PCN) serves more than 260,000 patients across 40+ practices spanning six counties, supported by 185 physicians and nearly 100 APPs. With a growing virtual care presence, our vision is to be the preferred primary care system for patients, clinicians, and staff.
About the Role
The Senior Director, Program Administration is a key executive leader responsible for driving the operational, financial, and strategic success of the Primary Care Network across Strong Memorial Hospital, Highland Hospital, and the Medical Faculty Group.
Partnering closely with the PCN Director and Executive Leadership Team, this role plays a critical part in advancing patient health and wellness through high-quality, accessible, and equitable care. You will help lead initiatives aligned with the quintuple aim: improving population health, enhancing patient experience, reducing costs, supporting clinician well-being, and advancing health equity.
What You’ll Do
Executive Leadership & Operations:
- Serve as the senior administrative leader for PCN operations, finance, and program administration
- Oversee performance across 40+ practice locations, ensuring excellence in access, patient flow, satisfaction, and regulatory compliance
- Lead and develop a large, complex organization, with oversight of ~400 administrative staff and senior leaders across operations, finance, and analytics
- Act as a key member of the Executive Leadership Team, contributing to enterprise-wide decision-making
Financial Strategy & Performance:
- Direct all financial operations, including capital and operating budgets, revenue cycle management, and compensation planning for physicians and APPs
- Drive financial performance across multiple entities through data-informed decision-making and strong fiscal stewardship
- Oversee development of business plans for program growth, expansions, and new investments
- Present financial and operational performance to senior executives and governing committees
- Ensure accurate, timely financial reporting aligned with institutional standards
Strategy, Growth & Innovation:
- Lead development and execution of 1–5 year strategic plans aligned with broader organizational priorities
- Identify growth opportunities through market analysis and emerging healthcare trends
- Evaluate and lead practice acquisitions from initial assessment through implementation
- Champion innovation across care delivery, operations, and patient engagement
Data & Decision Support:
- Oversee advanced analytics capabilities, including modeling, forecasting, and performance dashboards
- Translate complex data into actionable insights to support executive decision-making
- Establish and monitor key performance indicators across financial, operational, and clinical domains
Value-Based Care & Population Health:
- Lead the PCN’s value-based care strategy in partnership with clinical leadership
- Optimize performance across risk-based contracts and population health initiatives
- Align efforts with enterprise-wide strategies, including ACO and alternative payment models
- Leverage data to identify high-risk populations, improve outcomes, and reduce total cost of care
People, Culture & Organizational Development:
- Co-lead organizational development initiatives, including workforce planning, engagement, and culture-building
- Partner with HR on recruitment, retention, succession planning, and employee relations
- Foster a collaborative, high-performing environment that supports professional growth and accountability
- Support clinician recruitment and long-term workforce planning through data-driven forecasting
What You Bring
- Master’s degree in Health Administration, Business Administration, or related field
- 8+ years of progressive leadership experience in healthcare operations, with a strong focus on finance and clinical program management
- Experience in large, complex health systems or academic medical centers preferred
- Demonstrated success managing complex financial structures and driving organizational performance
Key Strengths for Success
- Strategic thinker with the ability to execute at scale
- Strong financial and operational acumen
- Exceptional leadership and team development skills
- Advanced problem-solving and decision-making capabilities
- Effective communicator with the ability to influence across all levels
- Commitment to continuous improvement and innovation
Work Location: In person
About the Primary Care Network
The Primary Care Network (PCN) serves more than 260,000 patients across 40+ practices spanning six counties, supported by 185 physicians and nearly 100 APPs. With a growing virtual care presence, our vision is to be the preferred primary care system for patients, clinicians, and staff.
About the Role
The Senior Director, Program Administration is a key executive leader responsible for driving the operational, financial, and strategic success of the Primary Care Network across Strong Memorial Hospital, Highland Hospital, and the Medical Faculty Group.
Partnering closely with the PCN Director and Executive Leadership Team, this role plays a critical part in advancing patient health and wellness through high-quality, accessible, and equitable care. You will help lead initiatives aligned with the quintuple aim: improving population health, enhancing patient experience, reducing costs, supporting clinician well-being, and advancing health equity.
