H-1B Visa Division Vice President Jobs
Division Vice President jobs with H-1B visa sponsorship sit at the intersection of executive leadership and visa compliance. Employers filing an LCA must certify a prevailing wage for a specific worksite, and your offer letter, degree credentials, and specialty occupation documentation all shape whether USCIS approves the petition.
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Get Access To All JobsINTRODUCTION
We are so glad you are interested in joining Sutter Health!
ABOUT THE JOB
Sutter Roseville Medical Center offers acute care for all ages in a healing environment enhanced by a 57-acre, oak-studded landscape. Sutter Roseville has 405 licensed beds, a full array of services and programs designed to serve the growing community, and a level II American College of Surgeons-verified Trauma Center serving a seven-county region. In Roseville, we provide integrated healthcare services through the growing Sutter Roseville Medical Center, Sutter Medical Foundation and Sutter Rehabilitation Institute. Specialized services include Sutter Cancer Center, Roseville, the Family Birth Center, and the Trauma Center. The Division Vice President, Chief Executive Officer (CEO), Sutter Roseville Medical Center (SRMC), provides strategic and operational leadership for the acute care campus and aligns entity priorities with Sutter Health strategy. The CEO integrates medical staff, nursing, clinical, and support services to advance safe, high-quality, affordable care and an excellent patient and workforce experience. The role is accountable for hospital operations, long-range planning, financial performance, regulatory compliance, community relationships, and effective partnership with the hospital Board. Reporting to the Division President, the CEO collaborates with the Chief Medical Executive, Chief Nurse Executive, and other senior leaders and serves as a member of the Sutter Division Leadership Team. The CEO also partners with ambulatory and physician leaders to develop coordinated approaches to service growth and care delivery. The CEO is also responsible for directing patient care efforts through the hospital's senior leadership team to guide managers and supervisors of the individual departments within the acute care entities and service lines. The position has overall responsibility for the managers and supervisors' development and implementation of plan(s) for the hospital staffing, program development, directing and monitoring hospital operations, quality improvement programs and sound fiscal management of the departments. The CEO may also have responsibility for outpatient and ambulatory operations, including but not limited to, clinics, urgent care centers, surgery centers, specialty care, same-day/walk-ins, clinical service lines and support and shared services. The CEO sets the tone and processes for a culture that rewards leadership, teamwork, innovation, and accountability, and promotes productive collaboration among senior team members, departments, and all other management levels.
Education
- Bachelor's degree in healthcare or related field required.
- Master's degree in business, Healthcare Administration preferred.
Experience
- Must have significant experience in healthcare administration at the administrator, assistant/associate administrator or similar level.
- Experience must demonstrate competence and success in financial operations, new business planning, development, implementation and management, board and physician relations and management development.
- Executive level experience in a multi-facility/matrix management healthcare system strongly desired.
- Demonstrated track record in delivering excellence in the Triple Aim (access, affordability and quality).
- Strong experience engaging employees, physicians and community leaders.
- Prior demonstrated philanthropy experience desired.
- Experience in healthcare business development and acquisition activities.
- Experience in developing business and strategic plans for healthcare service lines.
- Strong knowledge and experience in understanding operational impact on finances, costs, and efficiency.
- Demonstrated understanding and experience in the use of lean to drive management and operational processes.
- Experience providing leadership to operations teams in an ambulatory setting.
KNOWLEDGE
- Must have an in-depth working knowledge of healthcare administration, operations and departments, with a strong emphasis on and understanding of multi-specialty medical group operations, financial management, strategic planning, physician relations, patient care, quality assessment and improvement, risk management and human resource management.
- Have a solid working knowledge of applicable laws and operating guidelines.
- Strong understanding of the trends and issues affecting the healthcare industry, including managed care, clinical integration and quality outcomes.
- Working knowledge of all legal guidelines and requirements of accrediting bodies.
SKILLS
- Must have excellent interpersonal and communication skills (written, verbal and presentation/public speaking).
