H-1B Visa Executive Director of Human Resources Jobs
Executive Director of Human Resources roles qualify as H-1B visa specialty occupations when structured around a bachelor's degree or higher in human resources, business administration, or organizational behavior. Employers file an I-129 petition with USCIS and a certified LCA for each worksite, sponsoring you for up to three years with extensions available.
See Executive Director of Human Resources jobs across every visa typeFind H-1B Visa Executive Director of Human Resources JobsOverview
Showing 5 of 11+ Executive Director of Human Resources jobs
See all Executive Director of Human Resources Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Executive Director of Human Resources roles.
Get Access To All JobsExecutive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
Executive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
See all H-1B Visa Executive Director of Human Resources Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Executive Director of Human Resources Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Executive Director of Human Resources
Align your credentials to specialty occupation standards
USCIS scrutinizes HR leadership roles closely. Make sure your degree is in human resources, organizational development, labor relations, or business administration, a general management degree without HR coursework can trigger a Request for Evidence challenging specialty occupation status.
Use OFLC Wage Search to benchmark your offer
Your employer's LCA must certify wages at or above the prevailing wage for your SOC code and worksite location. Run the OFLC Wage Search for HR managers and directors in your metro area before negotiating, so you can confirm the offer clears the DOL threshold.
Target employers with centralized HR functions
Organizations with dedicated HR departments, large enterprises, healthcare systems, and university administrative divisions, are far more likely to have structured the Executive Director role around degree-level duties that satisfy specialty occupation requirements. Find them on Migrate Mate by searching verified H-1B LCA sponsors in HR leadership.
Clarify multi-site scope before the LCA is filed
If your role oversees HR across multiple office locations, each worksite needs its own certified LCA before you work there. Raise this with your employer's immigration counsel early, getting LCAs certified for unlisted sites after placement causes compliance gaps.
Account for cap selection timing in your transition plan
H-1B cap selection rules have changed recently, so build a buffer into any resignation or start-date timeline. If you're currently on OPT or another status, confirm your authorization end date with USCIS before committing to a start date that depends on cap selection.
Request employer support for premium processing upfront
Executive-level hires often have compressed onboarding timelines. USCIS premium processing accelerates I-129 adjudication significantly. Negotiate employer-paid premium processing during the offer stage, asking after the petition is filed is harder and may come at your own cost.
H-1B Visa Executive Director of Human Resources: Frequently Asked Questions
Does an Executive Director of Human Resources role qualify as an H-1B specialty occupation?
Yes, when the position is structured around a bachelor's degree or higher in a directly related field such as human resources, organizational behavior, labor relations, or business administration. USCIS evaluates the specific duties described in the I-129 petition, not just the job title. Employers who define the role around strategic workforce planning, employment law compliance, and organizational development at a degree-required level generally meet the specialty occupation standard.
How does the LCA process work for an HR executive role with multiple office locations?
The employer must file a certified Labor Condition Application with DOL for each worksite where you'll perform H-1B duties. A single LCA covering only the primary office isn't sufficient if you regularly work at other company locations. Your employer must post LCA public access file notices at each certified worksite and ensure the prevailing wage certified reflects the wage level for that specific area.
What degree background does USCIS expect for HR leadership H-1B petitions?
USCIS looks for a direct relationship between your degree field and the role's core duties. Human resources management, industrial and organizational psychology, labor and employment relations, or business administration with an HR concentration are the strongest fits. A general business or management degree without HR coursework can result in a Request for Evidence, so employers often supplement with an expert opinion letter addressing specialty occupation.
How do I find employers actively sponsoring H-1B visas for HR executive roles?
Search Migrate Mate to browse employers with verified H-1B LCA filing history in human resources leadership. This surfaces organizations that have already navigated the specialty occupation determination for HR director-level roles, which significantly reduces petition risk compared to approaching employers with no H-1B sponsorship track record in this function.
Can an H-1B Executive Director of Human Resources petition be denied even with a qualifying degree?
Yes. USCIS can issue a Request for Evidence if the job description includes duties that don't require a specific degree, if the degree field isn't directly related to the stated responsibilities, or if the employer's business size suggests the role is more generalist than specialist. A well-drafted I-129 that maps each job duty to degree-level HR knowledge significantly reduces this risk.