H-1B Visa Hris Specialist Jobs
HRIS Specialist roles qualify as H-1B 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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Get Access To All JobsCOMPANY OVERVIEW
Moss is a national privately held construction firm providing innovative solutions resulting in award-winning projects. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build. The company’s diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports. Moss is ranked by Engineering News-Record as the nation’s top solar contractor and one of the top 50 general contractors. Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. Its employees consistently rank Moss as one of the best places to work.
POSITION SCOPE AND ORGANIZATIONAL IMPACT
Moss’ HRIS Specialist is a hands-on Workday expert responsible for supporting, optimizing, and enhancing Workday HCM within the construction management and renewal energy industry. This role serves as a subject matter expert in Workday HCM Core and Advanced Compensation modules, ensuring accurate HR data, system compliance, and scalable workforce solutions. The HRIS Specialist will serve as the subject matter expert for Workday Advanced Compensation, supporting the design, configuration, and ongoing optimization of compensation programs including merit, bonus, equity, and long-term incentive plans.
ESSENTIAL JOB DUTIES AND RESPONSIBILITIES
- Serve as the functional lead and subject matter expert for Workday Advanced Compensation
- Design, configure, maintain, and optimize Workday Advanced Compensation module, including merit cycles, bonus plans, stock/equity awards, and compensation guidelines
- Partner closely with Compensation, Finance, HR, and IT to ensure compensation processes are scalable, compliant, and aligned with organizational strategy
- Lead system configuration, enhancements, and annual compensation cycles, while ensuring data integrity, audit readiness, and an exceptional user experience
- Lead end-to-end annual compensation cycle activities (planning, configuration, testing, launch, and post-cycle analysis)
- Design and maintain eligibility rules, budgets, guidelines, prevailing wages and other compensation matrices
- Design, govern, and continuously improve the Workday Job Catalog architecture to ensure job profiles, families, and levels are consistent, scalable, and aligned to Moss’s organizational structure and business strategy
- Support market pricing integrations and benchmarking processes
- Develop and maintain compensation reports, dashboards, and analytics for leadership insights
- Support audit and compliance requirements, related to compensation processes
- Identify opportunities for automation and process optimization to improve efficiency and user experience
- Lead and support User Acceptance Testing (UAT) for compensation-related enhancements
- Troubleshoot complex compensation issues and provide Tier 2/3 support
- Develop, validate, and maintain advanced / matrix reports, calculated fields, dashboards, and analytics to support business decision-making
- Support Workday semiannual release cycles including impact assessment, configuration updates, regression testing, documentation, and stakeholder communication
- Follow established documentation, change control, change management, testing and release protocols to ensure consistent, and reliable configuration deployment
- Perform other duties as assigned
EDUCATION AND WORK EXPERIENCE
- 3–5+ years of Workday experience, with strong expertise in Advanced Compensation
- Strong understanding of HR business processes, Core HCM data structures, compensation, and employee lifecycle transactions
- Proficiency in configuring, testing, and implementing system changes and enhancements while minimizing disruption to HR operations
- Experience supporting annual compensation planning cycles at scale
- Strong understanding of compensation strategy, structures, and market data
- Hands-on experience designing and maintaining Workday Job Catalog architecture (job profiles, job families, levels) aligned with compensation, recruiting, and organizational structure
- Experience with Workday reporting (advanced, matrix, dashboards, calculated fields) and data analysis
- Demonstrated ability to troubleshoot complex system issues, perform root-cause analysis, and deliver scalable solutions
- Ability to translate business needs into technical requirements
- Ability to manage multiple priorities, work independently, and deliver high-quality work in a fast-paced environment
- Strong analytical, problem-solving, and critical thinking skills
- Experience supporting HR systems in large, project-driven organizations with complex compensation structures
- Preferred: Workday certification in HCM, Compensation, Advanced Compensation, or Reporting
- Preferred: Exposure to equity administration tools or Total Rewards systems
- Preferred: Familiarity with agile methodologies and tools such as Jira
- Preferred: Knowledge of Prevailing Wage and the Inflation Reduction Act (IRA)
JOB TITLE: HRIS SPECIALIST – ADVANCED COMPENSATION
JOB LOCATION: FORT LAUDERDALE, FL
CLASSIFICATION: FULL TIME – EXEMPT – SALARIED
REPORTS TO: AREA PRACTICE LEAD, HCM
Moss is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
COMPANY OVERVIEW
Moss is a national privately held construction firm providing innovative solutions resulting in award-winning projects. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build. The company’s diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports. Moss is ranked by Engineering News-Record as the nation’s top solar contractor and one of the top 50 general contractors. Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. Its employees consistently rank Moss as one of the best places to work.
