H-1B Visa Engagement Director Jobs
Engagement Director jobs at H-1B visa sponsoring employers sit at the intersection of client strategy, team leadership, and revenue accountability, all degree-level responsibilities that typically qualify as specialty occupation work. Sponsors file a Labor Condition Application with DOL and an I-129 petition with USCIS, covering an initial three-year status period.
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Get Access To All JobsINTRODUCTION
Johns Hopkins University has retained Odgers search firm for the position of Sr. Director, Corporate Engagement.
THE POSITION
Johns Hopkins is seeking a senior leader to build and lead a new business development function focused on expanding the university’s corporate relationships. This role sits within a new Corporate Engagement team, created to deepen, coordinate, and broaden Johns Hopkins University’s engagement with industry partners. The goal is to increase commercial revenue, strengthen institutional partnerships, and bring new forms of value to JHU.
COMPENSATION
- The expected base salary range for this position is $148,525 - $275,000 annually (Commensurate w/exp). This position may be eligible for a discretionary bonus. Therefore, the actual compensation paid to the selected candidate may vary slightly from the salary range stated herein.
TOTAL REWARDS
- Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: Benefits & Worklife | Human Resources.
CLASSIFIED TITLE: Sr. Director Corporate Engagement
JOB POSTING TITLE (WORKING TITLE): Sr. Director, Corporate Engagement (Johns Hopkins Technical Ventures)
ROLE/LEVEL/RANGE: L/05/LI
EMPLOYEE GROUP: Full Time
SCHEDULE: M-F/8:30am-5pm
FLSA STATUS: Exempt
LOCATION: Hybrid: On-site 3-4 days a week
DEPARTMENT NAME: 60006029-Business Development
PERSONNEL AREA: Academic and Business Centers
EDUCATION AND EXPERIENCE EQUIVALENCY
Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.
APPLICANTS COMPLETING STUDIES
Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.
BACKGROUND CHECKS
The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.
DIVERSITY AND INCLUSION
The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.
EQUAL OPPORTUNITY EMPLOYER
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
EEO IS THE LAW
https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.pdf
ACCOMMODATION INFORMATION
If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit: https://accessibility.jhu.edu/.
VACCINE REQUIREMENTS
Johns Hopkins University requires all faculty, staff, and students to receive the seasonal flu vaccine. Exceptions to the flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry.
The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.
The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.
INTRODUCTION
Johns Hopkins University has retained Odgers search firm for the position of Sr. Director, Corporate Engagement.
THE POSITION
Johns Hopkins is seeking a senior leader to build and lead a new business development function focused on expanding the university’s corporate relationships. This role sits within a new Corporate Engagement team, created to deepen, coordinate, and broaden Johns Hopkins University’s engagement with industry partners. The goal is to increase commercial revenue, strengthen institutional partnerships, and bring new forms of value to JHU.
COMPENSATION
- The expected base salary range for this position is $148,525 - $275,000 annually (Commensurate w/exp). This position may be eligible for a discretionary bonus. Therefore, the actual compensation paid to the selected candidate may vary slightly from the salary range stated herein.
TOTAL REWARDS
- Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: Benefits & Worklife | Human Resources.
CLASSIFIED TITLE: Sr. Director Corporate Engagement
JOB POSTING TITLE (WORKING TITLE): Sr. Director, Corporate Engagement (Johns Hopkins Technical Ventures)
ROLE/LEVEL/RANGE: L/05/LI
EMPLOYEE GROUP: Full Time
SCHEDULE: M-F/8:30am-5pm
FLSA STATUS: Exempt
LOCATION: Hybrid: On-site 3-4 days a week
DEPARTMENT NAME: 60006029-Business Development
PERSONNEL AREA: Academic and Business Centers
EDUCATION AND EXPERIENCE EQUIVALENCY
Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.
APPLICANTS COMPLETING STUDIES
Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.
BACKGROUND CHECKS
The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.
