H-1B Visa Benefits Consultant Jobs
Benefits Consultant roles qualify for H-1B visa sponsorship as specialty occupations requiring at least a bachelor's degree in human resources, business, or a related field. Employers filing LCAs under SOC code 13-1141 must meet DOL prevailing wage requirements. No lottery exemption applies, so timing your job search around the April cap season matters.
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Get Access To All JobsINTRODUCTION
Xcel Energy (NASDAQ: XEL) is a leading energy provider and Fortune 500 company, dedicated to serving millions of electricity and natural gas customers across eight states: Minnesota, Colorado, Wisconsin, Michigan, North Dakota, South Dakota, New Mexico and Texas. We make energy work better for our customers, helping them thrive every day. That means always raising the bar - delivering better service and providing more reliable, resilient, and sustainable energy.
Xcel Energy is a place where you’ll have opportunities to grow, expand your skills, and help lead the clean energy transition. We offer meaningful rewards, recognition, and support to help you build your career and make an impact - both on the job and beyond. Most importantly, it means you’ll be joining a company that knows employees are the driving force behind its success and is committed to helping you be your best.
Xcel Energy supports a hybrid work model to enable collaboration and flexibility. Many roles are expected to work onsite three days per week (Tuesday–Thursday); however, work location expectations vary based on role, team, and business needs.
Position Summary
Manage the day-to-day HR operational service delivery, ensuring timely, accurate, consistent, high-quality HR processes and employee support. Ensure reliable HR services are delivered in a shared services model. Manage benefits administration, HR vendor file integrations, HR vendor relationship management, HR special projects, optimizing HR processes, ensuring compliance with local, state, and federal laws & regulations, and driving operational excellence in administering HR processes.
Essential Responsibilities:
HR Administration & Service Delivery: Oversee and manage HR operations, including benefits administration, annual benefits enrollment, time away from work policies, I-9 verification, and other employee lifecycle processes. Develop, maintain, and enforce HR standard operating procedures (SOPs), checklists, job aids, templates, and knowledge base content to support service delivery. Ensure HR transactions are executed accurately and consistently in the HRIS and related systems. Champion a proactive approach to scaling and streamlining HR administrative tasks, driving operational excellence.
Shared Services Collaboration: Serve as the point of contact for HR Operations workflows and Shared Services coordination. Collaborate with HR Service Center, Benefits, HR Technology, Payroll, Compensation, Talent Acquisition, Workforce Relations, Legal, and other functions to ensure HR Operations tasks are performed seamlessly. Support the resolution of HR Service Center escalations. Identify opportunities to streamline, standardize, and automate HR administrative processes. Lead process improvement initiatives to enhance HR service delivery and efficiency.
Vendor Management: Develop and maintain a close working relationship with vendors for HR services to ensure efficient delivery of services. Meet with vendors to review performance metrics and take corrective action when needed. Ensure accurate and timely data transmission. Review and approve vendor invoices for payment.
Process Governance, Compliance, & Controls: Ensure HR administration practices comply with federal, state, and local laws, company policies, collective bargaining agreements, and audit needs. Identify HR operational risks and implement preventive controls. Maintain appropriate internal controls for sensitive HR data, documentation retention, and data accuracy. Implement corrective action when necessary.
Partnership with HR Technology: Partner with HRIS and IT to maintain data integrity, troubleshoot issues, and improve HR system workflows and user experience. Provide operational requirements and test scenarios for HR operational changes to be implemented. Coordinate testing, data validation, and change management for HR system updates impacting HR operations.
Metrics: Develop dashboards, operational reporting, and metrics for HR Operations. Regularly review and analyze data to inform continuous improvement opportunities.
Leadership & Team Development: Lead, coach, and develop the HR Operations staff. Foster a positive employee experience and continuous improvement mindset with the team. Manage workload distribution, capacity planning, and cross-training to meet project due dates and SLAs. Monitor and manage the budget for the department. Stay current on HR trends, best practices, and legislative changes affecting HR Operations.
MINIMUM REQUIREMENTS
- Bachelor's degree in human resources, business administration, or a related field.
- At least eight years of progressive HR experience, with at least 2 years of leadership experience (may include demonstrated ability to lead through influence in an HR operations environment).
- Strong working knowledge of HR processes, policies, federal/state laws & regulations, HR compliance, data governance, and internal controls.
