H-1B Visa Interim Director Jobs
Interim Director jobs at H-1B visa sponsoring employers require a specialty occupation foundation: typically a bachelor's degree or higher in business administration, management, or a directly related field. Because the role is temporary by design, your sponsor must structure the position around degree-level executive duties and file a certified LCA before your start date.
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Get Access To All JobsINTRODUCTION
Brandeis University is seeking a strategic, highly motivated, and compliance-driven Interim Director, Employee and Labor Relations to assist in planning, organizing, and directing key human resources operations and overseeing the University’s Human Resources Business Partner group. Reporting to the Vice President of Human Resources and collaborating with other HR and Office of Equal Opportunity (OEO) leaders, the Director is responsible for the development and execution of labor and employee relations strategy to support a positive work environment that promotes positive labor relationships, employee engagement, employee satisfaction, effective communication, and a culture of teamwork and trust. The ideal candidate combines deep labor and employee relations expertise with sound judgement, exceptional interpersonal skills, and the ability to build productive relationships across a varied university community and with external partners.
The hiring range for the position is $160k-$180k.
JOB DUTIES
Employee Relations (60%)
- Provide strategic consultation and support to senior leadership and managers throughout the University regarding all human capital-related issues including organizational structure, reorganizations, positive employee engagement, employee communications, performance concerns, and reorganizations/reductions in force.
- Coordinate and direct all aspects of Brandeis’ employee relations practice, including the development of human resources policies and practices designed to foster engagement, drafting and revising employee communications, and counseling managers and supervisors and oversight of performance management.
- Supervise and oversee the University’s Human Resources Business Partners who serve as the entry point for accessing human resources services and partner closely with their operational units to provide a high level of HR consultation and support.
- Oversee and conduct employee investigations that are not related to allegations of discrimination or sexual misconduct, including investigations related to employee conduct, workplace violence and consensual relationships.
- Support organizational change initiatives by ensuring that communication and employee relations strategies are in place to effectively manage transitions. Provide support and guidance to leaders and managers on implementing change.
- Provide technical guidance, leadership and support to human resources colleagues with regard leaves leave of absence, equitable hiring practices, and other compliance-related concerns.
- Support and facilitate all ADA reasonable accommodations for university faculty and staff.
- Partner with HR colleagues’ other constituents to design and deliver training to managers and employees on relevant employee relations compliance topics and recent employment law updates.
- Serve as the Human Resources Business Partner for faculty.
Labor Relations (40%)
- Coordinate and direct all aspects of the University’s labor relations practice, including contract negotiations, contract administration, grievance administration, oversight of union elections, developing labor strategy, union-related metrics and reporting, maintaining and cultivating union relationships and encouraging positive employee relations in non-union sectors of the University.
- Advise senior leadership and managers on labor compliance, reorganizations and other employment actions related to unionized employees, emerging issues and potential legal risks.
- Partner with General Counsel’s office and external counsel to manage labor relations issues and processes.
QUALIFICATIONS
Education: Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field. Masters in a related field or Law degree preferred.
Experience: 8-10 years of demonstrated, progressive human resources and labor relations experience, typically with direct exposure to unionized work environments. 5+ years of direct management experience. Experience in higher education is preferred.
Skills: Deep knowledge of labor and employment law, strong negotiation and mediation abilities, high emotional intelligence, and sound analytical and crisis-management skills.
Strong knowledge of related federal and state rules and regulations; excellent project management skills including successful leadership of projects from planning phase through completion; experience collaborating with groups, including faculty, staff, students, consultants, federal, state and local agencies, auditors, and community groups.
Pay Range Disclosure
The University's pay ranges represent a good faith estimate of what Brandeis reasonably expects to pay for a position at the time of posting. The pay offered to a selected candidate during hiring will be based on factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience and education/training, internal peer equity, and applicable legal requirements.
Equal Opportunity Statement
Brandeis University is an equal opportunity employer which does not discriminate against any applicant or employee on the basis of race, color, ancestry, religious creed, gender identity and expression, national or ethnic origin, sex, sexual orientation, pregnancy, age, genetic information, disability, caste, military or veteran status or any other category protected by law (also known as membership in a "protected class").
INTRODUCTION
Brandeis University is seeking a strategic, highly motivated, and compliance-driven Interim Director, Employee and Labor Relations to assist in planning, organizing, and directing key human resources operations and overseeing the University’s Human Resources Business Partner group. Reporting to the Vice President of Human Resources and collaborating with other HR and Office of Equal Opportunity (OEO) leaders, the Director is responsible for the development and execution of labor and employee relations strategy to support a positive work environment that promotes positive labor relationships, employee engagement, employee satisfaction, effective communication, and a culture of teamwork and trust. The ideal candidate combines deep labor and employee relations expertise with sound judgement, exceptional interpersonal skills, and the ability to build productive relationships across a varied university community and with external partners.
The hiring range for the position is $160k-$180k.
JOB DUTIES
Employee Relations (60%)
- Provide strategic consultation and support to senior leadership and managers throughout the University regarding all human capital-related issues including organizational structure, reorganizations, positive employee engagement, employee communications, performance concerns, and reorganizations/reductions in force.
- Coordinate and direct all aspects of Brandeis’ employee relations practice, including the development of human resources policies and practices designed to foster engagement, drafting and revising employee communications, and counseling managers and supervisors and oversight of performance management.
- Supervise and oversee the University’s Human Resources Business Partners who serve as the entry point for accessing human resources services and partner closely with their operational units to provide a high level of HR consultation and support.
- Oversee and conduct employee investigations that are not related to allegations of discrimination or sexual misconduct, including investigations related to employee conduct, workplace violence and consensual relationships.