What You’ll Do
Executive Leadership & Operations:
- Serve as the senior administrative leader for PCN operations, finance, and program administration
- Oversee performance across 40+ practice locations, ensuring excellence in access, patient flow, satisfaction, and regulatory compliance
- Lead and develop a large, complex organization, with oversight of ~400 administrative staff and senior leaders across operations, finance, and analytics
- Act as a key member of the Executive Leadership Team, contributing to enterprise-wide decision-making
Financial Strategy & Performance:
- Direct all financial operations, including capital and operating budgets, revenue cycle management, and compensation planning for physicians and APPs
- Drive financial performance across multiple entities through data-informed decision-making and strong fiscal stewardship
- Oversee development of business plans for program growth, expansions, and new investments
- Present financial and operational performance to senior executives and governing committees
- Ensure accurate, timely financial reporting aligned with institutional standards
Strategy, Growth & Innovation:
- Lead development and execution of 1–5 year strategic plans aligned with broader organizational priorities
- Identify growth opportunities through market analysis and emerging healthcare trends
- Evaluate and lead practice acquisitions from initial assessment through implementation
- Champion innovation across care delivery, operations, and patient engagement
Data & Decision Support:
- Oversee advanced analytics capabilities, including modeling, forecasting, and performance dashboards
- Translate complex data into actionable insights to support executive decision-making
- Establish and monitor key performance indicators across financial, operational, and clinical domains
Value-Based Care & Population Health:
- Lead the PCN’s value-based care strategy in partnership with clinical leadership
- Optimize performance across risk-based contracts and population health initiatives
- Align efforts with enterprise-wide strategies, including ACO and alternative payment models
- Leverage data to identify high-risk populations, improve outcomes, and reduce total cost of care
People, Culture & Organizational Development:
- Co-lead organizational development initiatives, including workforce planning, engagement, and culture-building
- Partner with HR on recruitment, retention, succession planning, and employee relations
- Foster a collaborative, high-performing environment that supports professional growth and accountability
- Support clinician recruitment and long-term workforce planning through data-driven forecasting
What You Bring
- Master’s degree in Health Administration, Business Administration, or related field
- 8+ years of progressive leadership experience in healthcare operations, with a strong focus on finance and clinical program management
- Experience in large, complex health systems or academic medical centers preferred
- Demonstrated success managing complex financial structures and driving organizational performance
Key Strengths for Success
- Strategic thinker with the ability to execute at scale
- Strong financial and operational acumen
- Exceptional leadership and team development skills
- Advanced problem-solving and decision-making capabilities
- Effective communicator with the ability to influence across all levels
- Commitment to continuous improvement and innovation
Work Location: In person
See all 14+ Human Resources at University of Rochester jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Human Resources at University of Rochester roles.
Get Access To All JobsTips for Finding Human Resources Jobs at University of Rochester Jobs
Align Your HR Credentials With SHRM Standards
University of Rochester HR postings frequently reference SHRM-CP or SHRM-SCP certification as a differentiator. Earning or renewing your SHRM credential before applying signals readiness for a complex, compliance-heavy academic environment and strengthens your specialty occupation case.
Target Roles in Faculty and Academic HR
University HR departments regularly hire for faculty affairs, academic personnel, and research compliance roles that are harder to fill. These positions have clearer specialty occupation arguments for H-1B purposes than generalist HR coordinator titles, which face more USCIS scrutiny.
Confirm OPT or CPT Eligibility Before Applying
If you're on an F-1 visa, Rochester is familiar with OPT and CPT workflows given its own international student population. Confirm your OPT authorization is in place before your start date, since university HR onboarding timelines are tied to academic calendars and can't flex easily.
Request Early Sponsorship Confirmation in Writing
Ask during the offer stage whether the role is pre-approved for sponsorship through the university's immigration office. Rochester processes sponsorship internally, so getting written confirmation prevents surprises after you've resigned from a current position or let your grace period run down.
Understand the PERM Timeline for EB-2 or EB-3 Paths
Universities can sponsor permanent residency through PERM, but the process requires a formal labor market test that takes 12 to 18 months before USCIS even sees the petition. Raise green card sponsorship in the negotiation stage, not after your H-1B is already filed.
Use Migrate Mate to Filter HR Openings by Visa Type
Not every HR posting at Rochester is open to sponsorship. Use Migrate Mate to filter current Human Resources openings at the university by visa type so you're only spending time on roles where sponsorship is confirmed and available for your specific situation.
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Find Human Resources at University of Rochester JobsFrequently Asked Questions
Does University of Rochester sponsor H-1B visas for Human Resources?
Yes, University of Rochester sponsors H-1B visas for Human Resources professionals, particularly in roles with a clear specialty occupation argument, such as HR business partners, compensation analysts, faculty affairs coordinators, and benefits compliance specialists. Generalist titles like HR coordinator can face more scrutiny from USCIS, so the specific job duties and degree requirement matter significantly when building the petition.
How do I apply for Human Resources jobs at University of Rochester?
Applications go through the University of Rochester's official careers portal. Each posting lists the required materials, which typically include a resume, cover letter, and references. If you need visa sponsorship, flag that early in the process rather than waiting for an offer. Migrate Mate lists current HR openings at Rochester filtered by sponsorship availability, so you can identify the right roles before applying.
Which visa types does University of Rochester commonly use for Human Resources roles?
Rochester sponsors H-1B visas most commonly for HR professionals, particularly for roles requiring a related bachelor's degree or higher. The university also works with F-1 OPT and CPT for recent graduates, J-1 for qualifying exchange categories, TN for Canadian and Mexican nationals in eligible HR occupations, and E-3 for Australian citizens. For longer-term pathways, EB-2 and EB-3 sponsorship through PERM is available for eligible permanent positions.
What qualifications does University of Rochester look for in Human Resources candidates?
Most HR roles at Rochester require a bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. Senior roles often expect several years of experience in higher education or complex institutional environments. SHRM certification is frequently listed as a preferred or required credential. Roles in faculty affairs or research compliance may require familiarity with academic governance structures and federal employment regulations.
How do I time my visa sponsorship around University of Rochester's hiring process?
Rochester's HR hiring cycles often align with the academic year, with activity picking up in late fall and early spring. For H-1B sponsorship, USCIS's annual cap registration opens in March for an October start date, so roles filled in winter or early spring are best positioned for that cycle. If you need cap-exempt status or are already in H-1B status with a different employer, transfers can happen at any time of year without waiting for the cap.
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