H-1B Visa Employee Relations Manager Jobs
Employee Relations Manager roles qualify for H-1B sponsorship as specialty occupations requiring a bachelor's degree in human resources, labor relations, or a related field. Employers across corporate HR, healthcare, and higher education regularly file LCAs for this role. No lottery slot is guaranteed, but filing volume for HR management positions has stayed steady.
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Get Access To All JobsEmployee Relations Manager - West Region
- (192503)
At HDR, our employee‑ownership model shapes everything we do, including how we support and care for our people. Our diverse service lines, including Water, Architecture, Building Engineering Services, Field Services, Power, Waste, Industrial, and Transportation reflect our commitment to shaping resilient, sustainable, and forward‑thinking communities around the world. Across these disciplines, our teams design and deliver solutions that safeguard public health, enhance quality of life, power innovation, and drive responsible growth. Whether advancing clean water, creating healing and learning environments, engineering next‑generation facilities, or building the infrastructure that moves people and energy, our work is rooted in technical excellence and a shared sense of purpose. Our employee‑owners collaborate across specialties, combining creativity, precision, and deep expertise to solve the most complex challenges facing our clients and communities.
We are looking for an Employee Relations Manager, West Region to provide employee relations support to Western United States and a portion of the Central region of the US, who not only understands This role requires a professional with a technical foundation of employment law, but who believes that strong relationships, accountability, and proactive support create the conditions where employees and teams can thrive.
You will bring deep knowledge of federal, state, and local employment laws, paired with exceptional analytical and problem‑solving abilities. Just as important, you are a clear and thoughtful communicator who can translate complex information into practical, actionable guidance that empowers employees and leaders alike.
We seek a collaborative, influential partner who builds meaningful connections across all levels of the organization. In this role, you will help shape a preventative and proactive environment where voices are valued, and our shared ownership culture comes to life through fair, consistent, people‑focused practices.
You will actively monitor external trends and emerging best practices to ensure HDR continues to be an employer of choice. Through proactive programs, thoughtful coaching, and data‑informed insights, you’ll help us uphold a workplace that reflects our values, supports individual success, and strengthens our organization as a whole.
By aligning employee needs with HDR’s goals and values, you will support and advance a forward‑thinking employee relations approach, one that enhances employee experience, fosters trust, and reinforces what makes HDR a great place to build a career.
Primary Responsibilities:
- Provide guidance on escalated employee relations issues, including but not limited to disciplinary action, performance management, and conflict resolution.
- Conduct thorough and timely investigations on escalated employee complaints and serious policy violations in a fair and consistent manner.
- Assist in legal and compliance matters, such as lawsuits and agency audits.
- Advice on reductions in force and terminations of employment in partnership with human resources and management.
- Provide guidance to human resources on complicated ADA accommodation requests.
- Support employee relations initiatives in alignment with HDR policies and business objectives while aligning employee needs with HDR goals and values.
- Assist with the tracking and analyzing of employee relations data to be used to identify the root cause and develop actionable solutions and preventative and proactive trainings.
- Ability to think critically and strategically will be essential to your success.
Required Qualifications
- Bachelor’s degree in Human Resources, Industrial Relations, or a related field
- Eight years of progressive employee relations experience
- Professional certification in HR (e.g., PHR, SPHR, SHRM-CP) is preferred
- Strong knowledge of labor law and HR best practices.
- Excellent communication and negotiation skills.
- Demonstrated ability of developing and implementing HR strategies aligned with organizational goals.
- Strong analytical and problem-solving abilities.
- Demonstrated interpersonal and communication skills which have helped build and maintain positive relationships with employees to clearly and effectively convey company policies, procedures, and expectations to employees.
- Problem-solving and negotiation skills to help mediate resolve conflicts and disputes among employees and between employees and the organization
- Knowledge of labor laws and human resources best practices to ensure all employee relations activities are compliant with legal standards
- Experience leveraging data analysis tools to develop strategy and to set direction.
