H-1B Visa Head Of Talent Jobs
Head of Talent roles sit at the intersection of strategic leadership and people operations, making them a strong fit for H-1B visa specialty occupation status. Employers in tech, finance, and consulting regularly sponsor this title. Your degree in HR, organizational psychology, or business is the credential anchor for your petition.
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Get Access To All JobsAbout Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
We’re looking for a strategic and operationally rigorous Senior Manager, Head of Talent Operations to lead and scale the engine behind our recruiting organization. You will lead a team of 4 Talent Operations professionals and oversee the operational backbone supporting our ~40-person recruiting team, which is growing rapidly in scale and complexity across functions and globally.
This role owns and strengthens core recruiting infrastructure — including interview scheduling and operations, headcount governance, tech stack strategy, interviewer enablement, compliance, and candidate experience — ensuring our systems are efficient, scalable, and built for continued growth. This is a highly cross-functional leadership role requiring strong systems thinking and execution rigor.
- Talent Operations Leadership
- Lead, coach, and develop a team of four Talent Operations professionals.
- Drive prioritization, operational rigor, and scalable infrastructure to support a 40+ recruiter organization.
-
Be hands on where needed to continue to shape and grow this critical function.
-
Recruiting Technology Strategy & Ownership
- Own the full recruiting tech stack (ATS, scheduling tools, sourcing tools, CRM, interview tools, etc.).
- Partner with Tech Enablement to drive system implementation, integration, automation, and optimization.
- Evaluate and implement new tools as the organization scales.
-
Oversee and evolve the internal recruiting “help desk” into a scalable, automated support function.
-
Headcount Planning & Governance
- Own execution and operational tracking of the company’s headcount plan in partnership with finance.
-
Build systems to monitor hiring progress, recruiter capacity, and forecasting.
-
Interview Operations & Scheduling
- Own end-to-end interview operations, including scheduling infrastructure.
- Build scalable processes and tooling to support high-volume, complex hiring.
-
Ensure a seamless and efficient experience for candidates, recruiters, and interviewers.
-
Programs & Experience (Interviewer Enablement, Referrals, Candidate Experience)
- Own and scale core recruiting programs, including interviewer enablement, referrals, and candidate experience, ensuring they drive hiring excellence at scale.
-
Define success metrics and lead ongoing optimization to improve quality of hire, engagement, and overall recruiting performance.
-
Compliance & Global Hiring Expansion
- Ensure recruiting processes meet compliance requirements across jurisdictions.
- Partner with People Ops & Legal to support international hiring expansion.
What You Need
8+ years of relevant operations experience; 3+ years in talent/recruiting operations a plus.
3+ years of experience managing high-performing teams.
Experience supporting a large, complex recruiting organization (30+ recruiters preferred).
Strong headcount planning, workforce planning, and reporting experience.
Demonstrated experience building scalable processes in high-growth environments.
Strong project management skills with the ability to manage multiple high-impact initiatives simultaneously.
Experience supporting global hiring and multi-jurisdiction compliance.
Data-driven decision maker with strong analytical capabilities.
* Exceptional cross-functional communication and stakeholder management skills.
Benefits available to all full-time Ramp employees (Global)
Flexible PTO
Centralized home-office equipment ordering
Health and wellness stipend
Budget for intra-office travel
* Weekly coffee stipend
United States
100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
One Medical annual membership
401(k), including employer match on contributions made while employed by Ramp
Fertility HRA (up to $10,000 per year)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
Pet insurance
In-office perks: lunch, snacks, drinks, and more
Relocation expense coverage to NYC or SF (if needed)
Canada
Group medical, dental, and vision coverage through Sun Life
Life, AD&D, and disability coverage
Fertility drug coverage (up to $4,000 lifetime)
Group Retirement Plan with employer match (RRSP + DPSP)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
Employee Assistance Program and virtual care through Lumino Health
United Kingdom
Private medical insurance through Freedom Elite
Virtual GP and at-home care via eMed x Livi
Workplace pension through Penfold, with salary sacrifice option
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $220K - $302K
About Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
We’re looking for a strategic and operationally rigorous Senior Manager, Head of Talent Operations to lead and scale the engine behind our recruiting organization. You will lead a team of 4 Talent Operations professionals and oversee the operational backbone supporting our ~40-person recruiting team, which is growing rapidly in scale and complexity across functions and globally.
This role owns and strengthens core recruiting infrastructure — including interview scheduling and operations, headcount governance, tech stack strategy, interviewer enablement, compliance, and candidate experience — ensuring our systems are efficient, scalable, and built for continued growth. This is a highly cross-functional leadership role requiring strong systems thinking and execution rigor.
- Talent Operations Leadership
- Lead, coach, and develop a team of four Talent Operations professionals.
- Drive prioritization, operational rigor, and scalable infrastructure to support a 40+ recruiter organization.
-
Be hands on where needed to continue to shape and grow this critical function.
-
Recruiting Technology Strategy & Ownership
- Own the full recruiting tech stack (ATS, scheduling tools, sourcing tools, CRM, interview tools, etc.).
- Partner with Tech Enablement to drive system implementation, integration, automation, and optimization.
- Evaluate and implement new tools as the organization scales.
-
Oversee and evolve the internal recruiting “help desk” into a scalable, automated support function.
-
Headcount Planning & Governance
- Own execution and operational tracking of the company’s headcount plan in partnership with finance.
-
Build systems to monitor hiring progress, recruiter capacity, and forecasting.
