H-1B Visa People Operations Partner Jobs
People Operations Partner jobs with H-1B visa sponsorship sit at the intersection of HR strategy and workforce compliance. Employers filing an LCA must certify a prevailing wage for the role, and the specialty occupation requirement ties directly to whether your degree aligns with the position's core duties. This page surfaces employers actively sponsoring this role.
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- This role will support the Greater Baltimore Retail and Business Banking Market. It will also provide support to one or more home office teams within the Consumer Bank. Serves as strategic partner to senior managers in executing Human Resources (HR) programs for assigned businesses. Serves as key point of contact for senior managers on HR-related matters and partners with HR Centers of Excellence (COE) for complex items. Partners with HR COEs in service of the business to drive business value through enhanced operational efficiency and employee engagement.
Primary Responsibilities:
- Provide strategic HR support and coaching to senior managers in assigned businesses on talent, people management and career development.
- Provide consultation to managers on human capital and talent issues and promote a culture of leadership accountability for completion of expected outcomes.
- Lead execution of human capital plans for assigned businesses.
- Leverage HR and business knowledge to influence managers on the alignment and deployment of talent and organizational structure.
- Drive annual people programs and processes (Employee Engagement, Talent Calibration and Review, Performance Management and Compensation Cycle) within assigned business lines and provide insight and recommendations to leaders.
- Participate in organizational change efforts, including communication plans, employee engagement impact, and organizational design for assigned business lines. May lead a workstream in support of a transformation effort.
- Support the unification of HR services for assigned business lines by communicating and collaborating with HR and other internal partners (Technology, Finance, etc.) on business initiatives to drive value and create a mutually beneficial approach to solving human capital challenges.
- Use information within the HR system to provide data-driven insights and recommendations to the business.
- Support the execution of workforce planning efforts, including activities needed to ensure workforce designs and capabilities meet current and future organizational goals.
- Understand and adhere to the Company’s risk and regulatory standards, policies and controls in accordance with the Company’s Risk Appetite. Identify risk-related issues needing escalation to management.
- Promote an environment that supports a culture of belonging and reflects the M&T Bank brand.
- Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.
- Complete other related duties as assigned.
Scope of Responsibilities:
This position typically covers a business line, or several related businesses that have low to medium variation in nature of work, employee level and geography in business line support structure and supports the talent management needs of mid-level managers in this business(es). The jobholder typically interacts with senior managers and supports them through all their talent management needs.
Key Competencies:
- Influences - Understands the power of networks and leverages business relationships to gain support
- Builds Alliances - Breaks down silos by co-creating synergistic solutions
Supervisory/Managerial Responsibilities:
Not Applicable
Education and Experience Required:
- Bachelor’s degree and a minimum of 5 years’ experience in Human Resources and/or relevant business roles, or in lieu of a degree, a combined minimum of 9 years’ higher education and/or work experience, including a minimum of 5 years’ experience in Human Resources and/or relevant business roles
- Proficiency with pertinent software and HR analytics tools
- Prior experience influencing others
- Prior experience building strong relationships with partners and leaders across functions
Education and Experience Preferred:
- Master’s degree
- Senior Professional in Human Resources (SPHR) and/or Society for Human Resources Management Senior Certified Professional (SHRM-SCP) certification
- Experience with pertinent HR system and report generation
- Knowledge of the business line(s) support
Physical Requirements:
M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $98,500.00 - $164,100.00 Annual (USD). The successful candidate’s particular combination of knowledge, skills, and experience will inform their specific compensation.
Location
Timonium, Maryland, United States of America
Overview:
- This role will support the Greater Baltimore Retail and Business Banking Market. It will also provide support to one or more home office teams within the Consumer Bank. Serves as strategic partner to senior managers in executing Human Resources (HR) programs for assigned businesses. Serves as key point of contact for senior managers on HR-related matters and partners with HR Centers of Excellence (COE) for complex items. Partners with HR COEs in service of the business to drive business value through enhanced operational efficiency and employee engagement.
Primary Responsibilities:
- Provide strategic HR support and coaching to senior managers in assigned businesses on talent, people management and career development.
- Provide consultation to managers on human capital and talent issues and promote a culture of leadership accountability for completion of expected outcomes.
- Lead execution of human capital plans for assigned businesses.
- Leverage HR and business knowledge to influence managers on the alignment and deployment of talent and organizational structure.
- Drive annual people programs and processes (Employee Engagement, Talent Calibration and Review, Performance Management and Compensation Cycle) within assigned business lines and provide insight and recommendations to leaders.
- Participate in organizational change efforts, including communication plans, employee engagement impact, and organizational design for assigned business lines. May lead a workstream in support of a transformation effort.
- Support the unification of HR services for assigned business lines by communicating and collaborating with HR and other internal partners (Technology, Finance, etc.) on business initiatives to drive value and create a mutually beneficial approach to solving human capital challenges.
- Use information within the HR system to provide data-driven insights and recommendations to the business.
- Support the execution of workforce planning efforts, including activities needed to ensure workforce designs and capabilities meet current and future organizational goals.
