H-1B Visa Director of Talent Management Jobs
H-1B visa jobs for Director of Talent Management roles are available at large employers who structure the position around strategic workforce planning, organizational development, and HR analytics, all duties that support a specialty occupation filing. Employers sponsor H-1B status for up to three years, extendable to six, and must file a certified LCA for each worksite before petitioning USCIS.
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Get Access To All JobsINTRODUCTION
Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast.
JOB SUMMARY
The Sr Director, Skills Intelligence leads the enterprise skills strategy, translating business priorities and future workforce needs into the skills required to build, buy, borrow, or automate. This role establishes the architecture, governance, technology, and adoption model that embeds trusted skills intelligence across workforce planning, talent management, learning, performance, recruitment, and internal mobility. In partnership with business and HR leaders, this role uses AI, analytics, and market insights to improve workforce decisions, employee opportunity, and measurable business outcomes.
Responsibilities:
- Lead the enterprise Skills Intelligence function, defining the strategy, roadmap, operating model, governance, and measures of success.
- Translate business strategy into priority skills and assess skill supply, demand, proficiency, gaps, and risk to guide build, buy, borrow, mobility, and automation decisions.
- Create and govern the enterprise skills architecture, including taxonomy, proficiency frameworks, validation methods, standards, and decision rights.
- Apply AI, automation, analytics, and market intelligence to infer and validate skills, identify adjacencies, match talent to opportunities, and keep skills profiles current.
- Partner with business, HR, and technology leaders to embed skills into workforce planning, talent, learning, performance, recruitment, and internal mobility decisions.
- Drive leader, HR, and employee adoption by making skills-based practices simple, transparent, and valuable for development, career visibility, and access to opportunity.
- Ensure skills data quality, privacy, interoperability, bias monitoring, transparency, and appropriate human oversight.
- Measure impact through workforce readiness, internal mobility, targeted development, hiring effectiveness, talent deployment, adoption, and business performance.
EMPLOYEES AT ALL LEVELS ARE EXPECTED TO:
- Understand our Operating Principles; make them the guidelines for how you do your job.
- Own the customer experience think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.
- Know your stuff be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.
- Win as a team make big things happen by working together and being open to new ideas.
- Be an active part of the Net Promoter System a way of working that brings more employee and customer feedback into the company by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.
- Drive results and growth.
- Support a culture of inclusion in how you work and lead.
- Do what's right for each other, our customers, investors and our communities.
DISCLAIMER: This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications.
Comcast is an equal opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information, or any other basis protected by applicable law.
SKILLS:
Executive Leadership; Business Acumen; Organizational Development (OD); Change Management; Stakeholder Management; Strategic Thinking; Leadership Development Programs
Base pay is one part of the Total Rewards that Comcast provides to compensate and recognize employees for their work. Most sales positions are eligible for a Commission under the terms of an applicable plan, while most non-sales positions are eligible for a Bonus. Additionally, Comcast provides best-in-class Benefits to eligible employees. We believe that benefits should connect you to the support you need when it matters most, and should help you care for those who matter most. That’s why we provide an array of options, expert guidance and always-on tools, that are personalized to meet the needs of your reality - to help support you physically, financially and emotionally through the big milestones and in your everyday life. Please visit the compensation and benefits summary on our careers site for more details.
INTRODUCTION
Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast.
JOB SUMMARY
The Sr Director, Skills Intelligence leads the enterprise skills strategy, translating business priorities and future workforce needs into the skills required to build, buy, borrow, or automate. This role establishes the architecture, governance, technology, and adoption model that embeds trusted skills intelligence across workforce planning, talent management, learning, performance, recruitment, and internal mobility. In partnership with business and HR leaders, this role uses AI, analytics, and market insights to improve workforce decisions, employee opportunity, and measurable business outcomes.
Responsibilities:
- Lead the enterprise Skills Intelligence function, defining the strategy, roadmap, operating model, governance, and measures of success.
- Translate business strategy into priority skills and assess skill supply, demand, proficiency, gaps, and risk to guide build, buy, borrow, mobility, and automation decisions.
- Create and govern the enterprise skills architecture, including taxonomy, proficiency frameworks, validation methods, standards, and decision rights.
- Apply AI, automation, analytics, and market intelligence to infer and validate skills, identify adjacencies, match talent to opportunities, and keep skills profiles current.
- Partner with business, HR, and technology leaders to embed skills into workforce planning, talent, learning, performance, recruitment, and internal mobility decisions.
- Drive leader, HR, and employee adoption by making skills-based practices simple, transparent, and valuable for development, career visibility, and access to opportunity.
- Ensure skills data quality, privacy, interoperability, bias monitoring, transparency, and appropriate human oversight.
- Measure impact through workforce readiness, internal mobility, targeted development, hiring effectiveness, talent deployment, adoption, and business performance.
