H-1B Visa Recruitment Officer Jobs
Recruitment Officer jobs at H-1B visa-sponsoring employers typically require a bachelor's degree in human resources, business, or a related field, which supports a specialty occupation filing. Employers in staffing, tech, and healthcare sponsor these roles, filing a Labor Condition Application with DOL before petitioning USCIS for your H-1B visa status.
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Get Access To All JobsINTRODUCTION
Invenergy is North America’s largest privately held developer, owner, and operator of power infrastructure. With 25 years of trusted execution, we deliver reliable, affordable energy through a diverse portfolio that includes natural gas, solar, land-based wind, energy storage, transmission, and domestic manufacturing. Headquartered in Chicago, we develop, own, and operate large scale projects that power communities and support the energy future.
Invenergy follows a hybrid schedule, working in office Monday through Thursday and remotely on Fridays if work permits.
This position will be open for application for at least 3 calendar days from the posting date. This position will remain open for application based on business need, which may be before or after the 3-day posting window.
JOB DESCRIPTION
The Recruiting Operations Manager will be lead the governance, optimization, and continuous improvement of Talent Acquisition operations at Invenergy. This role will be responsible for ensuring that recruiting processes, systems, reporting, analytics, technologies, and vendor partnerships scale effectively to support the company's continued growth.
The Manager, Recruiting Operations partners closely with People & Culture leadership, HRIS, HR Operations, Compensation, and business leaders to drive operational excellence, enhance recruiter productivity, improve hiring manager and candidate experiences, and enable data-driven workforce decisions.
This role will play a critical part in building a modern, scalable recruiting organization capable of supporting significant company growth, expansion into new markets, and evolving workforce needs. This aligns closely with the broader HR focus on scalable operating models, process improvement, Workday optimization, and technology enablement.
KEY RESPONSIBILITIES
Talent Acquisition Operations Strategy
- Develop and execute a Talent Acquisition operations roadmap in alignment with business and workforce growth objectives.
- Establish scalable recruiting processes, standards, governance, and service delivery models.
- Identify opportunities to improve efficiency, consistency, and effectiveness across the recruiting lifecycle.
- Serve as the business owner for Talent Acquisition technology platforms, including Workday Recruiting and related tools.
- Partner with HRIS and technology teams to optimize recruiting workflows, integrations, automations, and user experiences.
Reporting, Analytics & Workforce Insights
- Design and maintain recruiting dashboards, metrics, and reporting frameworks.
- Deliver actionable insights and recommendations to Talent Acquisition leadership and executive stakeholders.
- Support workforce planning and forecasting activities through data analysis and reporting.
Process Improvement & Governance
- Lead continuous improvement initiatives across recruiting operations.
- Develop and document standard operating procedures, workflows, and service standards.
- Ensure compliance with applicable employment laws, regulations, and internal policies.
- Establish process controls and governance mechanisms to support consistency and quality across the organization.
Vendor & Program Management
- Manage relationships with external recruiting vendors, technology partners, assessment providers, background screening vendors, and other service providers.
- Monitor vendor performance and service level agreements.
- Lead contract review support, business cases, and vendor renewal evaluations.
- Optimize vendor utilization and investment effectiveness.
Artificial Intelligence & Automation
- Identify opportunities to leverage AI, automation, and emerging technologies to improve Talent Acquisition effectiveness and efficiency.
- Partner with HR and technology teams to support the responsible implementation of recruiting technologies.
- Measure outcomes and adoption of automation initiatives.
Leadership & Partnership
- Serve as a trusted advisor to Talent Acquisition leadership regarding operational strategy and execution.
- Collaborate across Talent Acquisition, HR, Compensation, HRIS, Finance, Legal, and business functions.
- Lead recruiting operations projects and cross-functional initiatives.
- Manage and develop recruiting operations team members as the function grows.
QUALIFICATIONS
Required
- Bachelor's degree
- 5+ years of Operations experience, preferably within Talent Acquisition or Recruiting Operations.
- Knowledge of the full recruiting life cycle.
- Experience with applicant tracking systems such as Workday.
- Strong analytical and problem-solving skills.
- Demonstrated project management and stakeholder management capabilities.
- Experience in Microsoft Suite including intermediate to advanced Excel Skills
Preferred
- Demonstrated success leading process improvement and operational transformation initiatives, preferably for the recruiting or human resources function.
- Experience leading technology initiatives and upgrades as a recruiting project lead.
- Experience developing and taking ownership of recruiting metrics, dashboards, and executive-level reporting.
- People management experience.
- Experience supporting fast-paced, high-growth organizations.