- High level of discretion and professionalism to handle sensitive and confidential information
- Conflict resolution skills
What We Believe
HDR is our company. Together, we build on each other's life experiences and perspectives to make great things possible every day. This shapes our collaborative culture, encourages organizational trust and connects us closer to the clients and communities we serve.
Our Commitment
As employee owners, we all have a role in creating an inclusive environment where each of us is welcomed, valued, respected and empowered to bring our authentic selves to work every day.
Our eight Employee Network Groups (Asian Pacific, Black, Hispanic/Latino(a), LGBTQ+, People with Disabilities, Veterans, Women, Young Professionals) help create a sense of belonging and foster a supportive environment where everyone is empowered to engage and contribute. Each group has an executive sponsor and is open to all employees.
We provide a comprehensive benefits package that promotes employee ownership, employee health, performance, and success, which includes medical, dental, vision, short and long-term disability, life insurance, an employee assistance program, paid time away, parental leave, paid holidays, a retirement savings plan with employer match, employee referral bonus and tuition reimbursement. The expected compensation range for this position depends upon skills, experience, education and geographical location. (Stated benefits are for full-time regular positions. Temporary and part-time roles eligible for limited benefits.) {Seattle/Bellevue, WA}: $118,944 - $169,920 {Irvine/Los Angeles}: $113,988 - $162,840 {San Diego, CA}: $109,032 - $155,760 {Folsom/Sacramento, CA}: $109,032 - $155,760 {Walnut Creek, CA}: $123,900 - $177,000 {San Francisco, CA}: $128,856 - $184,080
Primary Location:
United States-Washington-Seattle
Other Locations:
United States-Arizona-Phoenix, United States-California-Los Angeles, United States-California-San Francisco, United States-Washington-Bellevue, United States-California-Walnut Creek, United States-California-Folsom, United States-California-San Diego, United States-Oregon-Portland, United States-California-Irvine, United States-California-Sacramento
Industry:
HR
Schedule:
Full-time
Employee Status:
Regular
Business Class:
Marketing and Admin
Job Posting:
May 1, 2026
Employee Relations Manager - West Region
- (192503)
At HDR, our employee‑ownership model shapes everything we do, including how we support and care for our people. Our diverse service lines, including Water, Architecture, Building Engineering Services, Field Services, Power, Waste, Industrial, and Transportation reflect our commitment to shaping resilient, sustainable, and forward‑thinking communities around the world. Across these disciplines, our teams design and deliver solutions that safeguard public health, enhance quality of life, power innovation, and drive responsible growth. Whether advancing clean water, creating healing and learning environments, engineering next‑generation facilities, or building the infrastructure that moves people and energy, our work is rooted in technical excellence and a shared sense of purpose. Our employee‑owners collaborate across specialties, combining creativity, precision, and deep expertise to solve the most complex challenges facing our clients and communities.
We are looking for an Employee Relations Manager, West Region to provide employee relations support to Western United States and a portion of the Central region of the US, who not only understands This role requires a professional with a technical foundation of employment law, but who believes that strong relationships, accountability, and proactive support create the conditions where employees and teams can thrive.
You will bring deep knowledge of federal, state, and local employment laws, paired with exceptional analytical and problem‑solving abilities. Just as important, you are a clear and thoughtful communicator who can translate complex information into practical, actionable guidance that empowers employees and leaders alike.
We seek a collaborative, influential partner who builds meaningful connections across all levels of the organization. In this role, you will help shape a preventative and proactive environment where voices are valued, and our shared ownership culture comes to life through fair, consistent, people‑focused practices.
You will actively monitor external trends and emerging best practices to ensure HDR continues to be an employer of choice. Through proactive programs, thoughtful coaching, and data‑informed insights, you’ll help us uphold a workplace that reflects our values, supports individual success, and strengthens our organization as a whole.
