H-1B Visa Employee Relations Specialist Jobs
Employee Relations Specialist roles qualify for H-1B visa sponsorship as specialty occupations requiring a bachelor's degree in human resources, labor relations, or a related field. Employers file under SOC code 13-1075, and the annual cap means timing your job search around the April lottery window matters.
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Get Access To All JobsINTRODUCTION
United Medical Imaging Healthcare is seeking an experienced Employee Relations & HR Business Partner to provide hands-on employee relations and human resources support for a growing, multi-location healthcare organization.
Reporting directly to the Vice President of Human Resources, this role serves as a trusted resource to managers and employees on employee relations, performance management, corrective action, workplace investigations, policy interpretation, employee complaints and day-to-day California employment matters.
The successful candidate must be able to independently assess employee relations matters, gather and evaluate relevant facts, identify potential legal or compliance concerns, provide practical recommendations and appropriately escalate higher-risk matters to the Vice President of Human Resources. This is an individual contributor role. The position does not supervise or direct Talent Acquisition, Payroll & Benefits, or other Human Resources functions.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Employee Relations
- Serve as a primary Human Resources resource for managers regarding employee relations matters across multiple locations.
- Counsel managers regarding attendance, conduct, workplace behavior, policy violations and performance concerns.
- Review employee complaints, assess risk and determine appropriate next steps.
- Provide consistent, practical and well-documented guidance while maintaining appropriate confidentiality.
- Identify potential discrimination, harassment, retaliation, wage-and-hour, leave, accommodation or other employment-law concerns and escalate as appropriate.
- Partner with operational leadership to resolve employee relations matters while maintaining consistent application of Company policies.
Performance Management and Corrective Action
- Coach managers regarding performance deficiencies and appropriate performance-management strategies.
- Draft, review and revise verbal warnings, written warnings, final warnings and performance improvement plans.
- Ensure corrective action documentation is fact-based, consistent and appropriately supported.
- Evaluate whether proposed corrective action raises concerns involving protected leave, disability accommodation, workers' compensation, protected complaints or other legally protected activity.
- Identify recurring performance or conduct patterns and recommend appropriate intervention.
- Participate in corrective-action and termination meetings when appropriate.
Workplace Investigations
- Independently conduct timely, objective and well-documented workplace investigations.
- Develop investigation plans and identify relevant witnesses, records and documentation.
- Interview complainants, respondents, managers and witnesses as appropriate.
- Evaluate evidence and credibility and prepare organized investigation summaries, findings and recommendations.
- Investigate allegations involving harassment, discrimination, retaliation, misconduct, policy violations, workplace conflicts, timekeeping concerns and other employee complaints.
- Escalate highly sensitive, executive-level or legally significant investigations to the Vice President of Human Resources.
Manager Coaching and Support
- Provide day-to-day HR guidance to site managers, assistant managers, regional managers and other operational leaders.
- Help managers distinguish performance, conduct and attendance matters from issues that may involve protected leave or accommodation.
- Coach managers regarding effective documentation and difficult employee conversations.
- Reinforce consistent application of Company policies and expectations.
- Identify recurring management issues that may require additional training, communication or intervention.
Terminations and Separations
- Review proposed involuntary terminations and supporting documentation before action is taken.
- Identify potential employee-relations, leave, retaliation or other legal risks associated with proposed terminations.
- Coordinate with Payroll & Benefits regarding final-pay and separation requirements as appropriate.
- Conduct or participate in separation meetings when requested.
- Assist with post-employment inquiries, unemployment matters and other separation-related documentation.
Policy and Compliance Support
- Interpret Company policies and provide guidance regarding consistent application.
- Monitor developments affecting California employee relations practices and escalate needed updates.
- Assist with review and revision of HR policies, forms, procedures and manager guidance.
- Support compliance with applicable federal, state and local employment requirements.
- Assist the Vice President of Human Resources with employment-law, audit and compliance projects.
Cross-Functional HR Partnership
- Partner with Talent Acquisition, Payroll & Benefits, Leave & Compliance and Operations while maintaining clear functional ownership.
- Coordinate with the Leave & HR Compliance Specialist when attendance or performance issues may involve protected leave or accommodation.
- Support unemployment claims, hearings, personnel-file reviews and government-agency responses as requested.
- Maintain accurate, timely and confidential employee relations records and case documentation.
ROLE BOUNDARIES AND APPROVAL AUTHORITY
The Employee Relations & HR Business Partner is expected to exercise independent judgment within the scope of the role. The following matters remain subject to review or approval by the Vice President of Human Resources, as appropriate:
- Executive-level corrective action or termination.
