H-1B Visa Director Of People Jobs
Director of People roles sit at the intersection of HR strategy and legal compliance, which makes H-1B visa sponsorship more common than you might expect. Employers filing LCAs for this title must classify it under a specialty occupation, document the degree requirement, and certify a prevailing wage through DOL before USCIS can approve your petition.
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Get Access To All JobsINTRODUCTION
Voice AI that resolves, not transfers.
Most phone systems trap callers in menus and scripts. Vapi is the platform for deploying voice agents that know your business and can listen, adapt, and resolve in minutes.
- The numbers: 1 billion calls. 1 million developers. 10x enterprise ARR growth
- The customers: Amazon Ring, ServiceTitan, New York Life, Intuit, Kavak, and thousands more, from YC startups to the Fortune 500
- The news: a $50M Series B led by Peak XV Partners, with Bessemer Venture Partners, Kleiner Perkins, M12 (Microsoft's Venture Fund), Y Combinator, and our earlier backers. Total raised: $72M
Vapi (/ˈVɑːpi/):
- Voice AI that resolves, not transfers
- Powering 1 billion calls for companies like Amazon Ring, Intuit, ServiceTitan, and New York Life
- Trusted by 1 million developers building the future of voice agents
- Backed by Peak XV, Bessemer, Kleiner Perkins, M12, Y Combinator, and more with $72M raised
- Try talking to Vapi now!
WHY WE’RE HIRING THIS ROLE:
- We're scaling fast, and how we develop, reward, and support our people needs to keep pace with the business
- We're ready for a dedicated People leader, reporting to the CEO, to own everything post-hire: performance, comp, culture, L&D, and HR operations (Talent Acquisition is a separate function you'll partner with)
- Most of this doesn't exist yet. You'll build it from scratch, not inherit it
WHAT YOU’LL DO:
-
30 Day:
- Meet leadership, managers, and employees across the company; audit current programs, systems, and compliance; establish your operating rhythm with the CEO and Head of Talent
-
60 Day:
-
Deliver a diagnosis of the People function and a prioritized 12-month roadmap; ship quick wins on the most urgent gaps; stand up baseline people metrics the exec team can rely on
-
90 Day:
-
Launch the first major program from your roadmap (performance cycle or comp bands); put manager development in motion; operate as a trusted thought partner to the leadership team
WHO YOU ARE:
- 8+ years in People/HR, including leading the function at a high-growth tech company
- A builder: you've created performance, comp, and culture programs from scratch, not just run inherited ones
- Strong judgment on hard calls: employee relations, managing out, restructures. Direct, kind, and decisive
- Data-driven: you build and defend people metrics with an executive team
- Low ego, high ownership: comfortable being hands-on while building the team underneath you
HOW WE WORK:
-
Build something worthy of love
- Craft matters. We aim to build products and experiences customers genuinely love, not just tolerate.
-
Commit and follow through
-
We finish what we start and build trust by being people others can count on.
-
Why not today?
-
We value urgency and momentum. The fastest path to customer value usually wins.
-
Seek raw input
-
We go directly to customers, data, and teammates instead of relying on summaries or assumptions.
-
It’s our problem
-
We operate as one team. We share credit, own mistakes together, and support each other when things get hard.
-
Be direct and kind
-
We give feedback clearly, respectfully, and without delay.
WHY VAPI:
- Generational impact: Build the human interface for every business
- Ownership culture: Many of us are previous founders
- Kind team: The founders, Jordan and Nikhil, are Canadians
- Tier-1 Investors: YC, KP seed, Bessemer Series A
WHAT WE OFFER:
- Real stake: We offer a competitive salary and excellent equity ownership
- Comprehensive health coverage: medical, dental, and vision plans
- Team love: We love hanging out, and we do quarterly off-sites
- Flexible time off: take what you need
- More: catered meals, transportation, gym, and a $10k annual L&D budget
COMPENSATION RANGE: $220K - $260K
INTRODUCTION
Voice AI that resolves, not transfers.
Most phone systems trap callers in menus and scripts. Vapi is the platform for deploying voice agents that know your business and can listen, adapt, and resolve in minutes.
- The numbers: 1 billion calls. 1 million developers. 10x enterprise ARR growth
- The customers: Amazon Ring, ServiceTitan, New York Life, Intuit, Kavak, and thousands more, from YC startups to the Fortune 500
- The news: a $50M Series B led by Peak XV Partners, with Bessemer Venture Partners, Kleiner Perkins, M12 (Microsoft's Venture Fund), Y Combinator, and our earlier backers. Total raised: $72M
Vapi (/ˈVɑːpi/):
- Voice AI that resolves, not transfers
- Powering 1 billion calls for companies like Amazon Ring, Intuit, ServiceTitan, and New York Life
- Trusted by 1 million developers building the future of voice agents
- Backed by Peak XV, Bessemer, Kleiner Perkins, M12, Y Combinator, and more with $72M raised
- Try talking to Vapi now!