POSITION SCOPE AND ORGANIZATIONAL IMPACT
Moss’ HRIS Specialist is a hands-on Workday expert responsible for supporting, optimizing, and enhancing Workday HCM within the construction management and renewal energy industry. This role serves as a subject matter expert in Workday HCM Core and Advanced Compensation modules, ensuring accurate HR data, system compliance, and scalable workforce solutions. The HRIS Specialist will serve as the subject matter expert for Workday Advanced Compensation, supporting the design, configuration, and ongoing optimization of compensation programs including merit, bonus, equity, and long-term incentive plans.
ESSENTIAL JOB DUTIES AND RESPONSIBILITIES
- Serve as the functional lead and subject matter expert for Workday Advanced Compensation
- Design, configure, maintain, and optimize Workday Advanced Compensation module, including merit cycles, bonus plans, stock/equity awards, and compensation guidelines
- Partner closely with Compensation, Finance, HR, and IT to ensure compensation processes are scalable, compliant, and aligned with organizational strategy
- Lead system configuration, enhancements, and annual compensation cycles, while ensuring data integrity, audit readiness, and an exceptional user experience
- Lead end-to-end annual compensation cycle activities (planning, configuration, testing, launch, and post-cycle analysis)
- Design and maintain eligibility rules, budgets, guidelines, prevailing wages and other compensation matrices
- Design, govern, and continuously improve the Workday Job Catalog architecture to ensure job profiles, families, and levels are consistent, scalable, and aligned to Moss’s organizational structure and business strategy
- Support market pricing integrations and benchmarking processes
- Develop and maintain compensation reports, dashboards, and analytics for leadership insights
- Support audit and compliance requirements, related to compensation processes
- Identify opportunities for automation and process optimization to improve efficiency and user experience
- Lead and support User Acceptance Testing (UAT) for compensation-related enhancements
- Troubleshoot complex compensation issues and provide Tier 2/3 support
- Develop, validate, and maintain advanced / matrix reports, calculated fields, dashboards, and analytics to support business decision-making
- Support Workday semiannual release cycles including impact assessment, configuration updates, regression testing, documentation, and stakeholder communication
- Follow established documentation, change control, change management, testing and release protocols to ensure consistent, and reliable configuration deployment
- Perform other duties as assigned
EDUCATION AND WORK EXPERIENCE
- 3–5+ years of Workday experience, with strong expertise in Advanced Compensation
- Strong understanding of HR business processes, Core HCM data structures, compensation, and employee lifecycle transactions
- Proficiency in configuring, testing, and implementing system changes and enhancements while minimizing disruption to HR operations
- Experience supporting annual compensation planning cycles at scale
- Strong understanding of compensation strategy, structures, and market data
- Hands-on experience designing and maintaining Workday Job Catalog architecture (job profiles, job families, levels) aligned with compensation, recruiting, and organizational structure
- Experience with Workday reporting (advanced, matrix, dashboards, calculated fields) and data analysis
- Demonstrated ability to troubleshoot complex system issues, perform root-cause analysis, and deliver scalable solutions
- Ability to translate business needs into technical requirements
- Ability to manage multiple priorities, work independently, and deliver high-quality work in a fast-paced environment
- Strong analytical, problem-solving, and critical thinking skills
- Experience supporting HR systems in large, project-driven organizations with complex compensation structures
- Preferred: Workday certification in HCM, Compensation, Advanced Compensation, or Reporting
- Preferred: Exposure to equity administration tools or Total Rewards systems
- Preferred: Familiarity with agile methodologies and tools such as Jira
- Preferred: Knowledge of Prevailing Wage and the Inflation Reduction Act (IRA)
JOB TITLE: HRIS SPECIALIST – ADVANCED COMPENSATION
JOB LOCATION: FORT LAUDERDALE, FL
CLASSIFICATION: FULL TIME – EXEMPT – SALARIED
REPORTS TO: AREA PRACTICE LEAD, HCM
Moss is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
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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.
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Find Hris Specialist JobsHris Specialist H-1B Visa: 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.
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