By aligning employee needs with HDR’s goals and values, you will support and advance a forward‑thinking employee relations approach, one that enhances employee experience, fosters trust, and reinforces what makes HDR a great place to build a career.
Primary Responsibilities:
- Provide guidance on escalated employee relations issues, including but not limited to disciplinary action, performance management, and conflict resolution.
- Conduct thorough and timely investigations on escalated employee complaints and serious policy violations in a fair and consistent manner.
- Assist in legal and compliance matters, such as lawsuits and agency audits.
- Advice on reductions in force and terminations of employment in partnership with human resources and management.
- Provide guidance to human resources on complicated ADA accommodation requests.
- Support employee relations initiatives in alignment with HDR policies and business objectives while aligning employee needs with HDR goals and values.
- Assist with the tracking and analyzing of employee relations data to be used to identify the root cause and develop actionable solutions and preventative and proactive trainings.
- Ability to think critically and strategically will be essential to your success.
Required Qualifications
- Bachelor’s degree in Human Resources, Industrial Relations, or a related field
- Eight years of progressive employee relations experience
- Professional certification in HR (e.g., PHR, SPHR, SHRM-CP) is preferred
- Strong knowledge of labor law and HR best practices.
- Excellent communication and negotiation skills.
- Demonstrated ability of developing and implementing HR strategies aligned with organizational goals.
- Strong analytical and problem-solving abilities.
- Demonstrated interpersonal and communication skills which have helped build and maintain positive relationships with employees to clearly and effectively convey company policies, procedures, and expectations to employees.
- Problem-solving and negotiation skills to help mediate resolve conflicts and disputes among employees and between employees and the organization
- Knowledge of labor laws and human resources best practices to ensure all employee relations activities are compliant with legal standards
- Experience leveraging data analysis tools to develop strategy and to set direction.
- High level of discretion and professionalism to handle sensitive and confidential information
- Conflict resolution skills
What We Believe
HDR is our company. Together, we build on each other's life experiences and perspectives to make great things possible every day. This shapes our collaborative culture, encourages organizational trust and connects us closer to the clients and communities we serve.
Our Commitment
As employee owners, we all have a role in creating an inclusive environment where each of us is welcomed, valued, respected and empowered to bring our authentic selves to work every day.
Our eight Employee Network Groups (Asian Pacific, Black, Hispanic/Latino(a), LGBTQ+, People with Disabilities, Veterans, Women, Young Professionals) help create a sense of belonging and foster a supportive environment where everyone is empowered to engage and contribute. Each group has an executive sponsor and is open to all employees.
We provide a comprehensive benefits package that promotes employee ownership, employee health, performance, and success, which includes medical, dental, vision, short and long-term disability, life insurance, an employee assistance program, paid time away, parental leave, paid holidays, a retirement savings plan with employer match, employee referral bonus and tuition reimbursement. The expected compensation range for this position depends upon skills, experience, education and geographical location. (Stated benefits are for full-time regular positions. Temporary and part-time roles eligible for limited benefits.) {Seattle/Bellevue, WA}: $118,944 - $169,920 {Irvine/Los Angeles}: $113,988 - $162,840 {San Diego, CA}: $109,032 - $155,760 {Folsom/Sacramento, CA}: $109,032 - $155,760 {Walnut Creek, CA}: $123,900 - $177,000 {San Francisco, CA}: $128,856 - $184,080
Primary Location:
United States-Washington-Seattle
Other Locations:
United States-Arizona-Phoenix, United States-California-Los Angeles, United States-California-San Francisco, United States-Washington-Bellevue, United States-California-Walnut Creek, United States-California-Folsom, United States-California-San Diego, United States-Oregon-Portland, United States-California-Irvine, United States-California-Sacramento
Industry:
HR
Schedule:
Full-time
Employee Status:
Regular
Business Class:
Marketing and Admin
Job Posting:
May 1, 2026
See all Employee Relations Manager jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Employee Relations Manager roles.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as an Employee Relations Manager
Verify your degree meets specialty occupation
USCIS requires your degree field to align directly with Employee Relations work. A general business degree may trigger an RFE. HR management, labor relations, industrial-organizational psychology, or employment law degrees provide the strongest specialty occupation foundation.
