H-1B Visa Planning Director Jobs
Planning Director jobs with H-1B visa sponsorship are available at architecture firms, urban planning consultancies, government contractors, and large real estate developers. The role qualifies as a specialty occupation when tied to a bachelor's degree in urban planning, architecture, or a related field. Employers file an LCA and I-129 petition on your behalf before you can start.
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Get Access To All JobsINTRODUCTION
Ann & Robert H. Lurie Children’s Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do. Ann & Robert H. Lurie Children’s Hospital of Chicago is ranked in all 10 specialties by the U.S. News & World Report.
LOCATION
Olympia Center
JOB DESCRIPTION
General Summary:
The Strategic Workforce Planning & Organizational Design Director is a transformation leader responsible for designing, building, and embedding an enterprise-wide strategic workforce planning (SWP) and organizational design capability. This role will establish and manage the frameworks, tools, governance, and capabilities required to enable proactive, data-driven workforce decisions aligned to organizational strategy.
This leader will partner closely with HR Business Partners (HRBPs), Finance, Strategy, and operational leaders to build and scale workforce planning practices across the organization. This role will also support broader Organizational Effectiveness (OE) initiatives focused on enterprise transformation, operating model design, and strategic talent interventions.
Essential Job Functions:
Build Strategic Workforce Planning Capability (Design & Architecture)
- Design and implement an enterprise SWP methodology tailored to a complex healthcare environment (e.g., scenario planning, demand/supply forecasting, skills-based planning).
- Define workforce segmentation strategies (e.g., critical roles, hard-to-fill roles, mission-critical capabilities).
- Establish planning horizons (e.g., 1-year operational, 3-year strategic, 5+ year scenario modeling).
- Align workforce planning with financial planning, budgeting cycles, and strategic planning processes.
Implement Strategic Workforce Planning
- Lead implementations within clinical and non-clinical functions.
- Translate business strategy into workforce implications (headcount, skills, capabilities, structure).
- Facilitate workforce planning sessions with senior leaders.
- Refine tools and processes based on strategic plan and operational needs.
- Scale SWP practices across the enterprise with a phased implementation approach.
Enable Data-Driven Decision Making
- Partner with People Analytics to define data requirements, dashboards, and reporting capabilities.
- Integrate internal and external labor market data into workforce planning insights.
- Develop actionable insights related to workforce gaps, risks, and opportunities.
- Ensure data governance and consistency in workforce metrics and definitions.
Build Organizational Capability (HRBP & Leader Enablement)
- Design and deliver training to HRBPs and business leaders on SWP concepts, tools, and facilitation.
- Coach HRBPs to lead workforce planning discussions independently.
- Develop playbooks, guides, and knowledge resources to support ongoing execution.
- Establish a community of practice for strategic workforce planning.
Establish Governance & Operating Model
- Define roles, responsibilities, and decision rights across HR, Finance, and business leaders.
- Embed SWP into existing operating rhythms (e.g., quarterly business reviews, annual planning).
- Create governance structures to ensure accountability and sustainability.
- Define success metrics and track adoption and impact.
Lead enterprise OE initiatives such as:
- Operating model design
- Organizational design and restructuring
- Change management for strategic initiatives
- Leadership effectiveness interventions
- Serve as a senior advisor on workforce strategy and organizational transformation.
Other job functions as assigned.
KNOWLEDGE, SKILLS AND ABILITIES:
- Bachelor’s degree required; Master’s degree preferred (I/O Psychology, HR, Business, or related field).
- 8–12+ years of progressive experience in Organizational Effectiveness, Workforce Planning, or HR Strategy.
- Demonstrated experience building and implementing a strategic workforce planning capability (not just executing within an existing model).
- Experience in complex, matrixed organizations required (healthcare strongly preferred).
- Strong facilitation and consulting skills with senior leaders required.
- Experience integrating workforce planning with financial and strategic planning processes required.
- Proven ability to translate data into actionable business insights required.
- Strong analytical experience required.
- Must possess excellent verbal, written and interpersonal communication skills in order to interact effectively with and establish rapport with all levels of management and staff employees.
- Ability to maintain a high level of integrity and confidentiality relating to employee and hospital information.
