H-1B Visa Human Resources Executive Jobs
H-1B visa jobs for Human Resources Executives are available at mid-size and enterprise employers who file Labor Condition Applications for strategic HR leadership roles. Because the position requires a bachelor's degree in human resources, business administration, or a related field, it qualifies as a specialty occupation under H-1B rules.
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Get Access To All JobsExecutive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
Executive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
See all H-1B Visa Human Resources Executive Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Human Resources Executive
Map your credentials to specialty occupation standards
Pull the O*NET profile for HR managers and cross-reference your degree field against the listed knowledge requirements. USCIS scrutinizes HR executive petitions heavily, so your degree must directly align with the strategic, not administrative, duties in the job description.
Target employers with active LCA filing histories
Search Migrate Mate to find companies that have already certified LCAs for HR leadership roles. Prior filings signal an employer understands the process and won't stall at the sponsorship conversation when you raise it during interviews.
Verify prevailing wage tier before accepting an offer
Use the OFLC Wage Search to look up the wage level for your SOC code and worksite location. HR executive roles frequently fall at Level III or IV, and an offer pegged at Level I will trigger a DOL audit of the LCA before it's even certified.
Clarify multi-site scope during offer negotiations
If your role oversees HR across multiple office locations, confirm with the employer that a separate certified LCA is filed for each worksite before you start. A single LCA tied to headquarters won't cover you legally when you're physically working at a branch location.
Document strategic duties to withstand an RFE
USCIS requests for evidence on HR executive petitions almost always challenge whether the role truly requires a specialized degree. Gather org charts, board resolutions, and job postings that demonstrate your position owns workforce strategy, not just transactional HR functions.
Account for I-129 premium processing in your start-date timeline
Standard USCIS processing for an I-129 petition can run several months. If your employer uses premium processing, you'll get a decision within 15 business days, which matters when negotiating a firm start date with a new HR executive role.
H-1B Visa Human Resources Executive: Frequently Asked Questions
Does an HR Executive role qualify as a specialty occupation for H-1B purposes?
Yes, when the position is structured around strategic HR leadership, it qualifies. USCIS looks for a direct relationship between the job duties and a specific bachelor's degree field, typically human resources management, business administration, or organizational development. Roles that mix executive-level workforce planning with degree-specific expertise meet the specialty occupation standard, while purely administrative HR coordinator roles generally do not.
How do I find employers who actively sponsor H-1B visas for HR Executive positions?
Migrate Mate lists employers with verified H-1B visa LCA filing histories, searchable by role and location. This lets you focus your applications on companies that have already navigated the sponsorship process for HR leadership roles, rather than spending time educating employers on what H-1B sponsorship involves before you've even received an offer.
What happens to my H-1B status if my HR Executive role changes significantly after I'm approved?
A material change in job duties, title, or worksite requires your employer to file an amended I-129 petition with USCIS before the change takes effect. For HR executives, a promotion that shifts you from regional to global HR leadership, or a restructuring that adds a new primary worksite, both trigger an amended filing requirement. Working under materially different conditions without an amended petition puts your status at risk.
Can my employer sponsor me for an H-1B if I have HR experience but my degree is in an unrelated field?
USCIS evaluates the degree field, not just years of experience, for specialty occupation approval. If your degree is in an unrelated area, your employer's immigration attorney can build a case using a combination of progressive HR credentials, advanced certifications, and a job description that ties the unrelated degree to specific analytical or strategic HR duties. It's a harder case to win, but not automatically disqualifying.
How long can I work as an HR Executive on H-1B status, and what are my options afterward?
H-1B status is granted for up to three years and can be extended to a six-year maximum. Beyond six years, continued H-1B extensions are available if your employer has filed a PERM labor certification or an I-140 immigrant petition on your behalf and it has been pending for at least a year. HR executives pursuing a green card through their employer typically follow the EB-2 or EB-3 employment-based categories.