- Significant compensation changes or compensation exceptions.
- Material exceptions to established Company policy or HR procedures.
- Settlement of employee claims or legal responses.
- Creation of new Company policies or material changes to established programs.
- Organizational restructuring or other significant employment decisions.
This position does not supervise or direct the work of the Payroll & Benefits Manager, Talent Acquisition staff, or other HR employees unless specifically assigned responsibility for a discrete project by the Vice President of Human Resources.
MINIMUM QUALIFICATIONS - NO EXCEPTIONS
- Education: Completed Bachelor of Science (B.S.) degree from an accredited college or university. Equivalent experience will not substitute for the degree requirement.
- HR Experience: Minimum three years of progressively responsible professional Human Resources experience.
- Employee Relations: Minimum three years of direct, hands-on employee relations experience involving manager counseling, corrective action, employee complaints and workplace investigations.
- California Experience: Demonstrated professional HR experience supporting California employees and applying California employment requirements.
- Investigations: Experience independently conducting workplace investigations, interviewing witnesses, reviewing evidence and preparing findings or recommendations.
- On-Site Availability: Ability and willingness to work on-site in West Los Angeles Monday through Friday. Regular hybrid and remote work are not available.
- Strong written communication and documentation skills.
- Ability to distinguish routine HR issues from matters requiring legal or executive-level escalation.
- Demonstrated discretion and sound judgment with confidential and sensitive information.
- Strong organization, follow-through and case-management skills.
- Ability to manage competing priorities in a fast-paced, multi-location environment.
PREFERRED QUALIFICATIONS
- Three to Five or more years of Human Resources experience.
- Experience supporting a large hourly workforce.
- Healthcare, medical practice, outpatient healthcare, multi-site or other highly regulated industry experience.
- Experience with California wage-and-hour issues.
- Experience with ADP Workforce Now.
- SHRM-CP, SHRM-SCP, PHR or SPHR certification.
CORE COMPETENCIES
- Strong California employee-relations knowledge and practical judgment.
- Objective fact-finding and professional skepticism.
- Clear, direct and professional communication.
- Excellent written documentation and case organization.
- Ability to deliver difficult messages appropriately.
- Confidence working with managers at multiple organizational levels.
- Strong follow-through, confidentiality and accountability.
- Ability to work independently without excessive supervision.
WORK AND PHYSICAL REQUIREMENTS
- Work on-site in West Los Angeles five days per week.
- Work at a computer and participate in meetings for extended periods.
- Occasional travel to Company locations in Los Angeles County and Orange County may be required.
- Adjust schedule when employee-relations or business needs reasonably require.
COMPENSATION
Posting Salary Range: $95,000-$102,000 annually.
Actual starting compensation within the posted range will be determined based on directly relevant experience, demonstrated California employee-relations expertise, healthcare or multi-site experience, education, certifications and other job-related qualifications. The posted range reflects the Company's good-faith estimate of the compensation it expects to pay for this position at the time of hire.
ON-SITE REQUIREMENT: This position is required to work in the West Los Angeles corporate office five days per week. Regular hybrid and remote work are not available for this role.
INTRODUCTION
United Medical Imaging Healthcare is seeking an experienced Employee Relations & HR Business Partner to provide hands-on employee relations and human resources support for a growing, multi-location healthcare organization.
Reporting directly to the Vice President of Human Resources, this role serves as a trusted resource to managers and employees on employee relations, performance management, corrective action, workplace investigations, policy interpretation, employee complaints and day-to-day California employment matters.
The successful candidate must be able to independently assess employee relations matters, gather and evaluate relevant facts, identify potential legal or compliance concerns, provide practical recommendations and appropriately escalate higher-risk matters to the Vice President of Human Resources. This is an individual contributor role. The position does not supervise or direct Talent Acquisition, Payroll & Benefits, or other Human Resources functions.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Employee Relations
- Serve as a primary Human Resources resource for managers regarding employee relations matters across multiple locations.
- Counsel managers regarding attendance, conduct, workplace behavior, policy violations and performance concerns.
- Review employee complaints, assess risk and determine appropriate next steps.
- Provide consistent, practical and well-documented guidance while maintaining appropriate confidentiality.
- Identify potential discrimination, harassment, retaliation, wage-and-hour, leave, accommodation or other employment-law concerns and escalate as appropriate.
- Partner with operational leadership to resolve employee relations matters while maintaining consistent application of Company policies.
Performance Management and Corrective Action
- Coach managers regarding performance deficiencies and appropriate performance-management strategies.
- Draft, review and revise verbal warnings, written warnings, final warnings and performance improvement plans.
