H-1B Visa Hris Specialist Jobs
HRIS Specialist roles qualify as H-1B visa specialty occupations because they require at least a bachelor's degree in information systems, HR management, or a related field. Employers filing H-1B petitions for this role must certify a prevailing wage through the DOL before USCIS approves the petition.
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Bargaining Unit: Non Represented - Professional
Rate of Pay: $111,218 annually + DOE
Summary
The HRIS Specialist serves as a strategic partner in advancing the organization’s Human Resources Information System, ensuring it effectively supports workforce strategy, compliance, and data-driven decision-making across the employee lifecycle. This role collaborates with HR, Payroll, IT, the HR Digital Specialist, and other key stakeholders to steward HRIS integrity, enable actionable insights, and drive continuous improvement of HRIS capabilities and the digital experience.
Essential Duties and Responsibilities
- Ensure the integrity, accuracy, and reliability of the HRIS through effective data management, configuration oversight, and functional support of core HR programs and processes throughout the employee lifecycle.
- Configure and maintain system settings, business rules, security roles, workflows, and organizational structures in alignment with HR policies, regulatory requirements, and business needs.
- Administer and support multiple HRIS modules, including Core HR, Benefits, Talent Acquisition, and Performance Management.
- Design, implement, and maintain system customizations, reports, dashboards, and analytics to support workforce planning and data-driven decision-making.
- Serve as the main point of contact with the HRIS vendor, including submitting and tracking service requests, coordinating system support, and managing invoicing.
- Develop and maintain HRIS training materials, user guides, and standard operating procedures for managers, HR team members, and employees.
- Lead HRIS-related initiatives such as module implementations, system upgrades, process redesign, and optimization efforts.
- Partner closely with Talent Acquisition, Benefits, Compensation, and Learning to enhance system workflows and improve the overall employee experience across HR functions.
- Document HRIS configurations and processes, support system integrations, and assist with change management, training, and audit activities related to HR technology enhancements.
- Partner closely with the HR Digital Specialist to design, implement, and improve digital HR workflows, self-service tools, automation, and user experience enhancements.
- Perform regular audits to ensure data integrity, security, and compliance with healthcare regulations, labor laws, and organizational standards.
- Serve as a subject matter expert for HRIS functionality; provide guidance and troubleshooting support to HR team members, managers, and employees.
- Partner with Payroll to maintain accurate employee data, resolve discrepancies, and support compliant payroll processing through effective HRIS management.
- Develop, maintain, and deliver standard and ad hoc HR reports, dashboards, and metrics to support workforce planning and decision-making.
- Stay current on HRIS updates, releases, and new capabilities, proactively evaluating and recommending additional functionality to enhance HR programs and processes.
- Conduct system testing for HRIS updates, enhancements, and new implementations, including test case development, validation, and issue resolution to ensure system accuracy and functionality.
- Demonstrate System Values in performance and behavior.
- Comply with System policies and procedures.
- Perform other duties as assigned.
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Supervisory Responsibilities
No supervisory responsibilities.
Minimum Education/Experience
Bachelor's Degree HR, Business Administration, Information Systems, Computer Science, MIS or related field or 5 or more years relevant experience.
Required Licenses/Certifications
None.
Other Experience/Qualifications
Required:
- Strong understanding of core HR processes across the employee lifecycle, including recruiting, onboarding, benefits, timekeeping, and performance management.
- Experience supporting or participating in HRIS implementations, upgrades, and system enhancements.
- Demonstrated experience maintaining data integrity, system configurations, security roles, and workflows.
- Demonstrated experience working with HR metrics and workforce data to support reporting, audits, and business needs.
Preferred:
- Experience supporting UKG in a healthcare or highly regulated environment.
- Experience leveraging HRIS data for people analytics, trends analysis, and workforce planning.
- Project management experience.
- Knowledge of payroll processing, audits, and year-end activities.
- HR certification such as PHR, SHRM-CP, or equivalent HR-related certification.
- Relevant education or an equivalent combination of education and experience, including HRIS, systems, or IT experience, will be considered.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
This position is expected to be an onsite, hybrid, or remote role.
Bargaining Unit: Non Represented - Professional
Rate of Pay: $111,218 annually + DOE
Summary
The HRIS Specialist serves as a strategic partner in advancing the organization’s Human Resources Information System, ensuring it effectively supports workforce strategy, compliance, and data-driven decision-making across the employee lifecycle. This role collaborates with HR, Payroll, IT, the HR Digital Specialist, and other key stakeholders to steward HRIS integrity, enable actionable insights, and drive continuous improvement of HRIS capabilities and the digital experience.
Essential Duties and Responsibilities
- Ensure the integrity, accuracy, and reliability of the HRIS through effective data management, configuration oversight, and functional support of core HR programs and processes throughout the employee lifecycle.
- Configure and maintain system settings, business rules, security roles, workflows, and organizational structures in alignment with HR policies, regulatory requirements, and business needs.
- Administer and support multiple HRIS modules, including Core HR, Benefits, Talent Acquisition, and Performance Management.
- Design, implement, and maintain system customizations, reports, dashboards, and analytics to support workforce planning and data-driven decision-making.
- Serve as the main point of contact with the HRIS vendor, including submitting and tracking service requests, coordinating system support, and managing invoicing.
- Develop and maintain HRIS training materials, user guides, and standard operating procedures for managers, HR team members, and employees.
- Lead HRIS-related initiatives such as module implementations, system upgrades, process redesign, and optimization efforts.
