H-1B Visa Head of Recruitment Jobs
Head of Recruitment jobs at H-1B visa-sponsoring employers sit squarely in specialty occupation territory: the role requires a bachelor's degree in human resources, organizational psychology, business administration, or a related field. Sponsoring employers 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 JobsLocation: Davidson, North Carolina, United States of America
Category: Human Resources
Job Id: JR-10753 Corporate
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
Where is the work:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
About the Role
This is a rare opportunity for a seasoned executive talent professional to do meaningful work at two levels simultaneously: execute full-cycle search for our most consequential leadership roles while building the philosophy, and practices that will define how we identify, attract, and develop senior talent for the long term.
Reporting to the Vice President of Talent and Organization Capability, this role sits at the intersection of executive search craft and organizational capability building. The right person brings the poise and discretion of a trusted advisor to the C-suite, the rigor of a strategic talent partner, and the builder’s mindset to create something lasting.
What You’ll Do
Executive Search and Full-Cycle Recruitment
- Lead full-cycle executive searches across the global enterprise, partnering directly with senior business leaders, the ELT and our senior HR leaders.
- Collaborate with internal sourcing team on select searches ensuring we’re finding the best talent in the world.
- Develop comprehensive sourcing strategies that go beyond reactive posting — building pipelines, cultivating relationships, and mapping markets proactively.
- Facilitate rigorous assessment processes that evaluate both capability and leadership capacity, integrating structured interviews, behavioral assessment, and third-party tools where appropriate.
- Serve as a trusted advisor and thought partner to hiring leaders throughout the search process, bringing a point of view while remaining responsive to business needs.
- Manage candidate experience at the executive level with the care and discretion the audience expects.
Collaboration & Stakeholder Partnership
- Build credibility and partnership at the ELT level; know when to advise, when to align, and when to hold a position.
- Partner closely with HRBPs, Total Rewards, and the broader Talent team to ensure executive hiring is connected to the full talent ecosystem.
- Represent Trane Technologies externally as a brand ambassador in the executive talent market.
COE Development & Internal Mobility
- Continuously improve the foundational frameworks, processes, and standards for an enterprise Executive Talent COE — from search methodology to onboarding integration.
- Build and scale an internal executive mobility program, partnering with HRBPs and business leaders to surface internal talent for senior opportunities.
- Cultivate and lead agency and partner relationships to understand the market and build pipelines.
- Establish talent intelligence practices — competitive landscaping, succession bench insights, market compensation data — to inform both search and strategic workforce planning.
- Create enabling tools and resources for the broader HR community, including search templates, assessment guides, and hiring manager playbooks.
- Define and track meaningful metrics: time-to-fill, quality-of-hire, internal mobility rates, offer acceptance, and retention at 12 months.
What You Bring
- 10+ years of progressive executive recruiting experience, with demonstrated success leading VP+ searches in a complex, matrixed organization or top-tier search firm.
- Proven track record building or significantly scaling a talent function, program, or COE — not just executing within one.
- Executive presence: able to engage peers and senior leaders with confidence, candor, and credibility; a trusted voice in the room.
- Sound judgment, especially under ambiguity — knows when to move fast and when to slow down; brings calm and clarity under pressure.
- Deep expertise in assessment methodology; experience with tools such as Hogan, Korn Ferry, or similar is a plus.
- Strong understanding of internal mobility as a talent lever, with experience or genuine curiosity about building internal pipelines for senior roles.
- Collaborative by nature — builds bridges across functions, earns trust quickly, and operates without ego.
- Excellent written and verbal communication; able to translate complex talent data and insights into clear recommendations for senior stakeholders.
Who Thrives Here
This role is right for someone who is energized by both the craft of search and the challenge of building. You’re as comfortable in a whiteboard session designing a process as you are managing a nuanced search with a demanding hiring leader.
You know that executive recruiting at this level is as much about relationships, judgment, and timing as it is about sourcing technique. You bring energy without ego, opinions without rigidity, and an unshakeable commitment to doing right by the business and by the candidates in your care.
The salary range posted below is the base salary range. This position does also include an incentive plan and overall total direct compensation range is 250k-325k.