- Ensure corrective action documentation is fact-based, consistent and appropriately supported.
- Evaluate whether proposed corrective action raises concerns involving protected leave, disability accommodation, workers' compensation, protected complaints or other legally protected activity.
- Identify recurring performance or conduct patterns and recommend appropriate intervention.
- Participate in corrective-action and termination meetings when appropriate.
Workplace Investigations
- Independently conduct timely, objective and well-documented workplace investigations.
- Develop investigation plans and identify relevant witnesses, records and documentation.
- Interview complainants, respondents, managers and witnesses as appropriate.
- Evaluate evidence and credibility and prepare organized investigation summaries, findings and recommendations.
- Investigate allegations involving harassment, discrimination, retaliation, misconduct, policy violations, workplace conflicts, timekeeping concerns and other employee complaints.
- Escalate highly sensitive, executive-level or legally significant investigations to the Vice President of Human Resources.
Manager Coaching and Support
- Provide day-to-day HR guidance to site managers, assistant managers, regional managers and other operational leaders.
- Help managers distinguish performance, conduct and attendance matters from issues that may involve protected leave or accommodation.
- Coach managers regarding effective documentation and difficult employee conversations.
- Reinforce consistent application of Company policies and expectations.
- Identify recurring management issues that may require additional training, communication or intervention.
Terminations and Separations
- Review proposed involuntary terminations and supporting documentation before action is taken.
- Identify potential employee-relations, leave, retaliation or other legal risks associated with proposed terminations.
- Coordinate with Payroll & Benefits regarding final-pay and separation requirements as appropriate.
- Conduct or participate in separation meetings when requested.
- Assist with post-employment inquiries, unemployment matters and other separation-related documentation.
Policy and Compliance Support
- Interpret Company policies and provide guidance regarding consistent application.
- Monitor developments affecting California employee relations practices and escalate needed updates.
- Assist with review and revision of HR policies, forms, procedures and manager guidance.
- Support compliance with applicable federal, state and local employment requirements.
- Assist the Vice President of Human Resources with employment-law, audit and compliance projects.
Cross-Functional HR Partnership
- Partner with Talent Acquisition, Payroll & Benefits, Leave & Compliance and Operations while maintaining clear functional ownership.
- Coordinate with the Leave & HR Compliance Specialist when attendance or performance issues may involve protected leave or accommodation.
- Support unemployment claims, hearings, personnel-file reviews and government-agency responses as requested.
- Maintain accurate, timely and confidential employee relations records and case documentation.
ROLE BOUNDARIES AND APPROVAL AUTHORITY
The Employee Relations & HR Business Partner is expected to exercise independent judgment within the scope of the role. The following matters remain subject to review or approval by the Vice President of Human Resources, as appropriate:
- Executive-level corrective action or termination.
- Significant compensation changes or compensation exceptions.
- Material exceptions to established Company policy or HR procedures.
- Settlement of employee claims or legal responses.
- Creation of new Company policies or material changes to established programs.
- Organizational restructuring or other significant employment decisions.
This position does not supervise or direct the work of the Payroll & Benefits Manager, Talent Acquisition staff, or other HR employees unless specifically assigned responsibility for a discrete project by the Vice President of Human Resources.
MINIMUM QUALIFICATIONS - NO EXCEPTIONS
- Education: Completed Bachelor of Science (B.S.) degree from an accredited college or university. Equivalent experience will not substitute for the degree requirement.
- HR Experience: Minimum three years of progressively responsible professional Human Resources experience.
- Employee Relations: Minimum three years of direct, hands-on employee relations experience involving manager counseling, corrective action, employee complaints and workplace investigations.
- California Experience: Demonstrated professional HR experience supporting California employees and applying California employment requirements.
- Investigations: Experience independently conducting workplace investigations, interviewing witnesses, reviewing evidence and preparing findings or recommendations.
- On-Site Availability: Ability and willingness to work on-site in West Los Angeles Monday through Friday. Regular hybrid and remote work are not available.
- Strong written communication and documentation skills.
- Ability to distinguish routine HR issues from matters requiring legal or executive-level escalation.
- Demonstrated discretion and sound judgment with confidential and sensitive information.
- Strong organization, follow-through and case-management skills.
- Ability to manage competing priorities in a fast-paced, multi-location environment.
PREFERRED QUALIFICATIONS
- Three to Five or more years of Human Resources experience.
- Experience supporting a large hourly workforce.
- Healthcare, medical practice, outpatient healthcare, multi-site or other highly regulated industry experience.
- Experience with California wage-and-hour issues.
- Experience with ADP Workforce Now.
- SHRM-CP, SHRM-SCP, PHR or SPHR certification.