- Understand and adhere to the Company’s risk and regulatory standards, policies and controls in accordance with the Company’s Risk Appetite. Identify risk-related issues needing escalation to management.
- Promote an environment that supports a culture of belonging and reflects the M&T Bank brand.
- Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.
- Complete other related duties as assigned.
Scope of Responsibilities:
This position typically covers a business line, or several related businesses that have low to medium variation in nature of work, employee level and geography in business line support structure and supports the talent management needs of mid-level managers in this business(es). The jobholder typically interacts with senior managers and supports them through all their talent management needs.
Key Competencies:
- Influences - Understands the power of networks and leverages business relationships to gain support
- Builds Alliances - Breaks down silos by co-creating synergistic solutions
Supervisory/Managerial Responsibilities:
Not Applicable
Education and Experience Required:
- Bachelor’s degree and a minimum of 5 years’ experience in Human Resources and/or relevant business roles, or in lieu of a degree, a combined minimum of 9 years’ higher education and/or work experience, including a minimum of 5 years’ experience in Human Resources and/or relevant business roles
- Proficiency with pertinent software and HR analytics tools
- Prior experience influencing others
- Prior experience building strong relationships with partners and leaders across functions
Education and Experience Preferred:
- Master’s degree
- Senior Professional in Human Resources (SPHR) and/or Society for Human Resources Management Senior Certified Professional (SHRM-SCP) certification
- Experience with pertinent HR system and report generation
- Knowledge of the business line(s) support
Physical Requirements:
M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $98,500.00 - $164,100.00 Annual (USD). The successful candidate’s particular combination of knowledge, skills, and experience will inform their specific compensation.
Location
Timonium, Maryland, United States of America
See all 497+ H-1B Visa People Operations Partner Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in People Operations Partner
Align your degree to HR strategy duties
USCIS evaluates specialty occupation eligibility based on whether a bachelor's degree in a specific field is normally required. Frame your human resources, organizational psychology, or business degree as directly tied to workforce planning, not general administration.
Look up prevailing wages before negotiating
Your employer's LCA must certify a wage at or above the DOL prevailing wage for your SOC code and work location. Use the OFLC Wage Search to check wage levels by county so you're not negotiating blind and can flag underpayment risks early.
Target employers with multi-state HR infrastructure
Companies operating across several states sponsor more People Operations roles and are experienced with LCA requirements per worksite. Each office location where you'll work needs its own certified LCA, so employers with established multi-site HR processes move faster.
Find sponsors with verified H-1B LCA history on Migrate Mate
Search Migrate Mate to identify employers with verified H-1B LCA filings for HR and people operations roles. This shows you which companies have already navigated the specialty occupation question for this job title, reducing your risk of an employer declining mid-process.
Clarify your worksite before the I-129 is filed
If your role involves hybrid work across locations not listed on the LCA, you're exposed to a compliance gap. Confirm with HR whether your primary worksite matches the certified LCA location before USCIS receives the I-129 petition.
Use O*NET to frame your role description strategically
USCIS may request evidence that People Operations Partner duties require specialized degree-level knowledge. Pull the occupational task list from O*NET for HR specialists and business operations roles to help your employer draft a job description that maps degree requirements to specific duties.
H-1B Visa People Operations Partner: Frequently Asked Questions
Does a People Operations Partner role qualify as a specialty occupation for H-1B purposes?
Yes, when the position requires a bachelor's degree or higher in a directly related field such as human resources, organizational behavior, business administration, or industrial-organizational psychology, it typically qualifies. USCIS looks at whether the specific duties in the role normally require that degree level, so the employer's job description needs to reflect strategic HR work rather than purely administrative tasks.
What LCA requirements should I watch for in a People Operations Partner offer?
Your employer must file a Labor Condition Application with the DOL certifying that your offered wage meets or exceeds the prevailing wage for your SOC code in your specific work location. If your role is hybrid or covers multiple offices, each worksite requires its own certified LCA. Verify the listed worksite on your offer letter matches where you'll actually be working before the I-129 is submitted to USCIS.
How long can I work as a People Operations Partner on H-1B status?
H-1B status is initially granted for up to three years and can be extended to a maximum of six years. Extensions beyond six years are possible only under specific green card filing conditions, such as an approved I-140 immigrant petition with a backlogged priority date. Plan your employer's sponsorship timeline with this ceiling in mind.
How do I find employers who actively sponsor H-1B visas for People Operations roles?
Migrate Mate shows employers with verified H-1B LCA filing history for HR and people operations positions, so you can focus your applications on companies that have already committed to sponsoring this job category. This saves time compared to applying broadly and discovering an employer's sponsorship policy only after an offer is extended.
Can I transfer my H-1B to a new People Operations Partner role at a different company?
Yes, H-1B portability allows you to begin working for a new employer once the new I-129 petition is filed, provided you're maintaining valid status and the new role also qualifies as a specialty occupation. The new employer must file a fresh LCA and I-129 for the new position and worksite. You don't need to wait for USCIS approval before starting, but you do need to wait for the receipt notice.