- Proven ability to manage multiple priorities, analyze operational data, and drive process improvements.
- Demonstrated experience with HRIS systems (e.g. Workday, UKG, ServiceNow, etc.) and proficient in MS Office tools, with advanced Excel skills.
- Strong attention to detail, along with excellent organizational and problem-solving skills.
- Strong communication and team-building skills. Ability to handle sensitive information appropriately.
PREFERRED REQUIREMENTS
- Master’s degree in HR, Business Administration, or closely related field.
- HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
- Experience building or scaling HR shared services delivery models.
- Experience supporting geographically dispersed employee populations across different states.
- Broad HR administrative experience, including supporting a large organization with a wide range of benefit program offerings across union and non-union populations.
Our culture is grounded in shared values and employee commitments that guide how we work, support one another, and grow together.
Our Values
Connected, Committed, Trustworthy, Safe
Our Employee Commitments
- Work that makes a difference
- A team you can count on
- Opportunities to grow
- Rewards that help you thrive
Xcel Energy provides job applicants reasonable accommodations for disabilities throughout the application process. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form.
Non-Bargaining
The anticipated starting base pay for this position is: $97,600.00 to $138,600.00 per year
This position is eligible for the following benefits: Annual Incentive Program, Medical/Pharmacy Plan, Dental, Vision, Life Insurance, Dependent Care Flexible Spending Account, Health Care Flexible Spending Account, Health Savings Account (HSA) (if enrolled in eligible health plan), Limited-Purpose FSA (if enrolled in eligible health plan and HSA), Transportation Reimbursement Account, Short-term disability (STD), Long-term disability (LTD), Employee Assistance Program (EAP), Fitness Center Reimbursement (if enrolled in eligible health plan), Tuition reimbursement, Transit programs, Employee recognition program, Pension, 401(k) plan, Paid time off (PTO), Holidays, Volunteer Paid Time Off (VPTO), Parental Leave
Benefit plans are subject to change and Xcel Energy has the right to end, suspend, or amend any of its plans, at any time, in whole or in part.
In any materials you submit, you may redact or remove age-identifying information including but not limited to dates of school attendance and graduation. You will not be penalized for redacting or removing this information.
Deadline to Apply: 11/30/26
EEO is the Law (PDF) | Equal Opportunity Statement (PDF) | Employee Rights (PDF)
All Xcel Energy employees and contractors share responsibility for protecting the company's information and systems by adhering to cybersecurity policies, standards, and best practices, recognizing that cybersecurity is everyone's responsibility.
Accessibility Statement
Xcel Energy endeavors to make https://www.xcelenergy.com and https://jobs.xcelenergy.com accessible to any and all users. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form. For any other application related questions, including application follow-ups or technical issues, please use our Recruiting Assistance, Electra, for assistance. Electra can be found in the lower right-hand corner of our Xcel Energy Careers site.
INTRODUCTION
Xcel Energy (NASDAQ: XEL) is a leading energy provider and Fortune 500 company, dedicated to serving millions of electricity and natural gas customers across eight states: Minnesota, Colorado, Wisconsin, Michigan, North Dakota, South Dakota, New Mexico and Texas. We make energy work better for our customers, helping them thrive every day. That means always raising the bar - delivering better service and providing more reliable, resilient, and sustainable energy.
Xcel Energy is a place where you’ll have opportunities to grow, expand your skills, and help lead the clean energy transition. We offer meaningful rewards, recognition, and support to help you build your career and make an impact - both on the job and beyond. Most importantly, it means you’ll be joining a company that knows employees are the driving force behind its success and is committed to helping you be your best.
Xcel Energy supports a hybrid work model to enable collaboration and flexibility. Many roles are expected to work onsite three days per week (Tuesday–Thursday); however, work location expectations vary based on role, team, and business needs.
Position Summary
Manage the day-to-day HR operational service delivery, ensuring timely, accurate, consistent, high-quality HR processes and employee support. Ensure reliable HR services are delivered in a shared services model. Manage benefits administration, HR vendor file integrations, HR vendor relationship management, HR special projects, optimizing HR processes, ensuring compliance with local, state, and federal laws & regulations, and driving operational excellence in administering HR processes.
