H-1B Visa HR Operations Analyst Jobs
HR Operations Analyst jobs at H-1B visa-sponsoring employers sit squarely within specialty occupation territory, requiring a bachelor's degree in human resources, business administration, or a closely related field. Sponsoring employers file a Labor Condition Application with DOL and an I-129 petition with USCIS, granting status in three-year increments up to a six-year maximum.
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Get Access To All JobsPosition Summary
We are looking for an organized and driven individual, who is comfortable being a member of a fast-paced team. The ability to multi-task, while maintaining complex daily activities and providing administrative support, is essential in this position.
The Human Resource (HR) Analyst will oversee and/or support all areas of the HR lifecycle including but not limited to: onboarding, maintaining employee files, employment verifications and investigations, compliance with state and federal laws. The HR Analyst will also lead HR programs and projects such as Learning, reverification projects, Annual Compliance Training, and more projects that come up.
ESSENTIAL DUTIES AND RESPONSIBILITIES
HR Operations
- Manage and oversee new hire onboarding process, and act as primary POC for internal teams for new hire set up.
- Data entry and maintaining accuracy in UKG for employee setup based on job level and type.
- Conduct Employment Verifications for Background Investigations.
- Primary POC for general employee inquiries and the management of the HR Operations and HRIS email inboxes.
- FLSA Audit and management. Conduct or assist with classification audits to ensure that jobs are properly classified as exempt or nonexempt.
- Ensures compliance with data privacy regulations and best practices.
- Manage I-9 verification and reverification for all new hires to maintain USCIS compliance.
- Conduct and lead new hire orientation.
- Regularly review and enhance onboarding and orientation content and procedures to ensure all policy and document acknowledgements are up to date and compliant.
- Train internal team POCs on system administration of HRIS and Learning Management System.
- Review HR Operations vendor relationships and complete due diligence on relationships and agreements.
- Process vendor invoices.
Employee Lifecycle
- Facilitate implementation of new training, development, and other related initiatives.
- Own usage of Learning Management System; including trainings for annual requirements or learning opportunities, employee access, and training internal team POCs on system administration.
- Manage the launch, preparation, and completion of company-wide Annual Compliance Training.
- Partner with internal teams to create curriculum and assignment groups for Annual Compliance Training, monitor deadlines and completion statistics for reporting to leadership.
- May guide and/or assist with performance, benefit, and compensation review and evaluation processes.
- Process Leave of Absence Requests in partnership with Total Rewards Team.
- Identify and recommend reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.
- Backup support to HR Business partners, including but not limited to offer approvals, terminations, and data collection.
HR Analytics
- Collect and compile HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, may assist with exit interviews, employment records, government labor statistics, competitors’ practices, and other sources.
- Analyze data and statistics for trends and patterns with attention to recruitment, hiring practices, turnover, and compliance with employment laws and regulations.
- Prepare reports of data results, presenting and explaining findings to senior leadership.
- Manage system workflows, approvals, mass imports/uploads and support leadership or internal teams with change requests as needed.
- Primary POC for HRIS vendor UKG.
- Based on metrics and analysis, makes recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
- Performs other duties as assigned.
REQUIREMENTS
Required Skills/Abilities:
- Excellent verbal and written communication skills.
- Strong analytical and problem-solving skills.
- Thorough understanding of local, state, and federal laws involving employment, HR, and HR policies.
- Proficient with Microsoft Office Suite or related software.
- Proficient with or the ability to quickly learn the organization’s HRIS, payroll, and similar employee management software.
Education and Experience:
- Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or related field required.
- Two to three years of experience in related areas such as job classification and compensation, recruitment, selection, training, employee benefits, and/or equal opportunity compliance preferred.
Physical Requirements:
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 15 pounds at times.
SPECIAL NOTE
The position is contingent upon candidate’s ability to meet physical and medical requirements as needed by the position; including compliance with all applicable federal, state, and local jurisdictional requirements.
BENEFITS AND COMPENSATION
At MAG Aerospace, we value your contributions providing our employees with a robust Total Rewards package that supports your total well-being. Full-time and part-time employees working at least 30 hours a week on a regular basis are eligible to participate in MAG's Total Rewards programs. Our offerings include health, life, disability, financial, and retirement benefits as well as paid leave, professional development, and tuition assistance. Individuals that do not meet the threshold are only eligible for select offerings not inclusive of health benefits. We encourage you to learn more about our Total Rewards Program by visiting the Resource page on our Careers site.