EMPLOYEES AT ALL LEVELS ARE EXPECTED TO:
- Understand our Operating Principles; make them the guidelines for how you do your job.
- Own the customer experience think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.
- Know your stuff be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.
- Win as a team make big things happen by working together and being open to new ideas.
- Be an active part of the Net Promoter System a way of working that brings more employee and customer feedback into the company by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.
- Drive results and growth.
- Support a culture of inclusion in how you work and lead.
- Do what's right for each other, our customers, investors and our communities.
DISCLAIMER: This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications.
Comcast is an equal opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information, or any other basis protected by applicable law.
SKILLS:
Executive Leadership; Business Acumen; Organizational Development (OD); Change Management; Stakeholder Management; Strategic Thinking; Leadership Development Programs
Base pay is one part of the Total Rewards that Comcast provides to compensate and recognize employees for their work. Most sales positions are eligible for a Commission under the terms of an applicable plan, while most non-sales positions are eligible for a Bonus. Additionally, Comcast provides best-in-class Benefits to eligible employees. We believe that benefits should connect you to the support you need when it matters most, and should help you care for those who matter most. That’s why we provide an array of options, expert guidance and always-on tools, that are personalized to meet the needs of your reality - to help support you physically, financially and emotionally through the big milestones and in your everyday life. Please visit the compensation and benefits summary on our careers site for more details.
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Director of Talent Management
Frame your credentials around specialty occupation
Your degree in human resources, organizational psychology, industrial-organizational psychology, or a directly related field is what anchors the specialty occupation claim. Pull your transcripts and map your coursework to the strategic and analytical duties in the job description before interviews start.
Search LCA data to identify active sponsors
Use the OFLC Wage Search to look up certified LCAs under SOC code 11-3121, Human Resources Managers. Employers who have recently certified LCAs for this title have already established the specialty occupation basis and are structurally set up to sponsor again.
Find verified H-1B sponsors on Migrate Mate
Migrate Mate lists employers with verified H-1B visa LCA filing history for talent management roles, searchable by location and job function. Starting your search here cuts out companies that have never filed for this occupation and reduces dead-end applications significantly.
Clarify multi-site reporting lines before accepting
If the role oversees HR teams across multiple offices, each worksite where you'll work needs its own certified LCA filed with DOL before your I-129 is submitted to USCIS. Confirm with the employer which locations are listed and whether split-site filings are part of their timeline.
Distinguish your role from generalist HR positions
USCIS scrutinizes talent management titles that blend administrative HR with strategic duties. Ask the employer to draft the LCA job duties around workforce analytics, succession planning, and org design rather than benefits administration or payroll, which weaken the specialty occupation argument.
Use O*NET to benchmark the degree requirement
O*NET classifies Human Resources Managers at Job Zone 4, requiring a bachelor's degree at minimum. Reference this classification when discussing the role's requirements with HR or legal teams, as it supports the employer's specialty occupation documentation submitted to USCIS.
H-1B Visa Director of Talent Management: Frequently Asked Questions
Does a Director of Talent Management role qualify as a specialty occupation for H-1B purposes?
Yes, Director of Talent Management roles typically qualify as a specialty occupation when the position requires at least a bachelor's degree in human resources, organizational psychology, business administration, or a closely related field. The role must center on strategic duties like workforce planning, talent analytics, and organizational development rather than routine administrative HR tasks. Employers document this in the LCA and I-129 petition submitted to USCIS.
Which employers sponsor H-1B visas for Director of Talent Management positions?
Large enterprises in technology, financial services, healthcare, and professional services are the most consistent sponsors for this title. These organizations have dedicated immigration teams, established LCA filing processes with DOL, and recurring talent needs at the director level. Migrate Mate lets you browse employers with verified H-1B LCA filing history for talent management roles, filtered by city and industry.
What happens to my H-1B status if I move to a different office location?
Each worksite where you perform H-1B duties requires its own certified LCA from DOL before you begin working there. If your employer asks you to work from a new office not covered by your current LCA, they must file an amended LCA and, in most cases, an amended I-129 with USCIS before your first day at that location. This is a strict compliance requirement, not a formality.
How long does H-1B sponsorship last for a Director of Talent Management role?
H-1B status is initially granted for up to three years and can be extended for an additional three years, reaching a six-year maximum under standard rules. Extensions beyond six years are possible only if a PERM labor certification or I-140 immigrant petition has been filed and meets specific age-of-filing thresholds. Discuss the long-term immigration timeline with your employer before accepting an offer.
Can my employer use a single LCA if I work remotely from home?
Remote work from your home address is treated as a separate worksite under DOL rules. If your home is not listed on the certified LCA, your employer generally needs to file a new LCA covering that location before you work there. Short-term placements under 30 days in a rolling year may qualify for a short-term placement exception, but director-level roles with ongoing remote arrangements rarely meet that threshold.