Essential Responsibilities:
HR Administration & Service Delivery: Oversee and manage HR operations, including benefits administration, annual benefits enrollment, time away from work policies, I-9 verification, and other employee lifecycle processes. Develop, maintain, and enforce HR standard operating procedures (SOPs), checklists, job aids, templates, and knowledge base content to support service delivery. Ensure HR transactions are executed accurately and consistently in the HRIS and related systems. Champion a proactive approach to scaling and streamlining HR administrative tasks, driving operational excellence.
Shared Services Collaboration: Serve as the point of contact for HR Operations workflows and Shared Services coordination. Collaborate with HR Service Center, Benefits, HR Technology, Payroll, Compensation, Talent Acquisition, Workforce Relations, Legal, and other functions to ensure HR Operations tasks are performed seamlessly. Support the resolution of HR Service Center escalations. Identify opportunities to streamline, standardize, and automate HR administrative processes. Lead process improvement initiatives to enhance HR service delivery and efficiency.
Vendor Management: Develop and maintain a close working relationship with vendors for HR services to ensure efficient delivery of services. Meet with vendors to review performance metrics and take corrective action when needed. Ensure accurate and timely data transmission. Review and approve vendor invoices for payment.
Process Governance, Compliance, & Controls: Ensure HR administration practices comply with federal, state, and local laws, company policies, collective bargaining agreements, and audit needs. Identify HR operational risks and implement preventive controls. Maintain appropriate internal controls for sensitive HR data, documentation retention, and data accuracy. Implement corrective action when necessary.
Partnership with HR Technology: Partner with HRIS and IT to maintain data integrity, troubleshoot issues, and improve HR system workflows and user experience. Provide operational requirements and test scenarios for HR operational changes to be implemented. Coordinate testing, data validation, and change management for HR system updates impacting HR operations.
Metrics: Develop dashboards, operational reporting, and metrics for HR Operations. Regularly review and analyze data to inform continuous improvement opportunities.
Leadership & Team Development: Lead, coach, and develop the HR Operations staff. Foster a positive employee experience and continuous improvement mindset with the team. Manage workload distribution, capacity planning, and cross-training to meet project due dates and SLAs. Monitor and manage the budget for the department. Stay current on HR trends, best practices, and legislative changes affecting HR Operations.
MINIMUM REQUIREMENTS
- Bachelor's degree in human resources, business administration, or a related field.
- At least eight years of progressive HR experience, with at least 2 years of leadership experience (may include demonstrated ability to lead through influence in an HR operations environment).
- Strong working knowledge of HR processes, policies, federal/state laws & regulations, HR compliance, data governance, and internal controls.
- Proven ability to manage multiple priorities, analyze operational data, and drive process improvements.
- Demonstrated experience with HRIS systems (e.g. Workday, UKG, ServiceNow, etc.) and proficient in MS Office tools, with advanced Excel skills.
- Strong attention to detail, along with excellent organizational and problem-solving skills.
- Strong communication and team-building skills. Ability to handle sensitive information appropriately.
PREFERRED REQUIREMENTS
- Master’s degree in HR, Business Administration, or closely related field.
- HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
- Experience building or scaling HR shared services delivery models.
- Experience supporting geographically dispersed employee populations across different states.
- Broad HR administrative experience, including supporting a large organization with a wide range of benefit program offerings across union and non-union populations.
Our culture is grounded in shared values and employee commitments that guide how we work, support one another, and grow together.
Our Values
Connected, Committed, Trustworthy, Safe
Our Employee Commitments
- Work that makes a difference
- A team you can count on
- Opportunities to grow
- Rewards that help you thrive
Xcel Energy provides job applicants reasonable accommodations for disabilities throughout the application process. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form.
Non-Bargaining
The anticipated starting base pay for this position is: $97,600.00 to $138,600.00 per year
This position is eligible for the following benefits: Annual Incentive Program, Medical/Pharmacy Plan, Dental, Vision, Life Insurance, Dependent Care Flexible Spending Account, Health Care Flexible Spending Account, Health Savings Account (HSA) (if enrolled in eligible health plan), Limited-Purpose FSA (if enrolled in eligible health plan and HSA), Transportation Reimbursement Account, Short-term disability (STD), Long-term disability (LTD), Employee Assistance Program (EAP), Fitness Center Reimbursement (if enrolled in eligible health plan), Tuition reimbursement, Transit programs, Employee recognition program, Pension, 401(k) plan, Paid time off (PTO), Holidays, Volunteer Paid Time Off (VPTO), Parental Leave
Benefit plans are subject to change and Xcel Energy has the right to end, suspend, or amend any of its plans, at any time, in whole or in part.