Salary at MAG Aerospace is determined by various factors including but not limited to location, the particular combination of education, knowledge, skills, competencies, and experience as well as contract-specific affordability and organizational requirements. The projected compensation range for this position is $70,000 to $80,000 (annualized USD). The estimate displayed represents the typical salary range for this position and is just one component of MAG's total compensation package for employees.
Position Summary
We are looking for an organized and driven individual, who is comfortable being a member of a fast-paced team. The ability to multi-task, while maintaining complex daily activities and providing administrative support, is essential in this position.
The Human Resource (HR) Analyst will oversee and/or support all areas of the HR lifecycle including but not limited to: onboarding, maintaining employee files, employment verifications and investigations, compliance with state and federal laws. The HR Analyst will also lead HR programs and projects such as Learning, reverification projects, Annual Compliance Training, and more projects that come up.
ESSENTIAL DUTIES AND RESPONSIBILITIES
HR Operations
- Manage and oversee new hire onboarding process, and act as primary POC for internal teams for new hire set up.
- Data entry and maintaining accuracy in UKG for employee setup based on job level and type.
- Conduct Employment Verifications for Background Investigations.
- Primary POC for general employee inquiries and the management of the HR Operations and HRIS email inboxes.
- FLSA Audit and management. Conduct or assist with classification audits to ensure that jobs are properly classified as exempt or nonexempt.
- Ensures compliance with data privacy regulations and best practices.
- Manage I-9 verification and reverification for all new hires to maintain USCIS compliance.
- Conduct and lead new hire orientation.
- Regularly review and enhance onboarding and orientation content and procedures to ensure all policy and document acknowledgements are up to date and compliant.
- Train internal team POCs on system administration of HRIS and Learning Management System.
- Review HR Operations vendor relationships and complete due diligence on relationships and agreements.
- Process vendor invoices.
Employee Lifecycle
- Facilitate implementation of new training, development, and other related initiatives.
- Own usage of Learning Management System; including trainings for annual requirements or learning opportunities, employee access, and training internal team POCs on system administration.
- Manage the launch, preparation, and completion of company-wide Annual Compliance Training.
- Partner with internal teams to create curriculum and assignment groups for Annual Compliance Training, monitor deadlines and completion statistics for reporting to leadership.
- May guide and/or assist with performance, benefit, and compensation review and evaluation processes.
- Process Leave of Absence Requests in partnership with Total Rewards Team.
- Identify and recommend reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.
- Backup support to HR Business partners, including but not limited to offer approvals, terminations, and data collection.
HR Analytics
- Collect and compile HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, may assist with exit interviews, employment records, government labor statistics, competitors’ practices, and other sources.
- Analyze data and statistics for trends and patterns with attention to recruitment, hiring practices, turnover, and compliance with employment laws and regulations.
- Prepare reports of data results, presenting and explaining findings to senior leadership.
- Manage system workflows, approvals, mass imports/uploads and support leadership or internal teams with change requests as needed.
- Primary POC for HRIS vendor UKG.
- Based on metrics and analysis, makes recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
- Performs other duties as assigned.
REQUIREMENTS
Required Skills/Abilities:
- Excellent verbal and written communication skills.
- Strong analytical and problem-solving skills.
- Thorough understanding of local, state, and federal laws involving employment, HR, and HR policies.
- Proficient with Microsoft Office Suite or related software.
- Proficient with or the ability to quickly learn the organization’s HRIS, payroll, and similar employee management software.
Education and Experience:
- Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or related field required.
- Two to three years of experience in related areas such as job classification and compensation, recruitment, selection, training, employee benefits, and/or equal opportunity compliance preferred.
Physical Requirements:
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 15 pounds at times.
SPECIAL NOTE
The position is contingent upon candidate’s ability to meet physical and medical requirements as needed by the position; including compliance with all applicable federal, state, and local jurisdictional requirements.
BENEFITS AND COMPENSATION
At MAG Aerospace, we value your contributions providing our employees with a robust Total Rewards package that supports your total well-being. Full-time and part-time employees working at least 30 hours a week on a regular basis are eligible to participate in MAG's Total Rewards programs. Our offerings include health, life, disability, financial, and retirement benefits as well as paid leave, professional development, and tuition assistance. Individuals that do not meet the threshold are only eligible for select offerings not inclusive of health benefits. We encourage you to learn more about our Total Rewards Program by visiting the Resource page on our Careers site.