- Strong customer service and relationship building skills.
KEY COMPETENCIES:
- Systems Thinking & Strategic Orientation – Sees connections across workforce, financial, and operational systems.
- Build vs. Operate Mindset – Designs scalable solutions rather than owning long-term execution.
- Consultative Influence – Effectively partners with senior leaders to shape decisions.
- Data Fluency – Interprets and applies workforce data to business problems.
- Capability Building – Develops others and creates sustainable organizational skills.
- Change Leadership – Drives adoption in a complex, evolving environment.
Education
PAY RANGE
$141,440.00-$233,376.00 Salary
At Lurie Children’s, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions. In addition to base salary, Lurie Children’s offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentives for select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter or click the following link to learn more about our benefits.
BENEFIT STATEMENT
For full time and part time employees who work 20 or more hours per week we offer a generous benefits package that includes:
- Medical, dental and vision insurance
- Employer paid group term life and disability
- Employer contribution toward Health Savings Account
- Flexible Spending Accounts
- Paid Time Off (PTO), Paid Holidays and Paid Parental Leave
- 403(b) with a 5% employer match
Various voluntary benefits:
- Supplemental Life, AD and Disability
- Critical Illness, Accident and Hospital Indemnity coverage
- Tuition assistance
- Student loan servicing and support
- Adoption benefits
- Backup Childcare and Eldercare
- Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members
- Discount on services at Lurie Children’s facilities
- Discount purchasing program
There’s a Place for You with Us
At Ann & Robert H. Lurie Children’s Hospital of Chicago and its affiliates (collectively “Lurie Children’s”), we embrace and celebrate diversity and equity in a serious way. We are committed to building a team with a variety of backgrounds, skills, and viewpoints — recognizing that diverse identities strengthen our workplace and the care we can provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging and allyship. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care.
Lurie Children’s and its affiliates are equal employment opportunity employers. We value diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law.
For questions about how to request an accommodation please contact: employeehealth@luriechildrens.org
AI NOTICE
Lurie Children’s utilizes certain AI-enabled features within our recruiting platform to support candidate engagement and assist recruiters in identifying and prioritizing applicants whose experience aligns with job requirements. All employment decisions are made by individuals.
It is a civil rights violation with respect to recruitment, hiring, promotion, or employment for an employer to use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes under the Illinois Human Rights Act or to use zip codes as a proxy for protected classes.
For questions about the use of artificial intelligence in this process or any additional support, please contact: peoplequestions@luriechildrens.org
INTRODUCTION
Ann & Robert H. Lurie Children’s Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do. Ann & Robert H. Lurie Children’s Hospital of Chicago is ranked in all 10 specialties by the U.S. News & World Report.
LOCATION
Olympia Center
JOB DESCRIPTION
General Summary:
The Strategic Workforce Planning & Organizational Design Director is a transformation leader responsible for designing, building, and embedding an enterprise-wide strategic workforce planning (SWP) and organizational design capability. This role will establish and manage the frameworks, tools, governance, and capabilities required to enable proactive, data-driven workforce decisions aligned to organizational strategy.
This leader will partner closely with HR Business Partners (HRBPs), Finance, Strategy, and operational leaders to build and scale workforce planning practices across the organization. This role will also support broader Organizational Effectiveness (OE) initiatives focused on enterprise transformation, operating model design, and strategic talent interventions.
Essential Job Functions:
Build Strategic Workforce Planning Capability (Design & Architecture)
- Design and implement an enterprise SWP methodology tailored to a complex healthcare environment (e.g., scenario planning, demand/supply forecasting, skills-based planning).
- Define workforce segmentation strategies (e.g., critical roles, hard-to-fill roles, mission-critical capabilities).
- Establish planning horizons (e.g., 1-year operational, 3-year strategic, 5+ year scenario modeling).
- Align workforce planning with financial planning, budgeting cycles, and strategic planning processes.
Implement Strategic Workforce Planning
- Lead implementations within clinical and non-clinical functions.
- Translate business strategy into workforce implications (headcount, skills, capabilities, structure).
- Facilitate workforce planning sessions with senior leaders.