- Experience scaling recruiting infrastructure and processes.
- Experience with workforce planning and talent analytics.
- Experience evaluating and implementing AI and automation solutions.
- Experience managing vendor relationships and third-party recruiting solutions.
BASE PAY
- Base Pay: $115,000 - $134,000 USD Annual
- Bonus: 10 - 35%
The base pay range reflects the minimum and maximum target salary for the position. Invenergy considers a number of factors when determining base pay offers such as the scope and responsibilities of the position and the candidate's experience, education and skills.
In addition to base pay, the total annual compensation package may also include eligibility to participate in our bonus program(s) which are designed to reward individual and company performance. Your recruiter can share more about bonus eligibility for this position during the hiring process.
Invenergy offers a variety of other benefits including medical, dental and vision insurance, 401k, paid time off, etc.
Invenergy LLC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or disability.
INTRODUCTION
Invenergy is North America’s largest privately held developer, owner, and operator of power infrastructure. With 25 years of trusted execution, we deliver reliable, affordable energy through a diverse portfolio that includes natural gas, solar, land-based wind, energy storage, transmission, and domestic manufacturing. Headquartered in Chicago, we develop, own, and operate large scale projects that power communities and support the energy future.
Invenergy follows a hybrid schedule, working in office Monday through Thursday and remotely on Fridays if work permits.
This position will be open for application for at least 3 calendar days from the posting date. This position will remain open for application based on business need, which may be before or after the 3-day posting window.
JOB DESCRIPTION
The Recruiting Operations Manager will be lead the governance, optimization, and continuous improvement of Talent Acquisition operations at Invenergy. This role will be responsible for ensuring that recruiting processes, systems, reporting, analytics, technologies, and vendor partnerships scale effectively to support the company's continued growth.
The Manager, Recruiting Operations partners closely with People & Culture leadership, HRIS, HR Operations, Compensation, and business leaders to drive operational excellence, enhance recruiter productivity, improve hiring manager and candidate experiences, and enable data-driven workforce decisions.
This role will play a critical part in building a modern, scalable recruiting organization capable of supporting significant company growth, expansion into new markets, and evolving workforce needs. This aligns closely with the broader HR focus on scalable operating models, process improvement, Workday optimization, and technology enablement.
KEY RESPONSIBILITIES
Talent Acquisition Operations Strategy
- Develop and execute a Talent Acquisition operations roadmap in alignment with business and workforce growth objectives.
- Establish scalable recruiting processes, standards, governance, and service delivery models.
- Identify opportunities to improve efficiency, consistency, and effectiveness across the recruiting lifecycle.
- Serve as the business owner for Talent Acquisition technology platforms, including Workday Recruiting and related tools.
- Partner with HRIS and technology teams to optimize recruiting workflows, integrations, automations, and user experiences.
Reporting, Analytics & Workforce Insights
- Design and maintain recruiting dashboards, metrics, and reporting frameworks.
- Deliver actionable insights and recommendations to Talent Acquisition leadership and executive stakeholders.
- Support workforce planning and forecasting activities through data analysis and reporting.
Process Improvement & Governance
- Lead continuous improvement initiatives across recruiting operations.
- Develop and document standard operating procedures, workflows, and service standards.
- Ensure compliance with applicable employment laws, regulations, and internal policies.
- Establish process controls and governance mechanisms to support consistency and quality across the organization.
Vendor & Program Management
- Manage relationships with external recruiting vendors, technology partners, assessment providers, background screening vendors, and other service providers.
- Monitor vendor performance and service level agreements.
- Lead contract review support, business cases, and vendor renewal evaluations.
- Optimize vendor utilization and investment effectiveness.
Artificial Intelligence & Automation
- Identify opportunities to leverage AI, automation, and emerging technologies to improve Talent Acquisition effectiveness and efficiency.
- Partner with HR and technology teams to support the responsible implementation of recruiting technologies.
- Measure outcomes and adoption of automation initiatives.
Leadership & Partnership
- Serve as a trusted advisor to Talent Acquisition leadership regarding operational strategy and execution.
- Collaborate across Talent Acquisition, HR, Compensation, HRIS, Finance, Legal, and business functions.
- Lead recruiting operations projects and cross-functional initiatives.
- Manage and develop recruiting operations team members as the function grows.
QUALIFICATIONS
Required
- Bachelor's degree
- 5+ years of Operations experience, preferably within Talent Acquisition or Recruiting Operations.
- Knowledge of the full recruiting life cycle.
- Experience with applicant tracking systems such as Workday.
