H-1B Visa Human Resources Manager Jobs
Human Resources Manager roles qualify for H-1B sponsorship as specialty occupations requiring a bachelor's degree in HR, business, or a related field. Large employers in tech, healthcare, and financial services file LCAs regularly for this title. The H-1B cap-subject lottery applies, though universities and nonprofits are cap-exempt.
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Georgia-Pacific is looking for a Manager, Human Resources Business Partner to support our Consumer Products Group's Dixie® Operations. This role will be located at GP's Darlington, SC facility and will be part of the HR Team that supports the local facility but is also expected to be connected with the wider Dixie® and Consumer Products Group operations HR capability team. This role will work as a strategic partner with all levels of the organization, helping to drive human resource initiatives and advance operational performance. This is a great opportunity to engage in multiple areas of human resources, including employee relations, recruiting, compliance, compensation, organizational development, and workforce strategies.
Our Team
Dixie® is a brand of choice and is widely used in homes and businesses across the country. GP's Dixie® Operations consists of multiple manufacturing facilities which produce high quality disposable tableware products. The Darlington Facility is part of GP's Dixie Operations and is a new and currently starting up manufacturing facility which uses state of the art technology to produce Dixie® plates and bowls. We are proud to safely manufacture quality products that have a competitive advantage and solid growth within the marketplace. We create a work environment that attracts, engages, and retains the best people. Our employees help others and the business reach their full potential, promoting our Principle-Based Management culture to the work they do every day. Our technology is state of the art, and we will bring the best team together to deliver for our customers, Georgia-Pacific, and the Darlington community.
What You Will Do
- Build and sustain trusted working relationships across site leadership and functions, providing practical and strategic HR guidance that supports business priorities and outcomes.
- Serve as the site-level HR subject-matter expert for policies, compliance, leave administration (FMLA, disability), and return-to-work processes; escalate legal or high-risk issues as needed.
- Supervise and develop one or more HR Business Partners: set clear goals, deliver coaching, evaluate performance, and ensure consistent HR service delivery.
- Champion Principle Based Management® and Georgia-Pacific values; coach managers and employees on expected behaviors and constructively address conduct that violates the Code of Conduct.
- Lead employee relations and employee-experience efforts: partner with supervisors and shared-capability teams to investigate issues, resolve conflicts, and implement retention-focused solutions.
- Leverage HR data and analytics to drive decisions: maintain HR dashboards, produce recurring and ad-hoc HRIS reports, and recommend actions to improve talent and business performance.
- Develop staffing forecasts, recruitment plans, selection strategies, and onboarding practices that meet site needs.
- Drive HR process improvement and automation: identify standardization opportunities, remove transactional waste, and collaborate with shared capabilities to increase efficiency and consistency.
- Manage risk and policy interpretation at the site level: apply policies consistently, identify control gaps, and work with HR peers to implement scalable, compliant solutions.
- Design and deliver HR training for managers and employees to support policy execution and capability build.
- Participate in HR capability projects and cross-functional initiatives to advance organizational priorities.
- Foster knowledge sharing across HR Business Partners to capture best practices and surface untapped value.
Who You Are (Basic Qualifications)
- 5+ years of demonstrated HR experience (Talent mobility, selection, performance management, employee relations, talent planning, etc.)
- Experience partnering with leadership to drive initiatives and priorities
- Experience developing and partnering with front line supervisors
- Knowledge of employment laws and practices
- Intermediate to advanced user of HRIS systems and Microsoft Office programs (Word, Excel, Outlook, Teams, and PowerPoint)
What Will Put You Ahead
- Previous supervisory experience
- Experience working in a manufacturing / industrial environment with significant hourly employee populations
- Experience developing and aligning initiatives to accelerate achievement of strategic business objectives
At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy.
Hiring Philosophy
All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here.
Who We Are
As a Koch company and a leading manufacturer of bath tissue, paper towels, paper-based packaging, cellulose, specialty fibers, building products and much more, Georgia-Pacific works to meet evolving needs of customers worldwide with quality products. In addition to the products we make, we operate one of the largest recycling businesses. Our more than 30,000 employees in over 150 locations are empowered to innovate every day - to make everyday products even better.
At Koch, employees are empowered to do what they do best to make life better. Learn how our business philosophy helps employees unleash their potential while creating value for themselves and the company.
