H-1B Visa Human Resources Recruiter Jobs
H-1B visa jobs for Human Resources Recruiters are available at employers who structure the role around degree-level work in human resources management, organizational psychology, or a related field. Sponsoring employers file a Labor Condition Application with DOL and an I-129 petition with USCIS, granting status for up to three years with extension possible to six.
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MAJOR FUNCTION
The HR Recruiter is responsible for managing the full lifecycle recruitment process to attract, source, and hire qualified talent across diverse operational and administrative roles. This role partners directly with hiring managers to understand staffing needs, develop targeted candidate pipelines, ensure compliance with employment standards, and deliver a seamless candidate experience from initial outreach through onboarding. The HR Recruiter will need to have construction recruiting experience.
SPECIFIC RESPONSIBILITIES INCLUDE BUT ARE NOT LIMITED TO:
- Talent Sourcing & Pipeline Building: Utilize job boards, professional networks, social media, applicant tracking systems (ATS), and local outreach/career fairs to proactively build pipelines for critical roles.
- Hiring Manager Partnership: Collaborate with department heads to define position requirements, draft accurate job descriptions, establish clear selection criteria, and align on hiring timelines.
- Candidate Experience: Serve as the primary point of contact for candidates, ensuring prompt communication, clear expectations, and a positive brand representation throughout the interview process.
- Compliance & Recordkeeping: Maintain applicant tracking records, clear dispositioning, and hiring files in strict compliance with federal, state, and local employment laws (e.g., EEO, Form I-9, E-Verify).
- Offers & Pre-Screening: Draft and extend competitive offer letters; coordinate background checks, drug screenings, reference verifications, and initial offer negotiations.
- Metrics & Analytics: Track key talent acquisition metrics (time-to-fill, candidate pass-through rates, sourcing channel efficacy) to continuously improve recruitment strategies.
SKILLS, KNOWLEDGE, QUALIFICATIONS, & EXPERIENCE:
- Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent combination of education and hands-on talent acquisition experience).
- 2-4 years construction recruiting experience.
- Experience: 2–4 years of full-cycle recruiting experience, either in-house or within a staff augmentation/agency environment.
- Technical Skills: Proficiency with Applicant Tracking Systems (ATS), HR Information Systems (HRIS/ERP platforms), LinkedIn Recruiter, job boards, and MS Office Suite / Google Workspace.
- Advanced knowledge of corporate policies, procedures, benefits; wage and salary/compensation plans; computerized data systems; work performance evaluation and motivation techniques plus advanced knowledge of all facets of labor relations, personnel and safety including federal regulations essential.
PHYSICAL DEMANDS:
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift 15 pounds at times.
- Must be able to access and navigate each department at the organization’s facilities.
- Use their hands to handle, control, or feel objects, tools, or controls.
- Regular use of the telephone and email for communication is essential.
- Sitting for extended periods of time is common.
- Hearing, vision, and speaking within normal ranges is essential for normal conversations, to receive ordinary information, and to prepare or inspect documents.
- Good manual dexterity for the use of common office equipment such as computers, calculator, copiers, and fax machines.
- Good reasoning ability is important, must be able to understand and utilize management reports, memos, and other documents to conduct business.
- Primarily an office position.
WORK ENVIRONMENT:
This job is primarily performed indoors in a traditional office setting or remote location per management approval and office needs.
The following environmental/atmospheric working conditions are commonly, but not always, associated with the performance of this position. The actual working conditions will vary.
- Some, particularly recruitment specialists, travel to attend job fairs, visit college campuses, and meet with applicants.
- Most human resources specialists work full time during regular business hours.
The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. Employees will be required to follow any other job-related duties requested by their supervisor. All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, disability status, age, sexual orientation, gender identity and expression, marital status, citizenship, HIV/AIDS status, or any other legally protected factor.
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Employee assistance program
- Health insurance
- Life insurance
- Paid time off
- Vision insurance
Work Location: In person
HR Recruiter
MAJOR FUNCTION
The HR Recruiter is responsible for managing the full lifecycle recruitment process to attract, source, and hire qualified talent across diverse operational and administrative roles. This role partners directly with hiring managers to understand staffing needs, develop targeted candidate pipelines, ensure compliance with employment standards, and deliver a seamless candidate experience from initial outreach through onboarding. The HR Recruiter will need to have construction recruiting experience.
SPECIFIC RESPONSIBILITIES INCLUDE BUT ARE NOT LIMITED TO:
- Talent Sourcing & Pipeline Building: Utilize job boards, professional networks, social media, applicant tracking systems (ATS), and local outreach/career fairs to proactively build pipelines for critical roles.
- Hiring Manager Partnership: Collaborate with department heads to define position requirements, draft accurate job descriptions, establish clear selection criteria, and align on hiring timelines.
- Candidate Experience: Serve as the primary point of contact for candidates, ensuring prompt communication, clear expectations, and a positive brand representation throughout the interview process.
- Compliance & Recordkeeping: Maintain applicant tracking records, clear dispositioning, and hiring files in strict compliance with federal, state, and local employment laws (e.g., EEO, Form I-9, E-Verify).
- Offers & Pre-Screening: Draft and extend competitive offer letters; coordinate background checks, drug screenings, reference verifications, and initial offer negotiations.
- Metrics & Analytics: Track key talent acquisition metrics (time-to-fill, candidate pass-through rates, sourcing channel efficacy) to continuously improve recruitment strategies.
SKILLS, KNOWLEDGE, QUALIFICATIONS, & EXPERIENCE:
- Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent combination of education and hands-on talent acquisition experience).