- Strong analytical and problem-solving skills.
- Demonstrated project management and stakeholder management capabilities.
- Experience in Microsoft Suite including intermediate to advanced Excel Skills
Preferred
- Demonstrated success leading process improvement and operational transformation initiatives, preferably for the recruiting or human resources function.
- Experience leading technology initiatives and upgrades as a recruiting project lead.
- Experience developing and taking ownership of recruiting metrics, dashboards, and executive-level reporting.
- People management experience.
- Experience supporting fast-paced, high-growth organizations.
- Experience scaling recruiting infrastructure and processes.
- Experience with workforce planning and talent analytics.
- Experience evaluating and implementing AI and automation solutions.
- Experience managing vendor relationships and third-party recruiting solutions.
BASE PAY
- Base Pay: $115,000 - $134,000 USD Annual
- Bonus: 10 - 35%
The base pay range reflects the minimum and maximum target salary for the position. Invenergy considers a number of factors when determining base pay offers such as the scope and responsibilities of the position and the candidate's experience, education and skills.
In addition to base pay, the total annual compensation package may also include eligibility to participate in our bonus program(s) which are designed to reward individual and company performance. Your recruiter can share more about bonus eligibility for this position during the hiring process.
Invenergy offers a variety of other benefits including medical, dental and vision insurance, 401k, paid time off, etc.
Invenergy LLC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or disability.
See all H-1B Visa Recruitment Officer Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Recruitment Officer
Frame your degree for specialty occupation
Your H-1B petition succeeds when your employer can show the role requires a specific degree field, not just any bachelor's. Pull your O*NET occupation profile for Recruitment Officers to document the degree-level knowledge requirements before your employer drafts the job description.
Target employers with HR department structures
Companies large enough to run a dedicated HR or talent acquisition team are more likely to build Recruitment Officer roles around degree-level duties, which strengthens the specialty occupation argument USCIS scrutinizes most closely for this job title.
Search verified H-1B sponsors on Migrate Mate
Use Migrate Mate to find employers who have already filed H-1B petitions for HR and recruitment roles. This filters your job search to organizations with active sponsorship infrastructure, cutting time spent on employers who don't sponsor.
Verify prevailing wage before negotiating your offer
Your employer must certify your salary meets the DOL prevailing wage for your location and job title before filing the LCA. Run the OFLC Wage Search using the correct SOC code for your role so you know the minimum going into salary discussions.
Confirm each worksite gets its own certified LCA
Recruitment Officers often support hiring across multiple office locations. Each worksite where you'll work requires its own certified LCA, so flag any multi-location role with your employer early to avoid delays between your petition approval and your start date.
File before your OPT or grace period expires
If you're transitioning from F-1 OPT, your employer's I-129 petition must be filed before your authorization lapses. The 60-day grace period after OPT ends does not extend your work authorization, so coordinate filing timelines with USCIS processing windows from day one of your offer.
H-1B Visa Recruitment Officer: Frequently Asked Questions
Does a Recruitment Officer role qualify as an H-1B specialty occupation?
It can qualify when the employer structures the position around degree-level duties in human resources, organizational psychology, or business administration. USCIS evaluates the specific job description, not just the title. Employers strengthen the case by tying daily responsibilities directly to coursework in a related field rather than relying on general management experience.
Which employers sponsor H-1B visas for Recruitment Officer positions?
Technology companies, healthcare systems, consulting firms, and large financial institutions are the most active H-1B sponsors for HR and talent acquisition roles because they already maintain immigration counsel and established petition workflows. Migrate Mate lists employers with verified H-1B filing histories for recruitment and HR roles, so you can focus your applications on proven sponsors.
How long does H-1B status last for a Recruitment Officer?
USCIS grants initial H-1B status for up to three years. Your employer can file an extension for an additional three years, bringing the standard maximum to six years. Continuing beyond six years requires an approved immigrant visa petition or a qualifying green card filing to hold your place in the queue.
What happens to my H-1B if I change employers in a recruitment role?
H-1B portability under AC21 lets you start working for a new employer once they file a new I-129 petition on your behalf, without waiting for approval, as long as your original petition was approved and you've maintained valid status. Your new employer must file their own LCA and petition before you transition roles.
Can a Recruitment Officer role support a green card application?
Yes. H-1B holders in qualifying roles can pursue employer-sponsored permanent residence through the PERM labor certification process. Recruitment Officers with degree-level duties may qualify under EB-2 or EB-3 preference categories depending on the position's requirements. Your employer initiates the PERM filing with DOL, which is separate from and can run concurrently with your H-1B extensions.