- Refine tools and processes based on strategic plan and operational needs.
- Scale SWP practices across the enterprise with a phased implementation approach.
Enable Data-Driven Decision Making
- Partner with People Analytics to define data requirements, dashboards, and reporting capabilities.
- Integrate internal and external labor market data into workforce planning insights.
- Develop actionable insights related to workforce gaps, risks, and opportunities.
- Ensure data governance and consistency in workforce metrics and definitions.
Build Organizational Capability (HRBP & Leader Enablement)
- Design and deliver training to HRBPs and business leaders on SWP concepts, tools, and facilitation.
- Coach HRBPs to lead workforce planning discussions independently.
- Develop playbooks, guides, and knowledge resources to support ongoing execution.
- Establish a community of practice for strategic workforce planning.
Establish Governance & Operating Model
- Define roles, responsibilities, and decision rights across HR, Finance, and business leaders.
- Embed SWP into existing operating rhythms (e.g., quarterly business reviews, annual planning).
- Create governance structures to ensure accountability and sustainability.
- Define success metrics and track adoption and impact.
Lead enterprise OE initiatives such as:
- Operating model design
- Organizational design and restructuring
- Change management for strategic initiatives
- Leadership effectiveness interventions
- Serve as a senior advisor on workforce strategy and organizational transformation.
Other job functions as assigned.
KNOWLEDGE, SKILLS AND ABILITIES:
- Bachelor’s degree required; Master’s degree preferred (I/O Psychology, HR, Business, or related field).
- 8–12+ years of progressive experience in Organizational Effectiveness, Workforce Planning, or HR Strategy.
- Demonstrated experience building and implementing a strategic workforce planning capability (not just executing within an existing model).
- Experience in complex, matrixed organizations required (healthcare strongly preferred).
- Strong facilitation and consulting skills with senior leaders required.
- Experience integrating workforce planning with financial and strategic planning processes required.
- Proven ability to translate data into actionable business insights required.
- Strong analytical experience required.
- Must possess excellent verbal, written and interpersonal communication skills in order to interact effectively with and establish rapport with all levels of management and staff employees.
- Ability to maintain a high level of integrity and confidentiality relating to employee and hospital information.
- Strong customer service and relationship building skills.
KEY COMPETENCIES:
- Systems Thinking & Strategic Orientation – Sees connections across workforce, financial, and operational systems.
- Build vs. Operate Mindset – Designs scalable solutions rather than owning long-term execution.
- Consultative Influence – Effectively partners with senior leaders to shape decisions.
- Data Fluency – Interprets and applies workforce data to business problems.
- Capability Building – Develops others and creates sustainable organizational skills.
- Change Leadership – Drives adoption in a complex, evolving environment.
Education
PAY RANGE
$141,440.00-$233,376.00 Salary
At Lurie Children’s, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions. In addition to base salary, Lurie Children’s offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentives for select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter or click the following link to learn more about our benefits.
BENEFIT STATEMENT
For full time and part time employees who work 20 or more hours per week we offer a generous benefits package that includes:
- Medical, dental and vision insurance
- Employer paid group term life and disability
- Employer contribution toward Health Savings Account
- Flexible Spending Accounts
- Paid Time Off (PTO), Paid Holidays and Paid Parental Leave
- 403(b) with a 5% employer match
Various voluntary benefits:
- Supplemental Life, AD and Disability
- Critical Illness, Accident and Hospital Indemnity coverage
- Tuition assistance
- Student loan servicing and support
- Adoption benefits
- Backup Childcare and Eldercare
- Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members
- Discount on services at Lurie Children’s facilities
- Discount purchasing program
There’s a Place for You with Us
At Ann & Robert H. Lurie Children’s Hospital of Chicago and its affiliates (collectively “Lurie Children’s”), we embrace and celebrate diversity and equity in a serious way. We are committed to building a team with a variety of backgrounds, skills, and viewpoints — recognizing that diverse identities strengthen our workplace and the care we can provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging and allyship. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care.
Lurie Children’s and its affiliates are equal employment opportunity employers. We value diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law.