Our Benefits
Our goal is for each employee, and their families, to live fulfilling and healthy lives. We provide essential resources and support to build and maintain physical, financial, and emotional strength - focusing on overall wellbeing so you can focus on what matters most. Our benefits plan includes - medical, dental, vision, flexible spending and health savings accounts, life insurance, ADD, disability, retirement, paid vacation/time off, educational assistance, and may also include infertility assistance, paid parental leave and adoption assistance. Specific eligibility criteria is set by the applicable Summary Plan Description, policy or guideline and benefits may vary by geographic region. If you have questions on what benefits apply to you, please speak to your recruiter.
Additionally, everyone has individual work and personal needs. We seek to enable the best work environment that helps you and the business work together to produce superior results.
Equal Opportunities
Equal Opportunity Employer, including disability and protected veteran status. Except where prohibited by state law, some offers of employment are conditioned upon successfully passing a drug test. This employer uses E-Verify. Please click here for additional information. (For Illinois E-Verify information click here, aquí, or tu).
Your Job
Georgia-Pacific is looking for a Manager, Human Resources Business Partner to support our Consumer Products Group's Dixie® Operations. This role will be located at GP's Darlington, SC facility and will be part of the HR Team that supports the local facility but is also expected to be connected with the wider Dixie® and Consumer Products Group operations HR capability team. This role will work as a strategic partner with all levels of the organization, helping to drive human resource initiatives and advance operational performance. This is a great opportunity to engage in multiple areas of human resources, including employee relations, recruiting, compliance, compensation, organizational development, and workforce strategies.
Our Team
Dixie® is a brand of choice and is widely used in homes and businesses across the country. GP's Dixie® Operations consists of multiple manufacturing facilities which produce high quality disposable tableware products. The Darlington Facility is part of GP's Dixie Operations and is a new and currently starting up manufacturing facility which uses state of the art technology to produce Dixie® plates and bowls. We are proud to safely manufacture quality products that have a competitive advantage and solid growth within the marketplace. We create a work environment that attracts, engages, and retains the best people. Our employees help others and the business reach their full potential, promoting our Principle-Based Management culture to the work they do every day. Our technology is state of the art, and we will bring the best team together to deliver for our customers, Georgia-Pacific, and the Darlington community.
What You Will Do
- Build and sustain trusted working relationships across site leadership and functions, providing practical and strategic HR guidance that supports business priorities and outcomes.
- Serve as the site-level HR subject-matter expert for policies, compliance, leave administration (FMLA, disability), and return-to-work processes; escalate legal or high-risk issues as needed.
- Supervise and develop one or more HR Business Partners: set clear goals, deliver coaching, evaluate performance, and ensure consistent HR service delivery.
- Champion Principle Based Management® and Georgia-Pacific values; coach managers and employees on expected behaviors and constructively address conduct that violates the Code of Conduct.
- Lead employee relations and employee-experience efforts: partner with supervisors and shared-capability teams to investigate issues, resolve conflicts, and implement retention-focused solutions.
- Leverage HR data and analytics to drive decisions: maintain HR dashboards, produce recurring and ad-hoc HRIS reports, and recommend actions to improve talent and business performance.
- Develop staffing forecasts, recruitment plans, selection strategies, and onboarding practices that meet site needs.
- Drive HR process improvement and automation: identify standardization opportunities, remove transactional waste, and collaborate with shared capabilities to increase efficiency and consistency.
- Manage risk and policy interpretation at the site level: apply policies consistently, identify control gaps, and work with HR peers to implement scalable, compliant solutions.
- Design and deliver HR training for managers and employees to support policy execution and capability build.
- Participate in HR capability projects and cross-functional initiatives to advance organizational priorities.
- Foster knowledge sharing across HR Business Partners to capture best practices and surface untapped value.
Who You Are (Basic Qualifications)
- 5+ years of demonstrated HR experience (Talent mobility, selection, performance management, employee relations, talent planning, etc.)
- Experience partnering with leadership to drive initiatives and priorities
- Experience developing and partnering with front line supervisors
- Knowledge of employment laws and practices
- Intermediate to advanced user of HRIS systems and Microsoft Office programs (Word, Excel, Outlook, Teams, and PowerPoint)
What Will Put You Ahead
- Previous supervisory experience
- Experience working in a manufacturing / industrial environment with significant hourly employee populations
- Experience developing and aligning initiatives to accelerate achievement of strategic business objectives
At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy.
Hiring Philosophy
All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here.
Who We Are
As a Koch company and a leading manufacturer of bath tissue, paper towels, paper-based packaging, cellulose, specialty fibers, building products and much more, Georgia-Pacific works to meet evolving needs of customers worldwide with quality products. In addition to the products we make, we operate one of the largest recycling businesses. Our more than 30,000 employees in over 150 locations are empowered to innovate every day - to make everyday products even better.