- Support organizational change initiatives by ensuring that communication and employee relations strategies are in place to effectively manage transitions. Provide support and guidance to leaders and managers on implementing change.
- Provide technical guidance, leadership and support to human resources colleagues with regard leaves leave of absence, equitable hiring practices, and other compliance-related concerns.
- Support and facilitate all ADA reasonable accommodations for university faculty and staff.
- Partner with HR colleagues’ other constituents to design and deliver training to managers and employees on relevant employee relations compliance topics and recent employment law updates.
- Serve as the Human Resources Business Partner for faculty.
Labor Relations (40%)
- Coordinate and direct all aspects of the University’s labor relations practice, including contract negotiations, contract administration, grievance administration, oversight of union elections, developing labor strategy, union-related metrics and reporting, maintaining and cultivating union relationships and encouraging positive employee relations in non-union sectors of the University.
- Advise senior leadership and managers on labor compliance, reorganizations and other employment actions related to unionized employees, emerging issues and potential legal risks.
- Partner with General Counsel’s office and external counsel to manage labor relations issues and processes.
QUALIFICATIONS
Education: Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field. Masters in a related field or Law degree preferred.
Experience: 8-10 years of demonstrated, progressive human resources and labor relations experience, typically with direct exposure to unionized work environments. 5+ years of direct management experience. Experience in higher education is preferred.
Skills: Deep knowledge of labor and employment law, strong negotiation and mediation abilities, high emotional intelligence, and sound analytical and crisis-management skills.
Strong knowledge of related federal and state rules and regulations; excellent project management skills including successful leadership of projects from planning phase through completion; experience collaborating with groups, including faculty, staff, students, consultants, federal, state and local agencies, auditors, and community groups.
Pay Range Disclosure
The University's pay ranges represent a good faith estimate of what Brandeis reasonably expects to pay for a position at the time of posting. The pay offered to a selected candidate during hiring will be based on factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience and education/training, internal peer equity, and applicable legal requirements.
Equal Opportunity Statement
Brandeis University is an equal opportunity employer which does not discriminate against any applicant or employee on the basis of race, color, ancestry, religious creed, gender identity and expression, national or ethnic origin, sex, sexual orientation, pregnancy, age, genetic information, disability, caste, military or veteran status or any other category protected by law (also known as membership in a "protected class").
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Interim Director
Frame your credentials around specialty occupation
Pull up your O*NET profile for General and Operations Managers and map every listed bachelor's-level competency to your resume. USCIS scrutinizes interim roles closely, so your credentials must clearly establish that the position requires degree-specific expertise, not generalist management.
Verify prevailing wage before accepting an offer
Run the OFLC Wage Search for your exact SOC code and the employer's county before salary talks. Interim Director offers sometimes come in below the required wage level, and accepting one means your sponsor's LCA will fail DOL certification before it even reaches USCIS.
Target employers with executive interim staffing history
Search Migrate Mate for companies that have filed H-1B petitions under management-level SOC codes. Employers who've sponsored interim or contract executives before understand the LCA-first filing sequence and are far less likely to withdraw a petition mid-process.
Clarify multi-site scope before the LCA is filed
Interim roles often span multiple offices or client sites. Each primary worksite needs its own certified LCA filed with DOL before you work there. Confirm the full list of work locations with HR in writing before your sponsor begins the filing process.
Negotiate a start date that clears USCIS processing
H-1B status starts no earlier than the petition's approval date, not your offer date. Build at least 60 days of processing buffer into your start date negotiation, or ask the employer to request premium processing so USCIS adjudicates within 15 business days.
Document the temporary role's defined end date carefully
USCIS may question why a director-level position is interim rather than permanent. Your employer's support letter should state a specific project scope, succession plan, or organizational rationale. A well-documented end date strengthens the specialty occupation argument rather than undermining it.
H-1B Visa Interim Director: Frequently Asked Questions
Does an Interim Director role qualify as a specialty occupation for H-1B purposes?
Yes, when the employer structures the position around duties that require at least a bachelor's degree in business administration, management, finance, or a directly related field. The 'interim' designation alone doesn't disqualify the role, but the employer's petition must demonstrate that degree-level expertise is a normal requirement for the position, not merely preferred.
Can my H-1B status cover the full duration of an interim assignment?
H-1B status is granted in increments of up to three years, with a maximum of six years total. For short interim contracts of six to eighteen months, your employer typically files for the full three-year initial period even if the assignment ends sooner. Any change of employer or significant duty change requires a new petition filed by the new sponsor.
What happens to my H-1B if the interim assignment ends earlier than expected?
If your employer terminates the position before your authorized period ends, they're responsible for paying your return transportation costs under USCIS rules. You enter a 60-day grace period to find a new H-1B sponsor, change status, or depart. Use that window to search Migrate Mate for employers actively filing H-1B petitions in your occupation.
Does an Interim Director working across multiple client sites need separate LCAs for each location?
Yes. DOL requires a certified LCA for each area of intended employment, defined by metropolitan statistical area. If your interim role moves you between client offices in different metro areas, your employer must file a separate LCA for each before you begin work there. Short-term placements under ten consecutive days at one location may qualify for a short-term placement exception, but this has strict annual limits.
How do I find employers willing to sponsor H-1B visas for Interim Director positions?
Search Migrate Mate for Interim Director and senior management roles filtered by verified H-1B sponsorship history. Focus on professional services firms, healthcare systems, and private equity-backed portfolio companies, which regularly backfill leadership gaps through sponsored interim appointments and have established immigration counsel to handle the LCA and I-129 filing sequence.