H-1B Visa People Partner Jobs
People Partner jobs with H-1B visa sponsorship sit at the intersection of HR strategy and workforce compliance. Employers filing an LCA must classify the role under a specialty occupation SOC code, typically requiring a bachelor's degree in human resources, organizational psychology, or a related field. H-1B status runs up to three years, extendable to six.
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Get Access To All JobsAbout us:
At Viasat, the work you do helps people stay connected in ways that matter, from everyday moments to critical missions across air, land, sea, and space.
We’re a place for people who are curious, bold, and motivated by meaningful work. Here, you'll have the opportunity to make an impact, explore new possibilities, and grow your career in ways that align with your interests and goals. When you're ready to take on something new, you'll find leaders who support your development and help you turn your ambition into action.
WHAT YOU'LL DO:
We are thrilled to announce an exciting opportunity for a People Solutions Partner to join our dynamic team in Tempe, AZ! This is a hybrid, site-based role that offers the perfect blend of office collaboration and remote flexibility. Employees will work from our Tempe office at least 3 days (60%) per week within a standard five-day workweek, with the remaining days worked remotely.
The People Solutions Partner is a critical location-aligned role within the People & Culture organization, serving as a trusted advisor to managers and employees across assigned business groups and geographies. In partnership with Strategic Business Partners, Centers of Excellence (COEs), Legal, and People Operations, you will deliver practical and compliant people solutions that support employee experience and business objectives.
In this role, you will independently manage employee relations matters, advise leaders on performance and talent-related issues, support organizational and workforce changes, and ensure consistent application of company policies and practices. You will leverage your HR expertise and business acumen to identify solutions, mitigate risk, and support leaders in making informed people decisions.
Operating within a fast-paced, global environment, you will help translate enterprise people programs into effective local execution while balancing business needs, employee experience, and compliance requirements.
ACT AS A TRUSTED PEOPLE SOLUTIONS PARTNER
- Provide guidance and consultation to managers and employees on a broad range of people-related matters, including performance management, employee relations, policy interpretation, workforce changes, and employee lifecycle events.
- Support leaders in applying company policies and practices consistently while ensuring compliance with applicable employment laws and regulatory requirements.
- Partner with Strategic Business Partners, COEs, Legal, and People Operations to address complex people matters and ensure a consistent employee experience.
- Support the implementation of global and regional people programs, providing local expertise and feedback regarding employee impact and operational effectiveness.
- Guide leaders through annual people processes, including performance management, talent reviews, compensation cycles, and employee communications.
- Build trusted relationships with leaders and employees by providing practical, responsive, and business-focused support.
EMPLOYEE RELATIONS & COMPLIANCE
- Independently manage employee relations matters, including workplace concerns, misconduct allegations, disciplinary actions, performance interventions, accommodations, and investigations.
- Conduct timely and thorough investigations, document findings, assess risk, and recommend appropriate actions in partnership with Legal and senior People & Culture stakeholders when required.
- Maintain a strong working knowledge of employment laws, regulations, and compliance requirements within supported jurisdictions.
- Identify and escalate potential legal, compliance, or employee experience risks and partner with appropriate stakeholders to develop mitigation strategies.
- Support workforce actions such as reorganizations, reductions in force, employee transitions, and other organizational changes while ensuring compliance and consistency.
- Ensure accurate documentation and case management practices are maintained in accordance with company standards.
ORGANIZATIONAL EFFECTIVENESS & CHANGE SUPPORT
- Consult with leaders to diagnose people challenges, identify root causes, and recommend practical and compliant solutions.
- Support organizational changes, workforce planning activities, and business transformation initiatives by helping leaders navigate change and implement people-related decisions effectively.
- Analyze people data, workforce trends, and business insights to identify risks, opportunities, and areas for improvement.
- Participate in cross-functional projects and initiatives designed to improve employee experience, organizational effectiveness, and operational efficiency.
- Provide observations and recommendations that help leaders make informed people decisions.
TALENT & EMPLOYEE EXPERIENCE
- Support talent review, succession planning, and development activities within assigned client groups.
- Coach managers on performance management, employee development, feedback, recognition, and accountability practices.
- Partner with leaders to evaluate employee engagement trends and implement actions that strengthen culture, inclusion, and retention.
- Promote a positive employee experience by providing balanced, solutions-oriented support that considers both employee and business needs.
- Support local talent initiatives and capability-building efforts that strengthen organizational effectiveness and workforce performance.
POSITION COMPLEXITY & SUPERVISION COMPLEXITY
- Works on and may lead projects of diverse scope with limited supervision.
- Applies professional judgment and HR expertise to resolve a variety of employee and business challenges.