- Demonstrated skills in leadership, conflict identification and resolution, group problem solving and group process as well as organization and prioritization.
- Effective as a team leader and team member, with a bias toward timely and appropriate action.
- Possesses a customer service excellence orientation, with emphasis on continuous quality improvement.
- Demonstrated effective organizational performance improvement skills, in-depth working knowledge of integrated healthcare organization and administration, agency standards/compliance, and laws applicable to healthcare operations is required.
- Ability to balance clinical and financial goals with the healthcare needs and challenges facing targeted audiences and their related communities.
- Strong skills in identifying, planning, and executing appropriate and successful healthcare business strategies to meet changing organizational and community needs, and regulatory requirements.
- Politically savvy and an excellent communicator with a successful track record of leading strategic initiatives and building innovative, high quality, healthcare delivery systems in collaboration with professional and community partners.
- Well-developed skills in problem-identification, persuasion, and negotiation.
- Effective team leader and team member skills, with a bias toward timely and appropriate action.
- Demonstrated skills in leadership, conflict identification and resolution, group problem solving and group process as well as organization and prioritization.
- Exceptional interpersonal skills, with the ability to establish and maintain effective working relationships with foundation management, physician providers, nursing, key departments and individuals at all levels inside and outside of Sutter Health.
- Well-developed and engaging communication skills (written, verbal and presentation/public speaking), including the ability to tailor presentations to a specific audience, and address and interact with large groups.
- Proven ability explaining complex medical/clinical information and concepts in plain language.
- Excellent customer service orientation, with emphasis on continuous quality improvement.
JOB SHIFT
Days
SCHEDULE
Full Time
DAYS OF THE WEEK
Monday - Friday
WEEKEND REQUIREMENTS
As Needed
BENEFITS
Yes
UNIONS
No
POSITION STATUS
Exempt
WEEKLY HOURS
40
EMPLOYEE STATUS
Regular
Sutter Health is an equal opportunity employer EOE/M/F/Disability/Veterans.
Pay Range is $554,400.00 to $750,000.00 / annual salary
The posted pay range is based on the position's primary work location. Candidates who reside and work outside of that location may be subject to a different pay range based on their work location. Candidate starting salaries consider multiple factors, including, but not limited to a candidate’s experience, education, skills, licensure, certifications, departmental equity, training, and organizational needs. Base pay is only one component of Sutter Health’s comprehensive total rewards program. Eligible positions also include a comprehensive benefits package.
INTRODUCTION
We are so glad you are interested in joining Sutter Health!
ABOUT THE JOB
Sutter Roseville Medical Center offers acute care for all ages in a healing environment enhanced by a 57-acre, oak-studded landscape. Sutter Roseville has 405 licensed beds, a full array of services and programs designed to serve the growing community, and a level II American College of Surgeons-verified Trauma Center serving a seven-county region. In Roseville, we provide integrated healthcare services through the growing Sutter Roseville Medical Center, Sutter Medical Foundation and Sutter Rehabilitation Institute. Specialized services include Sutter Cancer Center, Roseville, the Family Birth Center, and the Trauma Center. The Division Vice President, Chief Executive Officer (CEO), Sutter Roseville Medical Center (SRMC), provides strategic and operational leadership for the acute care campus and aligns entity priorities with Sutter Health strategy. The CEO integrates medical staff, nursing, clinical, and support services to advance safe, high-quality, affordable care and an excellent patient and workforce experience. The role is accountable for hospital operations, long-range planning, financial performance, regulatory compliance, community relationships, and effective partnership with the hospital Board. Reporting to the Division President, the CEO collaborates with the Chief Medical Executive, Chief Nurse Executive, and other senior leaders and serves as a member of the Sutter Division Leadership Team. The CEO also partners with ambulatory and physician leaders to develop coordinated approaches to service growth and care delivery. The CEO is also responsible for directing patient care efforts through the hospital's senior leadership team to guide managers and supervisors of the individual departments within the acute care entities and service lines. The position has overall responsibility for the managers and supervisors' development and implementation of plan(s) for the hospital staffing, program development, directing and monitoring hospital operations, quality improvement programs and sound fiscal management of the departments. The CEO may also have responsibility for outpatient and ambulatory operations, including but not limited to, clinics, urgent care centers, surgery centers, specialty care, same-day/walk-ins, clinical service lines and support and shared services. The CEO sets the tone and processes for a culture that rewards leadership, teamwork, innovation, and accountability, and promotes productive collaboration among senior team members, departments, and all other management levels.