For questions about how to request an accommodation please contact: employeehealth@luriechildrens.org
AI NOTICE
Lurie Children’s utilizes certain AI-enabled features within our recruiting platform to support candidate engagement and assist recruiters in identifying and prioritizing applicants whose experience aligns with job requirements. All employment decisions are made by individuals.
It is a civil rights violation with respect to recruitment, hiring, promotion, or employment for an employer to use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes under the Illinois Human Rights Act or to use zip codes as a proxy for protected classes.
For questions about the use of artificial intelligence in this process or any additional support, please contact: peoplequestions@luriechildrens.org
See all 186+ H-1B Visa Planning Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Planning Director Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Planning Director
Verify your degree meets specialty occupation
Planning Director roles typically qualify as a specialty occupation under H-1B when the position requires a bachelor's degree in urban planning, architecture, civil engineering, or a directly related field. Pull your credential evaluation early so USCIS review doesn't stall your petition.
Use OFLC Wage Search before salary negotiations
Your employer must pay at least the DOL prevailing wage for your SOC code and work location. Run the OFLC Wage Search for Planning Director under SOC 11-9021 before you negotiate, so your offer clears the LCA threshold without renegotiation after filing begins.
Target employers with multi-site LCA experience
Planning Director roles often span project sites across different cities. Each worksite needs its own certified LCA, so target employers who have navigated multi-location H-1B filings before. Ask during interviews whether their legal team handles worksite amendments routinely.
Find H-1B sponsoring firms on Migrate Mate
Search Migrate Mate to identify architecture, land use, and urban planning employers with verified H-1B LCA filing history for planning and management roles. Focusing your applications on confirmed sponsors avoids firms that express interest but have never navigated the petition process.
Request premium processing before project deadlines
Planning Director hires often coincide with project launch timelines. If your start date is firm, ask your employer to elect premium processing on the I-129 petition so USCIS adjudicates within 15 business days rather than the standard processing window, which can stretch several months.
Align your O*NET profile to your offer letter
Review the O*NET occupation profile for Urban and Regional Planners and Planning Managers before your employer drafts the LCA job description. Your offer letter duties should mirror the specialized tasks listed there, strengthening the specialty occupation argument in your petition.
H-1B Visa Planning Director: Frequently Asked Questions
Does a Planning Director role qualify as an H-1B specialty occupation?
Yes, Planning Director roles typically qualify when the employer requires at least a bachelor's degree in urban planning, architecture, civil engineering, or a directly related field as a minimum for the position. The key is that the degree requirement must be specific, not a general bachelor's in any discipline. Your employer documents this in the I-129 petition, and the job description should reflect degree-specific duties like zoning analysis, land use policy development, or environmental impact oversight.
Which types of employers commonly sponsor H-1B visas for Planning Directors?
Architecture and planning consultancies, government contractors working on federal infrastructure projects, large real estate developers, and regional transit authorities are the most active H-1B sponsors for planning leadership roles. Browse Migrate Mate to find firms with verified LCA filing history specifically in planning and management occupations, which narrows your search to employers already familiar with the sponsorship process.
How does the LCA process work for a Planning Director with multiple project worksites?
Each distinct worksite where you perform work for more than a short-term period requires its own certified Labor Condition Application filed with DOL. If your role moves between project sites in different metropolitan areas, your employer must file separate LCAs reflecting the prevailing wage for each location. This is a common complexity in planning roles, so confirm your employer's legal team has handled multi-site LCA amendments before you accept an offer.
Can a Planning Director pursue a green card while on H-1B status?
Yes. H-1B status allows dual intent, meaning you can pursue permanent residence without jeopardizing your nonimmigrant status. Many Planning Directors at large firms or government contractors move through the PERM labor certification process, which requires the employer to demonstrate no qualified U.S. workers are available for the role. The process typically takes two to three years before an I-140 immigrant petition can be filed.
What happens to H-1B status if a Planning Director changes employers mid-project?
H-1B status is employer-specific, so changing firms requires the new employer to file a fresh I-129 petition before or concurrent with your start date under H-1B portability rules. You can begin working for the new employer once the petition is filed and received by USCIS, without waiting for approval, as long as you've been in valid H-1B status for at least 180 days. The original employer's LCA does not transfer.