- Recommends solutions and approaches that align with company objectives, policies, and compliance requirements.
SUPERVISION
- Works autonomously on day-to-day assignments with minimal guidance.
- Resolves well-defined and moderately complex problems by evaluating options, applying established practices, and collaborating with appropriate stakeholders.
- Escalates highly complex, sensitive, or high-risk matters when appropriate.
LEADERSHIP & INFLUENCE
- Influences outcomes through expertise, collaboration, and effective communication.
- Builds strong partnerships across People & Culture, leadership teams, and business stakeholders.
- May provide guidance, training, or mentoring to less experienced team members.
- Contributes to the success of cross-functional projects and continuous improvement initiatives.
WHAT YOU'LL NEED:
EDUCATION & EXPERIENCE
- Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent combination of education and experience.
- Typically 4-7 years of progressive HR experience, including employee relations, performance management, and business-facing HR support.
FUNCTIONAL EXPERTISE
- Experience managing employee relations matters, workplace investigations, performance concerns, and sensitive employee situations.
- Strong understanding of employment laws, compliance requirements, and HR best practices.
- Demonstrated ability to balance business needs, employee experience, and compliance considerations when making recommendations.
COMMUNICATION & INFLUENCE
- Strong written, verbal, facilitation, and consultation skills.
- Ability to build trust and credibility with managers, employees, and cross-functional stakeholders.
- Ability to navigate challenging conversations and influence decisions through sound judgment and data-driven recommendations.
ANALYTICAL SKILLS
- Ability to interpret workforce data, identify trends, and translate insights into practical recommendations and actions.
- Strong problem-solving skills with the ability to identify root causes and implement effective solutions.
TECHNICAL SKILLS
- Experience working with Human Resources Information Systems (HRIS) and case management platforms such as Workday, ServiceNow, or similar technologies.
- Proficiency with Microsoft Office applications and reporting tools.
WHAT WILL HELP YOU ON THE JOB:
- Experience supporting employees and leaders within a global organization.
- HR experience within the technology, communications, aerospace, defense, or related industries.
- Experience partnering across multiple regions, jurisdictions, or employee populations.
- HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent) preferred.
- Experience working in an AI forward HR Organization including utilizing a ticketing system such as ServiceNow.
- Experience with Navex case management system.
SALARY RANGE:
- Salary range: $79,000.00 - $124,000.00 / annually. For specific work locations within San Jose, the San Francisco Bay area and New York City metropolitan area, the base pay range for this role is $97,500.00 - $146,500.00 / annually. At Viasat, we consider many factors when it comes to compensation, including the scope of the position as well as your background and experience. Base pay may vary depending on job-related knowledge, skills, and experience. Additional cash or stock incentives may be provided as part of the compensation package, in addition to a range of medical, financial, and/or other benefits, dependent on the position offered. Learn more about Viasat’s comprehensive benefit offerings that are focused on your holistic health and wellness.
Viasat is proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, ancestry, physical or mental disability, medical condition, marital status, genetics, age, or veteran status or any other applicable legally protected status or characteristic. If you would like to request an accommodation on the basis of disability for completing this online application, please click here.
About us:
At Viasat, the work you do helps people stay connected in ways that matter, from everyday moments to critical missions across air, land, sea, and space.
We’re a place for people who are curious, bold, and motivated by meaningful work. Here, you'll have the opportunity to make an impact, explore new possibilities, and grow your career in ways that align with your interests and goals. When you're ready to take on something new, you'll find leaders who support your development and help you turn your ambition into action.
WHAT YOU'LL DO:
We are thrilled to announce an exciting opportunity for a People Solutions Partner to join our dynamic team in Tempe, AZ! This is a hybrid, site-based role that offers the perfect blend of office collaboration and remote flexibility. Employees will work from our Tempe office at least 3 days (60%) per week within a standard five-day workweek, with the remaining days worked remotely.
The People Solutions Partner is a critical location-aligned role within the People & Culture organization, serving as a trusted advisor to managers and employees across assigned business groups and geographies. In partnership with Strategic Business Partners, Centers of Excellence (COEs), Legal, and People Operations, you will deliver practical and compliant people solutions that support employee experience and business objectives.
In this role, you will independently manage employee relations matters, advise leaders on performance and talent-related issues, support organizational and workforce changes, and ensure consistent application of company policies and practices. You will leverage your HR expertise and business acumen to identify solutions, mitigate risk, and support leaders in making informed people decisions.
Operating within a fast-paced, global environment, you will help translate enterprise people programs into effective local execution while balancing business needs, employee experience, and compliance requirements.