CORE COMPETENCIES
- Strong California employee-relations knowledge and practical judgment.
- Objective fact-finding and professional skepticism.
- Clear, direct and professional communication.
- Excellent written documentation and case organization.
- Ability to deliver difficult messages appropriately.
- Confidence working with managers at multiple organizational levels.
- Strong follow-through, confidentiality and accountability.
- Ability to work independently without excessive supervision.
WORK AND PHYSICAL REQUIREMENTS
- Work on-site in West Los Angeles five days per week.
- Work at a computer and participate in meetings for extended periods.
- Occasional travel to Company locations in Los Angeles County and Orange County may be required.
- Adjust schedule when employee-relations or business needs reasonably require.
COMPENSATION
Posting Salary Range: $95,000-$102,000 annually.
Actual starting compensation within the posted range will be determined based on directly relevant experience, demonstrated California employee-relations expertise, healthcare or multi-site experience, education, certifications and other job-related qualifications. The posted range reflects the Company's good-faith estimate of the compensation it expects to pay for this position at the time of hire.
ON-SITE REQUIREMENT: This position is required to work in the West Los Angeles corporate office five days per week. Regular hybrid and remote work are not available for this role.
See all 86+ H-1B Visa Employee Relations Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Employee Relations Specialist Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as an Employee Relations Specialist
Verify your degree field matches USCIS requirements
USCIS scrutinizes Employee Relations roles because some officers question whether the position always requires a specific bachelor's degree. Document that your HR, labor relations, or industrial relations degree directly supports the specialty occupation claim before applying.
Target employers with HR department critical mass
Companies large enough to have a dedicated Employee Relations function are far more likely to sponsor H-1B petitions than small businesses. Use Migrate Mate to filter for employers with active H-1B LCA filing history in HR-related job categories.
Check prevailing wage levels before accepting an offer
Run the offered title and location through OFLC Wage Search to confirm the employer's posted wage meets at least Level 1 DOL prevailing wage. A wage below the certified level will cause the LCA to fail before your petition is even filed.
Ask about union environment implications during interviews
Employee Relations roles at unionized employers can complicate H-1B petitions if USCIS questions whether the position requires a degree versus union experience. Clarify the role's scope and get it reflected accurately in the job description your employer submits.
File for premium processing if your offer has a start date
Standard H-1B adjudication can run several months, creating risk if your employer needs you in the role by a specific date. USCIS offers premium processing that targets a 15-business-day adjudication window, giving both you and your employer a firmer timeline.
Register for the lottery before building your document package
USCIS runs H-1B registration each March, and selection happens before any petition is filed. Confirm your employer is enrolled in the USCIS online account system and has submitted your registration before spending time on the full I-129 petition package.
H-1B Visa Employee Relations Specialist: Frequently Asked Questions
Does an Employee Relations Specialist role qualify as a specialty occupation for H-1B purposes?
Yes, if the position genuinely requires a bachelor's degree or higher in human resources, labor relations, industrial relations, or a closely related field. USCIS applies a four-factor test, and roles where a general business degree or unrelated education would be accepted can face requests for evidence. Your employer's job description needs to reflect degree-specific requirements tied to the actual duties.
Which employers typically sponsor H-1B visas for Employee Relations Specialists?
Large corporations, healthcare systems, universities, and government contractors with established HR departments are the most consistent sponsors. These organizations have in-house immigration counsel and HR infrastructure that makes the LCA and petition process routine. You can browse verified employers with H-1B LCA filing history in this role category directly on Migrate Mate.
Can I transfer my H-1B to a new Employee Relations role mid-year without re-entering the lottery?
Yes. H-1B portability under AC21 lets you move to a same or similar occupational classification after your petition has been approved and you've worked for the sponsoring employer. Employee Relations roles generally share the same SOC code, so a transfer petition filed by the new employer before your current status expires keeps you in lawful status throughout.
How does the prevailing wage requirement affect Employee Relations Specialist job offers?
Your employer must certify through DOL that your offered wage meets the prevailing wage for your specific title, level, and geographic location. The OFLC Wage Search tool defines four wage levels based on experience and supervision. If the offer is below the certified level for your location, the LCA won't be approved and the H-1B petition can't proceed, regardless of your qualifications.
What happens to my H-1B status if my employer has a reduction in force while I'm in the role?
If your employer terminates your position, you enter a 60-day grace period to find a new sponsoring employer, change to another visa status, or depart the U.S. A new employer must file an H-1B transfer petition before the grace period ends to maintain your status. Proactively reaching out to employers with active H-1B filing history reduces the time it takes to find a qualifying opportunity.