Annual Base Salary Range or Hourly Base Pay Range:
$174,515.00 - $217,200.00
Compensation Type:
Salary
Incentive Eligible:
Yes
Sales Commission Eligible:
No
Disclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
Thrive at work and at home:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- Paid time off includes up to 15 vacation days, paid holidays, sick leave, and additional options to support volunteer and parental leave.
- 401K match up, educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary by site as well as Collective Bargaining Agreements and local/state regulations.
Safety Sensitive Role:
No
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
Location: Davidson, North Carolina, United States of America
Category: Human Resources
Job Id: JR-10753 Corporate
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
Where is the work:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
About the Role
This is a rare opportunity for a seasoned executive talent professional to do meaningful work at two levels simultaneously: execute full-cycle search for our most consequential leadership roles while building the philosophy, and practices that will define how we identify, attract, and develop senior talent for the long term.
Reporting to the Vice President of Talent and Organization Capability, this role sits at the intersection of executive search craft and organizational capability building. The right person brings the poise and discretion of a trusted advisor to the C-suite, the rigor of a strategic talent partner, and the builder’s mindset to create something lasting.
What You’ll Do
Executive Search and Full-Cycle Recruitment
- Lead full-cycle executive searches across the global enterprise, partnering directly with senior business leaders, the ELT and our senior HR leaders.
- Collaborate with internal sourcing team on select searches ensuring we’re finding the best talent in the world.
- Develop comprehensive sourcing strategies that go beyond reactive posting — building pipelines, cultivating relationships, and mapping markets proactively.
- Facilitate rigorous assessment processes that evaluate both capability and leadership capacity, integrating structured interviews, behavioral assessment, and third-party tools where appropriate.
- Serve as a trusted advisor and thought partner to hiring leaders throughout the search process, bringing a point of view while remaining responsive to business needs.
- Manage candidate experience at the executive level with the care and discretion the audience expects.
Collaboration & Stakeholder Partnership
- Build credibility and partnership at the ELT level; know when to advise, when to align, and when to hold a position.
- Partner closely with HRBPs, Total Rewards, and the broader Talent team to ensure executive hiring is connected to the full talent ecosystem.
- Represent Trane Technologies externally as a brand ambassador in the executive talent market.
COE Development & Internal Mobility
- Continuously improve the foundational frameworks, processes, and standards for an enterprise Executive Talent COE — from search methodology to onboarding integration.
- Build and scale an internal executive mobility program, partnering with HRBPs and business leaders to surface internal talent for senior opportunities.
- Cultivate and lead agency and partner relationships to understand the market and build pipelines.
- Establish talent intelligence practices — competitive landscaping, succession bench insights, market compensation data — to inform both search and strategic workforce planning.
- Create enabling tools and resources for the broader HR community, including search templates, assessment guides, and hiring manager playbooks.
- Define and track meaningful metrics: time-to-fill, quality-of-hire, internal mobility rates, offer acceptance, and retention at 12 months.
What You Bring
- 10+ years of progressive executive recruiting experience, with demonstrated success leading VP+ searches in a complex, matrixed organization or top-tier search firm.
- Proven track record building or significantly scaling a talent function, program, or COE — not just executing within one.
- Executive presence: able to engage peers and senior leaders with confidence, candor, and credibility; a trusted voice in the room.
- Sound judgment, especially under ambiguity — knows when to move fast and when to slow down; brings calm and clarity under pressure.
- Deep expertise in assessment methodology; experience with tools such as Hogan, Korn Ferry, or similar is a plus.
- Strong understanding of internal mobility as a talent lever, with experience or genuine curiosity about building internal pipelines for senior roles.
- Collaborative by nature — builds bridges across functions, earns trust quickly, and operates without ego.
- Excellent written and verbal communication; able to translate complex talent data and insights into clear recommendations for senior stakeholders.
Who Thrives Here
This role is right for someone who is energized by both the craft of search and the challenge of building. You’re as comfortable in a whiteboard session designing a process as you are managing a nuanced search with a demanding hiring leader.