Education
- Bachelor's degree in healthcare or related field required.
- Master's degree in business, Healthcare Administration preferred.
Experience
- Must have significant experience in healthcare administration at the administrator, assistant/associate administrator or similar level.
- Experience must demonstrate competence and success in financial operations, new business planning, development, implementation and management, board and physician relations and management development.
- Executive level experience in a multi-facility/matrix management healthcare system strongly desired.
- Demonstrated track record in delivering excellence in the Triple Aim (access, affordability and quality).
- Strong experience engaging employees, physicians and community leaders.
- Prior demonstrated philanthropy experience desired.
- Experience in healthcare business development and acquisition activities.
- Experience in developing business and strategic plans for healthcare service lines.
- Strong knowledge and experience in understanding operational impact on finances, costs, and efficiency.
- Demonstrated understanding and experience in the use of lean to drive management and operational processes.
- Experience providing leadership to operations teams in an ambulatory setting.
KNOWLEDGE
- Must have an in-depth working knowledge of healthcare administration, operations and departments, with a strong emphasis on and understanding of multi-specialty medical group operations, financial management, strategic planning, physician relations, patient care, quality assessment and improvement, risk management and human resource management.
- Have a solid working knowledge of applicable laws and operating guidelines.
- Strong understanding of the trends and issues affecting the healthcare industry, including managed care, clinical integration and quality outcomes.
- Working knowledge of all legal guidelines and requirements of accrediting bodies.
SKILLS
- Must have excellent interpersonal and communication skills (written, verbal and presentation/public speaking).
- Demonstrated skills in leadership, conflict identification and resolution, group problem solving and group process as well as organization and prioritization.
- Effective as a team leader and team member, with a bias toward timely and appropriate action.
- Possesses a customer service excellence orientation, with emphasis on continuous quality improvement.
- Demonstrated effective organizational performance improvement skills, in-depth working knowledge of integrated healthcare organization and administration, agency standards/compliance, and laws applicable to healthcare operations is required.
- Ability to balance clinical and financial goals with the healthcare needs and challenges facing targeted audiences and their related communities.
- Strong skills in identifying, planning, and executing appropriate and successful healthcare business strategies to meet changing organizational and community needs, and regulatory requirements.
- Politically savvy and an excellent communicator with a successful track record of leading strategic initiatives and building innovative, high quality, healthcare delivery systems in collaboration with professional and community partners.
- Well-developed skills in problem-identification, persuasion, and negotiation.
- Effective team leader and team member skills, with a bias toward timely and appropriate action.
- Demonstrated skills in leadership, conflict identification and resolution, group problem solving and group process as well as organization and prioritization.
- Exceptional interpersonal skills, with the ability to establish and maintain effective working relationships with foundation management, physician providers, nursing, key departments and individuals at all levels inside and outside of Sutter Health.
- Well-developed and engaging communication skills (written, verbal and presentation/public speaking), including the ability to tailor presentations to a specific audience, and address and interact with large groups.
- Proven ability explaining complex medical/clinical information and concepts in plain language.
- Excellent customer service orientation, with emphasis on continuous quality improvement.
JOB SHIFT
Days
SCHEDULE
Full Time
DAYS OF THE WEEK
Monday - Friday
WEEKEND REQUIREMENTS
As Needed
BENEFITS
Yes
UNIONS
No
POSITION STATUS
Exempt
WEEKLY HOURS
40
EMPLOYEE STATUS
Regular
Sutter Health is an equal opportunity employer EOE/M/F/Disability/Veterans.