WHY WE’RE HIRING THIS ROLE:
- We're scaling fast, and how we develop, reward, and support our people needs to keep pace with the business
- We're ready for a dedicated People leader, reporting to the CEO, to own everything post-hire: performance, comp, culture, L&D, and HR operations (Talent Acquisition is a separate function you'll partner with)
- Most of this doesn't exist yet. You'll build it from scratch, not inherit it
WHAT YOU’LL DO:
-
30 Day:
- Meet leadership, managers, and employees across the company; audit current programs, systems, and compliance; establish your operating rhythm with the CEO and Head of Talent
-
60 Day:
-
Deliver a diagnosis of the People function and a prioritized 12-month roadmap; ship quick wins on the most urgent gaps; stand up baseline people metrics the exec team can rely on
-
90 Day:
-
Launch the first major program from your roadmap (performance cycle or comp bands); put manager development in motion; operate as a trusted thought partner to the leadership team
WHO YOU ARE:
- 8+ years in People/HR, including leading the function at a high-growth tech company
- A builder: you've created performance, comp, and culture programs from scratch, not just run inherited ones
- Strong judgment on hard calls: employee relations, managing out, restructures. Direct, kind, and decisive
- Data-driven: you build and defend people metrics with an executive team
- Low ego, high ownership: comfortable being hands-on while building the team underneath you
HOW WE WORK:
-
Build something worthy of love
- Craft matters. We aim to build products and experiences customers genuinely love, not just tolerate.
-
Commit and follow through
-
We finish what we start and build trust by being people others can count on.
-
Why not today?
-
We value urgency and momentum. The fastest path to customer value usually wins.
-
Seek raw input
-
We go directly to customers, data, and teammates instead of relying on summaries or assumptions.
-
It’s our problem
-
We operate as one team. We share credit, own mistakes together, and support each other when things get hard.
-
Be direct and kind
-
We give feedback clearly, respectfully, and without delay.
WHY VAPI:
- Generational impact: Build the human interface for every business
- Ownership culture: Many of us are previous founders
- Kind team: The founders, Jordan and Nikhil, are Canadians
- Tier-1 Investors: YC, KP seed, Bessemer Series A
WHAT WE OFFER:
- Real stake: We offer a competitive salary and excellent equity ownership
- Comprehensive health coverage: medical, dental, and vision plans
- Team love: We love hanging out, and we do quarterly off-sites
- Flexible time off: take what you need
- More: catered meals, transportation, gym, and a $10k annual L&D budget
COMPENSATION RANGE: $220K - $260K
See all 1,151+ H-1B Visa Director Of People Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Director Of People Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Director Of People
Document your degree-to-role alignment
USCIS scrutinizes specialty occupation status for people-operations titles. Pull your transcripts and map coursework in HR management, organizational behavior, or industrial psychology directly to your job duties before your employer files Form I-129.
Target employers with existing HR petition history
Search Migrate Mate to filter Director of People roles by verified LCA filing history. Employers who have already classified this title under a specialty occupation are far less likely to face an RFE on your petition.
Verify the prevailing wage tier before negotiating
Use the OFLC Wage Search to look up wage levels for HR management occupations in your target metro. Your offered salary must meet at least Level II, and mismatches between the LCA wage and your offer letter trigger DOL compliance issues before USCIS even sees the file.
Confirm the role qualifies as a specialty occupation
Review the O*NET profile for Chief Human Resources Officers and HR Managers to confirm the occupation requires a specific bachelor's degree. Job descriptions that list a degree as preferred rather than required give USCIS grounds to deny specialty occupation status.
Ask about cap-exempt filing pathways during interviews
Universities, nonprofits, and government research organizations can file H-1B petitions outside the annual cap and lottery. Director of People roles exist at these institutions, and cap-exempt filings can start any time of year with faster adjudication timelines.
Plan your status bridge if you're on OPT
If you're transitioning from F-1 OPT, your employer must file by April 1 for an October 1 start. A gap between OPT expiration and H-1B activation can interrupt employment, so confirm your employer's internal HR and legal timelines at least six months before your OPT ends.
H-1B Visa Director Of People: Frequently Asked Questions
Do Director of People roles qualify as a specialty occupation for H-1B purposes?
They can, but the classification isn't automatic. USCIS requires the employer to show the position normally requires a bachelor's degree in a specific field such as human resources management, organizational psychology, or business administration. A vague job description listing any degree as acceptable is one of the most common reasons people-operations titles receive RFEs on specialty occupation grounds.
How do I find employers who have already sponsored H-1B visas for this role?
Migrate Mate shows verified LCA filing history filtered by job title and employer, so you can identify companies that have already classified Director of People as a specialty occupation and had petitions approved. Targeting those employers significantly reduces the risk of a denial based on occupation classification.
What happens to my H-1B petition if my employer restructures and eliminates my role?
Your H-1B status is tied to the specific employer and position listed on the approved petition. If the role is eliminated, your status ends. You have a 60-day grace period after involuntary termination to find a new H-1B sponsor, transfer your status, change to another visa category, or depart. Acting quickly is critical because the grace period doesn't restart if you move between statuses.
Can a Director of People role support an EB-2 or EB-1C green card petition later?
Yes. Director of People roles commonly support EB-2 petitions through PERM labor certification, which requires DOL to certify no qualified U.S. workers are available for the position. At more senior levels, particularly VP of People or Chief People Officer with multi-country scope, the role may qualify for an EB-1C multinational manager or executive petition, which bypasses PERM entirely.
Does H-1B sponsorship for a people-operations role require PERM labor certification?
No. PERM is a green card process, not an H-1B requirement. For the H-1B petition itself, your employer files a Labor Condition Application with DOL, which certifies the offered wage meets the prevailing wage for your occupation and location. That process typically takes seven to ten business days and is a prerequisite to the USCIS I-129 petition filing.