You know that executive recruiting at this level is as much about relationships, judgment, and timing as it is about sourcing technique. You bring energy without ego, opinions without rigidity, and an unshakeable commitment to doing right by the business and by the candidates in your care.
The salary range posted below is the base salary range. This position does also include an incentive plan and overall total direct compensation range is 250k-325k.
Annual Base Salary Range or Hourly Base Pay Range:
$174,515.00 - $217,200.00
Compensation Type:
Salary
Incentive Eligible:
Yes
Sales Commission Eligible:
No
Disclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
Thrive at work and at home:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- Paid time off includes up to 15 vacation days, paid holidays, sick leave, and additional options to support volunteer and parental leave.
- 401K match up, educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary by site as well as Collective Bargaining Agreements and local/state regulations.
Safety Sensitive Role:
No
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
See all H-1B Visa Head of Recruitment Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Head of Recruitment Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Head of Recruitment
Frame your credentials around specialty occupation
Pull your O*NET profile for Human Resources Managers and map your degree directly to the listed knowledge domains. USCIS scrutinizes whether a Head of Recruitment role genuinely requires a specific bachelor's field, so your resume and cover letter should make that connection explicit.
Search employers with active LCA filing history
Use Migrate Mate to browse Head of Recruitment openings at companies that have already certified LCAs for HR leadership roles. Prior filings signal an employer understands the sponsorship process and isn't learning it on your timeline.
Verify prevailing wage before negotiating
Run the OFLC Wage Search for the HR Managers SOC code at each target city before entering salary discussions. Your employer's LCA must certify wages at or above the prevailing level, so knowing the floor prevents offers that USCIS will flag.
Confirm each worksite gets its own certified LCA
If the role involves managing recruiters across multiple office locations, your employer must file a separate certified LCA for each worksite. Raise this during offer negotiation so HR doesn't assume one application covers a multi-site setup.
Account for cap selection timing in your offer timeline
H-1B cap selection rules have changed recently, so align your offer start date with your employer's HR and legal teams early. A Head of Recruitment who joins before an I-129 is approved needs a bridging work authorization strategy.
Document workforce planning duties to support specialty occupation
USCIS expects Head of Recruitment petitions to show duties requiring analytical and strategic judgment, not just coordination. Have your employer include workforce forecasting, competency modeling, and talent pipeline design in the job description to strengthen the specialty occupation argument.
H-1B Visa Head of Recruitment: Frequently Asked Questions
Does a Head of Recruitment role qualify as a specialty occupation for H-1B purposes?
Yes, when the position is structured around duties that require a bachelor's degree or higher in human resources, organizational psychology, business administration, or a closely related field. USCIS evaluates the actual job duties, not just the title, so the employer's job description needs to demonstrate that the analytical and strategic responsibilities genuinely require degree-level expertise in a specific discipline.
How do I find employers who actively sponsor H-1B visas for Head of Recruitment roles?
Migrate Mate lists Head of Recruitment openings at employers with verified H-1B Labor Condition Application filing history, so you're not cold-applying to companies that have never navigated sponsorship. Focusing on employers with prior HR leadership LCA certifications significantly reduces the risk of an offer falling apart over internal legal hesitation.
What does the employer need to file to sponsor my H-1B as a Head of Recruitment?
The employer first certifies a Labor Condition Application with DOL, confirming the offered wage meets the prevailing wage for the HR Managers occupational category at the specific worksite location. They then file an I-129 petition with USCIS. Each additional worksite where you'll perform work requires its own certified LCA before you begin working there.
How long does H-1B status last for a Head of Recruitment position?
USCIS grants H-1B status for up to three years on the initial approval, with one extension available bringing the total to a six-year maximum. If your employer begins a green card process through PERM labor certification before the six-year limit, you may qualify for additional extensions beyond that cap under AC21 provisions.
Can I transfer my H-1B to a new employer if I change Head of Recruitment roles?
Yes. Under H-1B portability rules, you can begin working for a new employer once they file an I-129 transfer petition, provided you're maintaining valid H-1B status and haven't had a gap in authorized employment. The new employer must still certify a fresh LCA reflecting the prevailing wage at the new worksite location before the transfer petition is submitted.