At Koch, employees are empowered to do what they do best to make life better. Learn how our business philosophy helps employees unleash their potential while creating value for themselves and the company.
Our Benefits
Our goal is for each employee, and their families, to live fulfilling and healthy lives. We provide essential resources and support to build and maintain physical, financial, and emotional strength - focusing on overall wellbeing so you can focus on what matters most. Our benefits plan includes - medical, dental, vision, flexible spending and health savings accounts, life insurance, ADD, disability, retirement, paid vacation/time off, educational assistance, and may also include infertility assistance, paid parental leave and adoption assistance. Specific eligibility criteria is set by the applicable Summary Plan Description, policy or guideline and benefits may vary by geographic region. If you have questions on what benefits apply to you, please speak to your recruiter.
Additionally, everyone has individual work and personal needs. We seek to enable the best work environment that helps you and the business work together to produce superior results.
Equal Opportunities
Equal Opportunity Employer, including disability and protected veteran status. Except where prohibited by state law, some offers of employment are conditioned upon successfully passing a drug test. This employer uses E-Verify. Please click here for additional information. (For Illinois E-Verify information click here, aquí, or tu).
See all 21,408+ Human Resources Manager jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Human Resources Manager
Verify your degree supports the petition
USCIS requires a direct relationship between your degree field and the HR Manager role. A business or psychology degree typically qualifies, but a degree in an unrelated field may require a USCIS credential evaluation to establish equivalency before your employer files.
Target cap-exempt employers first
Universities, nonprofit research institutions, and government-affiliated organizations are exempt from the H-1B lottery. HR Manager roles at these employers can be filed year-round, giving you a direct path to status without waiting for the annual April registration window.
Search LCA filing history on Migrate Mate
Filter by HR Manager occupational codes to see which employers have active DOL Labor Condition Applications for this role. Filing history signals genuine sponsorship willingness, not just a recruiter's assumption that the company sponsors.
Confirm the prevailing wage tier before accepting an offer
Use the OFLC Wage Search to look up the Level I through Level IV wage for SOC code 11-3121 in your target metro. Your offered salary must meet or exceed the certified LCA wage, and a mismatch can delay or derail filing.
Ask whether the employer is E-Verify enrolled
E-Verify enrollment is mandatory for federal contractors and STEM OPT employers, but voluntary for others. Confirming enrollment early tells you whether the employer has an established compliance infrastructure, which often correlates with smoother H-1B petition handling.
Get Form I-129 filed before your OPT or grace period expires
If you're transitioning from F-1 OPT, your employer must file the I-129 petition with USCIS before your EAD expires. The 60-day grace period after OPT ends does not extend work authorization, so timeline alignment with your HR contact is critical.
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Find Human Resources Manager JobsHuman Resources Manager H-1B Visa: Frequently Asked Questions
Does an HR Manager role qualify as a specialty occupation for H-1B purposes?
Yes, HR Manager is a recognized specialty occupation under USCIS guidelines when the role requires a bachelor's degree or higher in human resources, business administration, organizational psychology, or a directly related field. Generic management positions can face RFEs, so your offer letter should clearly describe duties requiring specialized HR knowledge rather than general supervisory tasks.
Which industries sponsor H-1B visas most consistently for HR Manager positions?
Technology companies, large healthcare systems, financial services firms, and multinational manufacturers file LCAs for HR Manager roles with regularity. Universities and nonprofit hospitals offer the added benefit of cap-exempt status, meaning no lottery. You can browse verified employer filing history by role on Migrate Mate before targeting your outreach.
Can my employer file an H-1B for an HR Manager role if I'm currently on OPT?
Yes, and timing matters. Your employer must file the cap-subject H-1B petition during the April registration window, with an October 1 start date. If your OPT expires before October 1 and you're selected, the cap-gap rule automatically extends your work authorization through September 30, as long as your employer files before your EAD expires.
What SOC code applies to HR Manager roles for LCA and prevailing wage purposes?
The DOL classifies HR Managers under SOC code 11-3121. Your employer uses this code when filing the Labor Condition Application and when looking up the prevailing wage via the OFLC Wage Search. The wage level assigned, from Level I through Level IV, must reflect your actual experience and supervisory scope, not simply the minimum the employer wants to pay.
Does O*NET classify HR Manager as a degree-required occupation?
Yes. The O*NET occupation profile for Human Resources Managers lists a bachelor's degree as the typical entry-level education requirement and assigns it a Job Zone 4 rating, reflecting considerable preparation. This classification supports the specialty occupation argument USCIS evaluates during petition review, particularly if an RFE challenges whether the role truly requires a specialized degree.
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