Salary at MAG Aerospace is determined by various factors including but not limited to location, the particular combination of education, knowledge, skills, competencies, and experience as well as contract-specific affordability and organizational requirements. The projected compensation range for this position is $70,000 to $80,000 (annualized USD). The estimate displayed represents the typical salary range for this position and is just one component of MAG's total compensation package for employees.
See all 50+ H-1B Visa HR Operations Analyst Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa HR Operations Analyst Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a HR Operations Analyst
Map your degree to HR Operations
Pull the O*NET profile for HR Operations Analyst roles and confirm your degree field aligns with the listed knowledge areas. USCIS scrutinizes the degree-to-duties nexus, so document how your coursework directly supports the analytical and systems work in the job description.
Target employers with multi-state HR infrastructure
Large organizations running HR operations across multiple locations file LCAs frequently and understand that each worksite needs its own certified LCA. That operational familiarity shortens your sponsorship timeline and reduces the risk of a first-time employer error delaying your start date.
Search verified H-1B sponsors on Migrate Mate
Filter HR Operations Analyst openings on Migrate Mate to surface employers with confirmed H-1B filing history in HR and people-operations roles. This cuts out outreach to companies that have never navigated specialty occupation petitions for this job family.
Request prevailing wage documentation before signing
Ask your offer-stage recruiter to confirm the wage level the employer intends to certify in the LCA. The OFLC Wage Search shows Level I through Level IV prevailing wages by metro area, so you can verify the offer meets DOL requirements before the LCA is filed.
Build an HRIS and analytics credential portfolio
USCIS officers evaluating specialty occupation claims for HR Operations roles look for evidence of degree-level complexity. Certifications in Workday, SAP SuccessFactors, or workforce analytics platforms strengthen the theoretical and practical argument that your position requires specialized knowledge, not general clerical work.
Clarify worksite details before your I-129 is filed
If your role involves client sites, hybrid schedules, or a headquarters address different from your daily work location, confirm with your employer's immigration counsel which addresses appear on the LCA. A mismatch between certified and actual worksites is a common audit trigger for HR Operations petitions.
H-1B Visa HR Operations Analyst: Frequently Asked Questions
Does HR Operations Analyst qualify as a specialty occupation for H-1B purposes?
Yes, HR Operations Analyst roles typically qualify as a specialty occupation because the position requires at least a bachelor's degree in human resources, business administration, information systems, or a directly related field. The analytical, systems-configuration, and compliance functions central to the role go beyond clerical HR work. Employers strengthen the petition by ensuring the job description emphasizes degree-dependent duties such as HRIS management, workforce data analysis, and HR policy development.
How do I find employers who actively sponsor H-1B visas for HR Operations Analyst roles?
Migrate Mate lists employers with verified H-1B filing history in HR and people-operations job families, so you can focus your applications on companies that have already navigated specialty occupation petitions for roles like yours. Prioritize organizations with large, multi-state HR infrastructures, shared services centers, or dedicated HR technology teams, since those structures generate repeat LCA and I-129 filings and reflect established sponsorship processes.
What documents should I prepare before asking an employer to sponsor my H-1B?
Gather your official degree transcripts and diploma, a credential evaluation if your degree was earned outside the United States, and any HRIS or analytics certifications relevant to the role. Compile a detailed description of your past HR Operations duties that demonstrates degree-level analytical work. These materials help your employer's immigration counsel build the specialty occupation argument when preparing the LCA and I-129 petition.
What is an LCA and why does it matter for my HR Operations Analyst job offer?
A Labor Condition Application is a DOL certification your employer files before submitting your H-1B petition to USCIS. It attests that you'll be paid at least the prevailing wage for your role and location, and that hiring you won't negatively affect similarly employed U.S. workers. Each worksite requires its own certified LCA, so if your role spans multiple offices or client locations, confirm all relevant addresses are covered before your start date.
How long does H-1B status last for an HR Operations Analyst, and can it be extended?
USCIS grants initial H-1B status for up to three years, with one extension available for a total maximum of six years. Beyond six years, continued H-1B status typically requires an approved I-140 immigrant petition or a pending green card application that qualifies you for annual extensions under AC21. Planning for the green card process early is especially relevant in HR Operations roles at larger employers who have established immigration programs.