- 2-4 years construction recruiting experience.
- Experience: 2–4 years of full-cycle recruiting experience, either in-house or within a staff augmentation/agency environment.
- Technical Skills: Proficiency with Applicant Tracking Systems (ATS), HR Information Systems (HRIS/ERP platforms), LinkedIn Recruiter, job boards, and MS Office Suite / Google Workspace.
- Advanced knowledge of corporate policies, procedures, benefits; wage and salary/compensation plans; computerized data systems; work performance evaluation and motivation techniques plus advanced knowledge of all facets of labor relations, personnel and safety including federal regulations essential.
PHYSICAL DEMANDS:
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift 15 pounds at times.
- Must be able to access and navigate each department at the organization’s facilities.
- Use their hands to handle, control, or feel objects, tools, or controls.
- Regular use of the telephone and email for communication is essential.
- Sitting for extended periods of time is common.
- Hearing, vision, and speaking within normal ranges is essential for normal conversations, to receive ordinary information, and to prepare or inspect documents.
- Good manual dexterity for the use of common office equipment such as computers, calculator, copiers, and fax machines.
- Good reasoning ability is important, must be able to understand and utilize management reports, memos, and other documents to conduct business.
- Primarily an office position.
WORK ENVIRONMENT:
This job is primarily performed indoors in a traditional office setting or remote location per management approval and office needs.
The following environmental/atmospheric working conditions are commonly, but not always, associated with the performance of this position. The actual working conditions will vary.
- Some, particularly recruitment specialists, travel to attend job fairs, visit college campuses, and meet with applicants.
- Most human resources specialists work full time during regular business hours.
The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. Employees will be required to follow any other job-related duties requested by their supervisor. All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, disability status, age, sexual orientation, gender identity and expression, marital status, citizenship, HIV/AIDS status, or any other legally protected factor.
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Employee assistance program
- Health insurance
- Life insurance
- Paid time off
- Vision insurance
Work Location: In person
See all 630+ H-1B Visa Human Resources Recruiter Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Human Resources Recruiter
Frame your degree for specialty occupation
HR Recruiter roles don't automatically qualify as a specialty occupation. Make sure your resume and any employer job description explicitly tie the duties to your bachelor's degree in human resources, organizational psychology, or industrial relations, not just general business skills.
Search verified H-1B sponsors on Migrate Mate
Use Migrate Mate to browse HR Recruiter openings at employers with verified H-1B visa LCA filing history. That filing record tells you an employer has already navigated the DOL and USCIS process for comparable roles, reducing your risk of a sponsorship promise that falls through.
Look up prevailing wage before negotiating
Before your offer conversation, run your target city and SOC code through the OFLC Wage Search. Your employer must pay at least the DOL prevailing wage on the certified LCA, so knowing the wage level before you negotiate anchors your ask to a legally enforceable floor.
Confirm the LCA covers your exact worksite
Each office location or client site where you'll recruit requires its own certified LCA. If the role involves traveling to client sites or a hybrid arrangement across multiple offices, clarify with your employer which worksites will be listed before the petition is filed with USCIS.
Review your O*NET profile with the hiring manager
The O*NET occupation profile for HR Recruiters lists the typical education and task requirements USCIS uses to evaluate specialty occupation status. Walk through that profile with your hiring manager so the job description they submit mirrors the degree-level duties USCIS expects to see.
Use the 60-day grace period strategically
If you're transitioning from another employer, you have a 60-day grace period after your previous role ends. Your new employer needs that time to get the LCA certified and file your H-1B transfer petition with USCIS before your authorized period lapses.
H-1B Visa Human Resources Recruiter: Frequently Asked Questions
Does a Human Resources Recruiter role qualify as an H-1B specialty occupation?
It depends on how the employer structures the position. HR Recruiter roles don't qualify automatically because the occupation doesn't universally require a specific bachelor's degree. Employers who consistently win H-1B approvals for this title build job descriptions around duties that require a degree in human resources, organizational psychology, industrial relations, or a closely related field, not generalist administrative tasks. USCIS evaluates the specific duties described in the petition, not just the job title.
Which employers sponsor H-1B visas for HR Recruiter positions?
Large enterprises in technology, healthcare, financial services, and consulting tend to sponsor HR Recruiters most consistently because they have established immigration programs and HR departments with direct knowledge of the LCA and I-129 process. Migrate Mate lists employers with verified LCA filing history for HR roles, so you can identify which companies have actually filed for comparable positions rather than relying on employer claims during interviews.
What happens to my H-1B status if I change employers mid-petition?
H-1B is employer-specific. If you leave the sponsoring employer before USCIS approves your petition, the petition is typically withdrawn and your status lapses unless a new employer files a concurrent or successor petition. If you're already in valid H-1B status, your new employer can file a transfer petition and you can begin work once USCIS receives it, without waiting for approval, under H-1B portability rules.
Can I recruit for multiple office locations under a single H-1B?
No. Each worksite where you'll perform work needs its own certified Labor Condition Application. If your HR Recruiter role involves supporting hiring at a secondary office, a client site, or a hybrid location not listed on the original LCA, your employer must file an amended or new LCA and potentially an amended I-129 with USCIS before you work at that location.
How long does H-1B sponsorship last for an HR Recruiter job?
USCIS grants H-1B status in an initial period of up to three years, with one extension available to reach a six-year maximum. After six years, continued H-1B status requires an approved I-140 immigrant petition and a qualifying backlog delay. HR professionals on a green card track should confirm their employer's intent to file PERM early, since labor certification can take a year or more.