DIVERSITY AND INCLUSION
The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.
EQUAL OPPORTUNITY EMPLOYER
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
EEO IS THE LAW
https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.pdf
ACCOMMODATION INFORMATION
If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit: https://accessibility.jhu.edu/.
VACCINE REQUIREMENTS
Johns Hopkins University requires all faculty, staff, and students to receive the seasonal flu vaccine. Exceptions to the flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry.
The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.
The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Engagement Director
Frame your credentials around specialty occupation
Pull the O*NET profile for your target SOC code and map your degree field directly to the listed knowledge and skill requirements. USCIS scrutinizes whether the role genuinely requires a specific bachelor's degree, so a strong degree-to-duties match in your resume prevents an RFE at filing.
Verify LCA wage levels before accepting an offer
Run your target city and SOC code through the OFLC Wage Search before salary negotiations close. Your employer must certify a wage at or above the prevailing level, and accepting an offer below that threshold stalls the LCA filing before the I-129 is even prepared.
Search employers with active H-1B LCA filing history
Target companies that have certified LCAs for director-level roles in your industry rather than approaching employers cold. Migrate Mate surfaces verified H-1B sponsoring employers by role and location, so you're applying to organizations already familiar with the filing process for senior positions.
Clarify multi-site scope during offer negotiation
Engagement Director roles often involve client sites across multiple cities. Each distinct worksite requires its own certified LCA from DOL. Raise this with your prospective employer during offer discussions so the HR or legal team accounts for multi-location filings from the start, not after onboarding.
Time your application within the 60-day grace period
If you're transitioning from another H-1B employer, your 60-day grace period after separation gives you a narrow window to secure a new I-129 petition. Prioritize employers whose legal teams can initiate USCIS filing quickly, since the grace period clock doesn't pause for slow procurement processes.
Document revenue and client portfolio scope in your petition
USCIS adjudicators evaluating specialty occupation for Engagement Director roles look for evidence that the position requires theoretical and practical application of a body of specialized knowledge. Quantify client portfolio complexity, contract scale, and cross-functional leadership to reinforce the degree-level nature of the duties.
H-1B Visa Engagement Director: Frequently Asked Questions
Does an Engagement Director role qualify as a specialty occupation for H-1B purposes?
Yes, in most corporate contexts. Engagement Director positions typically require a bachelor's degree or higher in business administration, marketing, communications, or a related field, and involve complex client strategy and revenue management that meets USCIS's specialty occupation standard. Your employer will document the specific degree requirements in the LCA and I-129 petition to support the classification.
How do I find employers who actively sponsor H-1B visas for Engagement Director roles?
Search on Migrate Mate, which lists employers with verified H-1B LCA filing history filtered to director-level and client-facing roles. Focusing on organizations that have already certified LCAs for similar positions is more efficient than approaching companies without sponsorship infrastructure, since those employers understand the DOL and USCIS filing requirements for senior hires.
What happens if my Engagement Director role involves working at multiple client sites?
Each distinct worksite location requires a separate certified LCA from DOL before you begin work there. Your employer must file an amended I-129 with USCIS if a new worksite falls outside the metropolitan statistical area covered by the original petition. Raise this during offer negotiations so your employer's legal team can build multi-site filings into the sponsorship timeline from the outset.
Can I transfer my H-1B to a new Engagement Director role at a different employer?
Yes, through H-1B portability. Once USCIS receives your new employer's I-129 petition, you can begin work for the new employer without waiting for approval, provided you're currently in valid H-1B status and have not violated the terms of your existing authorization. Your new employer must still obtain a certified LCA from DOL and file a complete I-129 petition before your start date.
How long does H-1B status last for an Engagement Director position?
USCIS grants H-1B status for an initial period of up to three years, which your employer can extend for an additional three years, reaching a six-year maximum. Extensions beyond six years are possible only if you have an approved immigrant visa petition or a pending labor certification that has been on file with DOL for at least 365 days.