ACT AS A TRUSTED PEOPLE SOLUTIONS PARTNER
- Provide guidance and consultation to managers and employees on a broad range of people-related matters, including performance management, employee relations, policy interpretation, workforce changes, and employee lifecycle events.
- Support leaders in applying company policies and practices consistently while ensuring compliance with applicable employment laws and regulatory requirements.
- Partner with Strategic Business Partners, COEs, Legal, and People Operations to address complex people matters and ensure a consistent employee experience.
- Support the implementation of global and regional people programs, providing local expertise and feedback regarding employee impact and operational effectiveness.
- Guide leaders through annual people processes, including performance management, talent reviews, compensation cycles, and employee communications.
- Build trusted relationships with leaders and employees by providing practical, responsive, and business-focused support.
EMPLOYEE RELATIONS & COMPLIANCE
- Independently manage employee relations matters, including workplace concerns, misconduct allegations, disciplinary actions, performance interventions, accommodations, and investigations.
- Conduct timely and thorough investigations, document findings, assess risk, and recommend appropriate actions in partnership with Legal and senior People & Culture stakeholders when required.
- Maintain a strong working knowledge of employment laws, regulations, and compliance requirements within supported jurisdictions.
- Identify and escalate potential legal, compliance, or employee experience risks and partner with appropriate stakeholders to develop mitigation strategies.
- Support workforce actions such as reorganizations, reductions in force, employee transitions, and other organizational changes while ensuring compliance and consistency.
- Ensure accurate documentation and case management practices are maintained in accordance with company standards.
ORGANIZATIONAL EFFECTIVENESS & CHANGE SUPPORT
- Consult with leaders to diagnose people challenges, identify root causes, and recommend practical and compliant solutions.
- Support organizational changes, workforce planning activities, and business transformation initiatives by helping leaders navigate change and implement people-related decisions effectively.
- Analyze people data, workforce trends, and business insights to identify risks, opportunities, and areas for improvement.
- Participate in cross-functional projects and initiatives designed to improve employee experience, organizational effectiveness, and operational efficiency.
- Provide observations and recommendations that help leaders make informed people decisions.
TALENT & EMPLOYEE EXPERIENCE
- Support talent review, succession planning, and development activities within assigned client groups.
- Coach managers on performance management, employee development, feedback, recognition, and accountability practices.
- Partner with leaders to evaluate employee engagement trends and implement actions that strengthen culture, inclusion, and retention.
- Promote a positive employee experience by providing balanced, solutions-oriented support that considers both employee and business needs.
- Support local talent initiatives and capability-building efforts that strengthen organizational effectiveness and workforce performance.
POSITION COMPLEXITY & SUPERVISION COMPLEXITY
- Works on and may lead projects of diverse scope with limited supervision.
- Applies professional judgment and HR expertise to resolve a variety of employee and business challenges.
- Recommends solutions and approaches that align with company objectives, policies, and compliance requirements.
SUPERVISION
- Works autonomously on day-to-day assignments with minimal guidance.
- Resolves well-defined and moderately complex problems by evaluating options, applying established practices, and collaborating with appropriate stakeholders.
- Escalates highly complex, sensitive, or high-risk matters when appropriate.
LEADERSHIP & INFLUENCE
- Influences outcomes through expertise, collaboration, and effective communication.
- Builds strong partnerships across People & Culture, leadership teams, and business stakeholders.
- May provide guidance, training, or mentoring to less experienced team members.
- Contributes to the success of cross-functional projects and continuous improvement initiatives.
WHAT YOU'LL NEED:
EDUCATION & EXPERIENCE
- Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent combination of education and experience.
- Typically 4-7 years of progressive HR experience, including employee relations, performance management, and business-facing HR support.
FUNCTIONAL EXPERTISE
- Experience managing employee relations matters, workplace investigations, performance concerns, and sensitive employee situations.
- Strong understanding of employment laws, compliance requirements, and HR best practices.
- Demonstrated ability to balance business needs, employee experience, and compliance considerations when making recommendations.
COMMUNICATION & INFLUENCE
- Strong written, verbal, facilitation, and consultation skills.
- Ability to build trust and credibility with managers, employees, and cross-functional stakeholders.
- Ability to navigate challenging conversations and influence decisions through sound judgment and data-driven recommendations.
ANALYTICAL SKILLS
- Ability to interpret workforce data, identify trends, and translate insights into practical recommendations and actions.
- Strong problem-solving skills with the ability to identify root causes and implement effective solutions.
TECHNICAL SKILLS
- Experience working with Human Resources Information Systems (HRIS) and case management platforms such as Workday, ServiceNow, or similar technologies.
- Proficiency with Microsoft Office applications and reporting tools.
WHAT WILL HELP YOU ON THE JOB:
- Experience supporting employees and leaders within a global organization.