Check LCA filings for HR leadership roles
Use the OFLC Wage Search to confirm which employers have filed Labor Condition Applications under SOC code 11-3121 for Human Resources Managers. This tells you which companies have actual H-1B sponsorship history for roles matching yours, not just corporate willingness to sponsor in theory.
Target employers with union or compliance complexity
Large unionized manufacturers, hospital systems, and federal contractors routinely sponsor Employee Relations Managers because the role demands specialized expertise they can't easily hire domestically. These employers also tend to have established immigration counsel already handling H-1B filings.
Search verified H-1B sponsors on Migrate Mate
Filter by Employee Relations Manager roles on Migrate Mate to surface employers with documented H-1B LCA filing history for this specific occupation. You'll see real sponsorship patterns, not self-reported claims from employer career pages.
Clarify prevailing wage level before accepting an offer
Your offered salary must meet the DOL prevailing wage for the role's location and wage level. Level I and II designations are common for early-career HR roles but may not reflect senior ER responsibilities. Confirm the wage level in the LCA matches your actual duties before signing.
Ask about I-129 filing timing at the offer stage
H-1B cap-subject petitions must be filed during the April filing window for an October 1 start. If you're already in valid status, a change of status filing has different timing constraints. Clarify whether your employer's immigration counsel has handled ER Manager petitions before, since USCIS scrutinizes specialty occupation claims for HR roles.
Employee Relations Manager jobs are hiring across the US. Find yours.
Find Employee Relations Manager JobsEmployee Relations Manager H-1B Visa: Frequently Asked Questions
Does an Employee Relations Manager role qualify as a specialty occupation for H-1B purposes?
Yes, provided the position requires a bachelor's degree or higher in a directly related field such as human resources, labor relations, or industrial-organizational psychology. USCIS evaluates each petition on its own merits, so a well-drafted job description that ties degree requirements to specific ER duties, such as managing grievance procedures or interpreting collective bargaining agreements, strengthens the specialty occupation argument.
Which industries sponsor H-1B visas most often for Employee Relations Managers?
Healthcare systems, large manufacturers with unionized workforces, federal contractors, and universities file LCAs for Employee Relations Managers with notable regularity. These sectors need specialized ER expertise for NLRA compliance, grievance arbitration, and workforce investigations. You can identify employers with verified H-1B filing history for this occupation on Migrate Mate by filtering for the HR Managers SOC code.
Can I transfer my H-1B to a new employer if my Employee Relations Manager role changes significantly?
H-1B portability under AC21 lets you transfer to a new employer once your petition has been pending for 180 days, as long as the new role is in the same or a similar occupational classification. A significant change in duties, such as moving from individual contributor ER work to an executive HR leadership role, may require a new H-1B petition rather than a straight transfer.
What documentation should I prepare before an employer files my H-1B petition?
Your employer's immigration counsel will need your official academic transcripts, degree certificates, and a credential evaluation if your degree was issued outside the U.S. For Employee Relations roles, also gather documentation of any specialized certifications such as SHRM-CP or PHR, employment verification letters for prior ER positions, and any published work or professional memberships that reinforce the specialty occupation claim.
How does the DOL prevailing wage requirement affect Employee Relations Manager H-1B petitions?
Before filing your H-1B petition, your employer must certify through an LCA that your offered salary meets the DOL prevailing wage for the Employee Relations Manager role in your work location. Wage levels range from Level I through Level IV based on experience and supervisory responsibility. Use the OFLC Wage Search to look up the applicable wage for your metro area and confirm your offer reflects the right level for your actual duties.
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