In any materials you submit, you may redact or remove age-identifying information including but not limited to dates of school attendance and graduation. You will not be penalized for redacting or removing this information.
Deadline to Apply: 11/30/26
EEO is the Law (PDF) | Equal Opportunity Statement (PDF) | Employee Rights (PDF)
All Xcel Energy employees and contractors share responsibility for protecting the company's information and systems by adhering to cybersecurity policies, standards, and best practices, recognizing that cybersecurity is everyone's responsibility.
Accessibility Statement
Xcel Energy endeavors to make https://www.xcelenergy.com and https://jobs.xcelenergy.com accessible to any and all users. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form. For any other application related questions, including application follow-ups or technical issues, please use our Recruiting Assistance, Electra, for assistance. Electra can be found in the lower right-hand corner of our Xcel Energy Careers site.
See all 509+ H-1B Visa Benefits Consultant Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Benefits Consultant Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Benefits Consultant
Verify your role meets specialty occupation
Benefits Consultant positions must require a specific bachelor's degree, not just any degree. Pull the O*NET profile for Compensation, Benefits, and Job Analysis Specialists to confirm the education requirement language before your employer files the LCA.
Target employers with active LCA filings
Search Migrate Mate to filter Benefits Consultant roles by employers who have already filed H-1B LCAs. This cuts your outreach list to companies that have cleared the DOL certification step before and understand the sponsorship process.
Check the prevailing wage before negotiating
Run your target metro area and SOC code through the OFLC Wage Search before accepting an offer. Your employer's LCA must certify wages at or above the applicable wage level, and knowing the floor protects you from underpayment that could trigger a USCIS RFE.
Flag benefits administration experience on your resume
USCIS scrutinizes whether Benefits Consultant duties genuinely require a specialized degree. Highlight technical skills like ERISA compliance, 401(k) plan administration, or actuarial analysis to reinforce that the role isn't a generalist HR position that any degree covers.
Confirm employer registration status with E-Verify
USCIS requires petitioning employers to be registered entities capable of filing I-129. If a prospective employer uses a staffing intermediary, verify that the actual end-client or the intermediary, not both, is listed as the petitioner and is enrolled in E-Verify.
H-1B Visa Benefits Consultant: Frequently Asked Questions
Does a Benefits Consultant role qualify as an H-1B specialty occupation?
Yes, if the position requires at least a bachelor's degree in a specific field such as human resources, business administration, or finance. Generic roles where any degree suffices don't meet the specialty occupation standard. Your employer's LCA and I-129 must document that the job duties require specialized knowledge tied directly to that field of study.
Which employers sponsor H-1B visas for Benefits Consultants?
Large insurance carriers, HR consulting firms, benefits administration companies, and major corporations with in-house benefits teams have filed H-1B LCAs for this role. Browse Benefits Consultant roles on Migrate Mate to see employers filtered by verified H-1B filing history, so you're applying to companies already familiar with the sponsorship process.
What SOC code applies to Benefits Consultant H-1B filings?
Most Benefits Consultant roles are filed under SOC code 13-1141, Compensation, Benefits, and Job Analysis Specialists. Your employer uses this code when filing the LCA with DOL and on the I-129 petition with USCIS. The prevailing wage USCIS and DOL apply is tied to this code and your worksite's geographic area, so verifying the correct code matters before your offer letter is signed.
Can a Benefits Consultant switch employers while on H-1B?
Yes, through H-1B portability under AC21. If your new employer files an I-129 transfer petition before your current status expires, you can start the new role as soon as the petition is received by USCIS, without waiting for approval. The new role must still qualify as a specialty occupation under the same standards as your original petition.
How does the H-1B lottery affect Benefits Consultant job seekers?
Benefits Consultant roles are cap-subject, meaning your petition enters the annual lottery if you're not already in H-1B status. USCIS accepts registrations in March for an October 1 start. If you're on OPT when selected, cap-gap rules extend your work authorization through September 30. Plan your job search timeline so your employer can submit the I-129 immediately after lottery selection.