- HR experience within the technology, communications, aerospace, defense, or related industries.
- Experience partnering across multiple regions, jurisdictions, or employee populations.
- HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent) preferred.
- Experience working in an AI forward HR Organization including utilizing a ticketing system such as ServiceNow.
- Experience with Navex case management system.
SALARY RANGE:
- Salary range: $79,000.00 - $124,000.00 / annually. For specific work locations within San Jose, the San Francisco Bay area and New York City metropolitan area, the base pay range for this role is $97,500.00 - $146,500.00 / annually. At Viasat, we consider many factors when it comes to compensation, including the scope of the position as well as your background and experience. Base pay may vary depending on job-related knowledge, skills, and experience. Additional cash or stock incentives may be provided as part of the compensation package, in addition to a range of medical, financial, and/or other benefits, dependent on the position offered. Learn more about Viasat’s comprehensive benefit offerings that are focused on your holistic health and wellness.
Viasat is proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, ancestry, physical or mental disability, medical condition, marital status, genetics, age, or veteran status or any other applicable legally protected status or characteristic. If you would like to request an accommodation on the basis of disability for completing this online application, please click here.
See all 207+ H-1B Visa People Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa People Partner Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in People Partner
Frame your credentials around specialty occupation
Pull up the O*NET profile for Human Resources Specialists or related SOC codes before applying. Your resume and degree transcripts should map directly to the analytical and strategic duties USCIS uses to evaluate specialty occupation status for People Partner roles.
Target employers with dedicated HR business partner teams
Companies that separate transactional HR from strategic people partnering are far more likely to structure the role around degree-level duties. Look for organizations with distinct HR Centers of Excellence, since that structure supports a defensible specialty occupation argument at the LCA stage.
Search verified H-1B sponsors on Migrate Mate
Migrate Mate surfaces employers with confirmed H-1B LCA filing history for HR and People Partner roles, searchable by city and job function. That lets you skip companies that list People Partner roles but have no track record of sponsoring them.
Verify the LCA covers your exact worksite before accepting
Each worksite requires its own DOL-certified LCA. If your offer includes hybrid work across offices in different metro areas, confirm your employer plans to file a separate certified LCA for each location before you sign anything.
Request premium processing if your start date is firm
USCIS offers premium processing on I-129 petitions, which guarantees a 15-business-day adjudication decision. If your offer has a hard start date tied to a business cycle or headcount plan, ask your employer early whether they'll elect it.
Use OFLC Wage Search to benchmark the prevailing wage
Before your offer letter is finalized, run the OFLC Wage Search for your SOC code and work location. The LCA must certify wages at or above the prevailing wage level, so knowing that number in advance helps you spot underpowered offers that could stall the filing.
H-1B Visa People Partner: Frequently Asked Questions
Does a People Partner role qualify as an H-1B specialty occupation?
Yes, when the position requires a bachelor's degree or higher in human resources, organizational psychology, industrial relations, or a closely related field, it typically qualifies as a specialty occupation under H-1B rules. Employers strengthen the case by ensuring job duties are strategic and analytical rather than primarily administrative, and by documenting the degree requirement in the job description before filing the LCA with DOL.
What SOC code do employers use when filing an LCA for a People Partner?
Most employers file under SOC 13-1071, Human Resources Specialists, or SOC 11-3121, Human Resources Managers, depending on seniority and scope. The choice affects the prevailing wage the employer must certify. You can verify which classification applies to your offer by cross-referencing the job duties against the O*NET profiles for both codes before your employer submits the LCA to DOL.
How do I find employers who actively sponsor H-1B visas for People Partner roles?
Migrate Mate lists employers with verified H-1B LCA filing history for HR and People Partner positions, organized by city and role type. That filing history shows which companies have already navigated the specialty occupation argument for this job title, which is a meaningful signal compared to employers listing the role without any sponsorship track record.
Can my employer use a single LCA if I work across multiple office locations?
No. DOL requires a separately certified LCA for each worksite where you'll work for more than 30 consecutive or 60 non-consecutive workdays in a year. If your People Partner role spans multiple metro areas, your employer must file and post a compliant LCA for each location. Confirm this explicitly during offer negotiation, especially if the role involves frequent travel to other offices.
What happens to my H-1B status if my employer goes through a reorganization or layoff?
If your position is eliminated, your H-1B status ends with your employment, but USCIS provides a 60-day grace period to find a new sponsoring employer, change to another nonimmigrant status, or depart the country. A new employer must file an H-1B transfer petition before you start work. Because People Partner roles are common in companies undergoing restructuring, it's worth understanding this timeline before accepting a role at an organization in transition.