Pay Range is $554,400.00 to $750,000.00 / annual salary
The posted pay range is based on the position's primary work location. Candidates who reside and work outside of that location may be subject to a different pay range based on their work location. Candidate starting salaries consider multiple factors, including, but not limited to a candidate’s experience, education, skills, licensure, certifications, departmental equity, training, and organizational needs. Base pay is only one component of Sutter Health’s comprehensive total rewards program. Eligible positions also include a comprehensive benefits package.
See all H-1B Visa Division Vice President Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Division Vice President Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Division Vice President
Frame your credentials around specialty occupation
A Division VP role qualifies as a specialty occupation when it requires a bachelor's degree in a directly related field such as business administration, finance, or engineering. Pull together transcripts, any advanced degrees, and a detailed job description that ties your academic background to the specific duties before you approach employers.
Use OFLC Wage Search before salary negotiations
Your employer must certify a prevailing wage on the LCA before USCIS will approve your petition. Run your SOC code and worksite location through OFLC Wage Search early so you understand the floor the employer is locked into and can structure your compensation conversation accordingly.
Target companies with multi-state H-1B filing history
Division VP roles often span multiple regional offices. Employers who have filed H-1B LCAs across several worksites already understand that each location requires its own certified LCA. Find those employers on Migrate Mate, where DOL filing history is verified by employer and role type.
Secure your 60-day grace period before resigning
If your current H-1B ends or your employer withdraws the petition, you have a 60-day grace period. For a VP-level search that takes longer than average, start the new petition process while still employed so your status stays continuous and you don't depend on that window.
Request premium processing during offer negotiations
USCIS premium processing cuts the I-129 adjudication to 15 business days. At the VP level, employers often accept this cost as part of executive onboarding. Build the ask into your offer discussions before the petition is filed, not after, since it can't always be added retroactively without delay.
Verify worksite compliance when the role involves travel
Division VP positions frequently require time at subsidiary locations or client sites. DOL requires a certified LCA for each principal worksite, and short-term placements have specific posting rules. Confirm with your employer's immigration counsel which sites need separate LCA coverage before accepting an itinerant role structure.
H-1B Visa Division Vice President: Frequently Asked Questions
Does a Division Vice President role qualify as an H-1B specialty occupation?
Yes, when the position requires at least a bachelor's degree in a directly related field such as business administration, finance, operations management, or engineering. Employers strengthen the case by writing job descriptions that explicitly tie degree-level knowledge to the core duties, distinguish the role from generalist management, and document why a specific academic discipline is a minimum requirement.
How do I find employers who actively sponsor H-1B visas for VP-level roles?
Start with Migrate Mate, which lists employers with verified H-1B LCA filing history searchable by role type and location. Because VP-level sponsorships are less common than individual contributor roles, focusing on companies that have filed LCAs for senior management positions specifically saves time compared to cold-applying to employers with no executive sponsorship track record.
What happens to my H-1B status if the company reorganizes and my division changes?
A material change in job duties, title, or worksite can require an amended I-129 petition before the change takes effect. If your division is renamed or restructured but your core duties remain the same, an amendment may not be needed. Your employer's immigration counsel should assess whether the reorganization triggers an amended petition obligation under USCIS portability rules.
Can my employer sponsor my H-1B while I'm on a dependent visa or in another nonimmigrant status?
Yes. Many executives transition from L-1 visa, TN visa, or O-1 visa status by filing an H-1B change of status petition or by applying at a consulate abroad. If you're subject to the annual cap, the selection rules have changed recently, so confirm the current process with USCIS before assuming a previous cycle's calendar applies to your case.
Does a Division VP role require a separate LCA if I work from a home office in a different state than headquarters?
Yes. Each principal worksite, including a home office in a different metropolitan statistical area, requires its own certified LCA. Your employer must post the LCA notice at the remote location and certify the prevailing wage for that specific geography. This is a common compliance gap for executive roles where remote or hybrid arrangements are assumed but never formally documented with DOL.