-
Interview Operations & Scheduling
- Own end-to-end interview operations, including scheduling infrastructure.
- Build scalable processes and tooling to support high-volume, complex hiring.
-
Ensure a seamless and efficient experience for candidates, recruiters, and interviewers.
-
Programs & Experience (Interviewer Enablement, Referrals, Candidate Experience)
- Own and scale core recruiting programs, including interviewer enablement, referrals, and candidate experience, ensuring they drive hiring excellence at scale.
-
Define success metrics and lead ongoing optimization to improve quality of hire, engagement, and overall recruiting performance.
-
Compliance & Global Hiring Expansion
- Ensure recruiting processes meet compliance requirements across jurisdictions.
- Partner with People Ops & Legal to support international hiring expansion.
What You Need
8+ years of relevant operations experience; 3+ years in talent/recruiting operations a plus.
3+ years of experience managing high-performing teams.
Experience supporting a large, complex recruiting organization (30+ recruiters preferred).
Strong headcount planning, workforce planning, and reporting experience.
Demonstrated experience building scalable processes in high-growth environments.
Strong project management skills with the ability to manage multiple high-impact initiatives simultaneously.
Experience supporting global hiring and multi-jurisdiction compliance.
Data-driven decision maker with strong analytical capabilities.
* Exceptional cross-functional communication and stakeholder management skills.
Benefits available to all full-time Ramp employees (Global)
Flexible PTO
Centralized home-office equipment ordering
Health and wellness stipend
Budget for intra-office travel
* Weekly coffee stipend
United States
100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
One Medical annual membership
401(k), including employer match on contributions made while employed by Ramp
Fertility HRA (up to $10,000 per year)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
Pet insurance
In-office perks: lunch, snacks, drinks, and more
Relocation expense coverage to NYC or SF (if needed)
Canada
Group medical, dental, and vision coverage through Sun Life
Life, AD&D, and disability coverage
Fertility drug coverage (up to $4,000 lifetime)
Group Retirement Plan with employer match (RRSP + DPSP)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
Employee Assistance Program and virtual care through Lumino Health
United Kingdom
Private medical insurance through Freedom Elite
Virtual GP and at-home care via eMed x Livi
Workplace pension through Penfold, with salary sacrifice option
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $220K - $302K
See all H-1B Visa Head Of Talent Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Head Of Talent Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Head Of Talent
Align your degree to the role
USCIS requires your degree field to directly relate to the specialty occupation. For Head of Talent, degrees in human resources, organizational development, industrial-organizational psychology, or business administration carry the clearest credential match in your petition.
Search LCA filings by occupation code
Use Migrate Mate to filter employers by Labor Condition Application filing history under HR management SOC codes. This surfaces companies with active H-1B sponsorship for talent leadership roles, not just general hiring activity.
Target cap-exempt employers strategically
Universities, nonprofit research organizations, and government-affiliated entities file H-1B petitions outside the annual cap. Head of Talent roles at these institutions bypass the lottery entirely, giving you a direct path to sponsorship year-round.
Verify prevailing wage before negotiating
Your employer must certify your offered salary meets the DOL prevailing wage for your metro area. Run your title and location through the OFLC Wage Search before your offer conversation so you know the floor your employer is legally required to meet.
Prepare evidence of specialty occupation early
Collect job postings from comparable Head of Talent roles that list a bachelor's degree as required, not preferred. USCIS adjudicators weigh industry-wide degree norms when evaluating whether the position qualifies, so documented precedent strengthens your petition.
Use your 60-day grace period deliberately
If your current H-1B employer terminates your role, you have a 60-day grace period to secure a new sponsoring employer and file an H-1B transfer. Don't wait for a formal end date before engaging prospective employers about timeline and portability.
H-1B Visa Head Of Talent: Frequently Asked Questions
Does a Head of Talent role qualify as an H-1B specialty occupation?
Yes, provided the position requires at least a bachelor's degree in a directly related field such as human resources, organizational psychology, or business administration. Roles titled Head of Talent that are primarily operational or administrative without a degree requirement may face scrutiny. The job description's language about required qualifications matters significantly during USCIS adjudication.
How do I find employers who actively sponsor H-1B visas for talent leadership roles?
Search Migrate Mate to browse Head of Talent positions filtered by employers with verified H-1B filing history. DOL Labor Condition Application disclosures are public record, so you can confirm whether a company has sponsored similar roles before investing time in their application process.
Can I transfer my H-1B to a new employer if I'm already in a Head of Talent role?
Yes. Under H-1B portability rules, you can start working for a new employer as soon as they file a transfer petition, without waiting for approval, as long as you've been in valid H-1B status for at least 180 days. Your new employer files Form I-129 and a new LCA covering your updated role and compensation.
What makes a Head of Talent petition riskier than other HR roles for H-1B purposes?
Broad or hybrid titles that blend recruiting, HR operations, and business partnership functions can trigger USCIS requests for evidence questioning whether the role truly requires a specialized degree. To reduce this risk, ensure your job description emphasizes the strategic and analytical dimensions of the work and avoids language that implies the role is generalist or administrative.
Does the H-1B annual cap apply to Head of Talent positions at all employers?
Not always. The 85,000-slot annual cap and lottery apply to private-sector employers. If you're hired by a qualifying university, affiliated nonprofit research organization, or government research institution, your petition is cap-exempt and can be filed at any time of year without entering the lottery.