- Partner closely with Talent Acquisition, Benefits, Compensation, and Learning to enhance system workflows and improve the overall employee experience across HR functions.
- Document HRIS configurations and processes, support system integrations, and assist with change management, training, and audit activities related to HR technology enhancements.
- Partner closely with the HR Digital Specialist to design, implement, and improve digital HR workflows, self-service tools, automation, and user experience enhancements.
- Perform regular audits to ensure data integrity, security, and compliance with healthcare regulations, labor laws, and organizational standards.
- Serve as a subject matter expert for HRIS functionality; provide guidance and troubleshooting support to HR team members, managers, and employees.
- Partner with Payroll to maintain accurate employee data, resolve discrepancies, and support compliant payroll processing through effective HRIS management.
- Develop, maintain, and deliver standard and ad hoc HR reports, dashboards, and metrics to support workforce planning and decision-making.
- Stay current on HRIS updates, releases, and new capabilities, proactively evaluating and recommending additional functionality to enhance HR programs and processes.
- Conduct system testing for HRIS updates, enhancements, and new implementations, including test case development, validation, and issue resolution to ensure system accuracy and functionality.
- Demonstrate System Values in performance and behavior.
- Comply with System policies and procedures.
- Perform other duties as assigned.
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Supervisory Responsibilities
No supervisory responsibilities.
Minimum Education/Experience
Bachelor's Degree HR, Business Administration, Information Systems, Computer Science, MIS or related field or 5 or more years relevant experience.
Required Licenses/Certifications
None.
Other Experience/Qualifications
Required:
- Strong understanding of core HR processes across the employee lifecycle, including recruiting, onboarding, benefits, timekeeping, and performance management.
- Experience supporting or participating in HRIS implementations, upgrades, and system enhancements.
- Demonstrated experience maintaining data integrity, system configurations, security roles, and workflows.
- Demonstrated experience working with HR metrics and workforce data to support reporting, audits, and business needs.
Preferred:
- Experience supporting UKG in a healthcare or highly regulated environment.
- Experience leveraging HRIS data for people analytics, trends analysis, and workforce planning.
- Project management experience.
- Knowledge of payroll processing, audits, and year-end activities.
- HR certification such as PHR, SHRM-CP, or equivalent HR-related certification.
- Relevant education or an equivalent combination of education and experience, including HRIS, systems, or IT experience, will be considered.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Hris Specialist
Map your degree to the SOC code
USCIS evaluates whether your degree field directly relates to the HRIS Specialist role. Pull the O*NET profile for SOC 13-1141 to document the educational requirements and match your transcripts before a recruiter asks.
Target employers with certified LCA history
Use Migrate Mate to filter HRIS Specialist openings by employers who have already filed Labor Condition Applications for this occupation. That filing history tells you the employer understands the H-1B process, not just that they're open to it.
Check the prevailing wage before negotiating
Your employer must pay at least the DOL prevailing wage for your work location and experience level. Run the OFLC Wage Search under the HRIS Specialist occupation code before your offer discussion so you know the floor, not just the market rate.
Confirm the employer uses E-Verify
H-1B employers are required by law to participate in E-Verify. Ask during the offer stage, not after signing. An employer unfamiliar with this requirement may also be unprepared to file your I-129 petition on time.
Document system certifications for the RFE risk
USCIS sometimes issues Requests for Evidence on HRIS roles, questioning whether the position truly requires a specialized degree. Gather certifications in Workday, SAP SuccessFactors, or Oracle HCM to strengthen your employer's evidence that the role is a specialty occupation.
File before the April 1 cap deadline
H-1B cap-subject petitions must be submitted for the annual lottery, with the registration window typically opening in March. Your employer's legal team needs your documents well before then; gaps in your employment history or pending credential evaluations can delay filing.
H-1B Visa Hris Specialist: Frequently Asked Questions
Does an HRIS Specialist role qualify as an H-1B specialty occupation?
Yes, provided the position genuinely requires at least a bachelor's degree in a directly related field such as information systems, human resources management, or computer science. Generic HR coordinator roles can fall short of this standard. Your employer's job description must specify the degree requirement to withstand USCIS scrutiny during adjudication.
Which employers typically sponsor H-1B visas for HRIS Specialists?
Large enterprises running complex HRIS platforms such as Workday or SAP SuccessFactors are the most consistent sponsors because their systems require specialized technical knowledge. Healthcare systems, financial institutions, and global consulting firms also file regularly. Migrate Mate filters HRIS Specialist openings by verified LCA filing history so you can target employers with a documented record of H-1B sponsorship.
Can my employer sponsor my H-1B if they've never done it before?
Yes, but the process takes longer when an employer is filing for the first time. They'll need to register with USCIS, obtain a Federal Employer Identification Number, and work with an immigration attorney to file the Labor Condition Application with DOL before submitting the I-129 petition. Build extra lead time into your offer negotiation.
What happens to my H-1B status if I'm laid off as an HRIS Specialist?
You have a 60-day grace period after your employment ends to find a new sponsoring employer, transfer your H-1B, change status, or leave the U.S. The clock starts on your last day of work. During that window, you can't work, but you can actively interview and negotiate a new offer with a new employer who can file an H-1B transfer petition.
Is an HRIS Specialist role eligible for H-1B cap exemption?
Only if your employer qualifies as a cap-exempt institution, such as a nonprofit research organization, university, or government research entity. Most private-sector HRIS roles are cap-subject, meaning your petition enters the annual lottery. If you're working for a staffing firm placed at a cap-exempt site, eligibility depends on the nature of the work and the placement arrangement.