H-1B Visa Recruitment Partner Jobs
Recruitment Partner roles sit at the intersection of talent strategy and business operations, requiring a bachelor's degree in human resources, business, or a related field. H-1B visa holders in this profession can find sponsors who file Labor Condition Applications covering talent acquisition and HR consulting duties at the specialty occupation level.
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Get Access To All JobsINTRODUCTION
Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.
Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.
Learn about our company culture directly from our team.
MAKE AN IMPACT IN THIS ROLE
As a Talent Acquisition Business Partner, you will lead full-cycle recruiting and serve as a trusted advisor to hiring managers across your assigned locations. You will translate business and hiring needs into practical recruiting strategies, build strong candidate pipelines, and guide consistent, equitable selection practices to help the organization hire the right talent at the right time.
You will recruit across a diverse portfolio of roles, from high-volume hourly and skilled positions to professional, leadership, senior-level, and hard-to-fill talent. Using market insights, recruiting data, technology, and strong stakeholder partnerships, you will help improve hiring outcomes and create a positive experience for candidates and hiring teams. While primarily supporting an assigned region, you will also partner with Talent Acquisition, Human Resources, and business leaders across North America as business needs require.
WHAT YOU'LL DO (% OF TIME)
70% | Full-Cycle Recruiting & Hiring Partnership
- Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions across assigned Ohio locations.
- Own each search from intake through accepted offer, including recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
- Conduct comprehensive intake discussions to clarify the business need, required and preferred qualifications, success profile, target talent, market considerations, interview approach, and hiring timeline.
- Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, professional networks, schools, community partnerships, hiring events, talent pipelines, and other relevant channels.
- Use recruiting expertise, market conditions, pipeline data, and candidate feedback to advise and influence hiring managers throughout the search.
- Appropriately challenge unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps that may unnecessarily limit the talent pool or delay hiring outcomes.
- Assess candidates consistently against documented required and preferred qualifications, relevant accomplishments, and the capabilities needed for success in the role.
- Present qualified candidates with clear, objective recommendations and facilitate productive slate-review and debrief discussions.
- Guide hiring managers in structured, behavior-based, consistent, and equitable interviewing and selection practices.
- Maintain timely, transparent communication with candidates and hiring teams while providing a professional and inclusive candidate experience.
- Manage multiple concurrent searches, set clear expectations, identify risks early, and adjust recruiting strategies when results or market conditions indicate a different approach is needed.
- Partner with hiring managers and HR partners throughout the recruiting process to drive timely decisions, coach on recruiting and selection best practices, and balance hiring urgency, candidate quality, candidate experience, and business needs.
20% | Talent Pipelining & Market Insights
- Partner with hiring managers and HR partners to understand upcoming hiring needs and roles that may be opening so recruiting can prepare before a requisition becomes urgent.
- Research the talent market to understand candidate availability, where qualified talent can be found, local competition, pay expectations, and potential challenges in filling roles.
- Build and maintain candidate pipelines for anticipated, recurring, difficult-to-fill, and business-critical positions.
- Identify the most effective sourcing approaches, channels, professional networks, schools, community organizations, and workforce partners for different roles and candidate populations.
- Use market insights, sourcing results, and candidate feedback to recommend adjustments to role requirements, sourcing strategies, compensation considerations, or timelines when the current approach is not producing the right talent.
10% | Technology, Process Improvement & Compliance
- Use Workday Recruiting and available talent technology, including HiredScore, Paradox, LinkedIn Recruiter, and Indeed, to manage workflows, strengthen sourcing, maintain accurate data, and improve the hiring experience.
- Maintain complete and accurate recruiting records, status updates, disposition information, and documentation in accordance with company practices and applicable requirements.
- Use recruiting results to identify delays, improve outcomes, and reinforce agreed-upon responsibilities with hiring partners.
- Identify and recommend improvements to processes that create unnecessary delays, administrative burden, inconsistency, or poor candidate and hiring-manager experiences.
- Support Talent Acquisition projects, process enhancements, and technology adoption that improve consistency, efficiency, and scalability.
- Apply applicable employment laws, company policies, and equitable hiring practices throughout the recruiting and selection process.
SKILLS AND EXPERIENCE | WHAT YOU'LL BRING
REQUIRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Bachelor’s degree or an equivalent combination of education and directly relevant experience.
- Five or more years of full-cycle recruiting experience, including direct sourcing and independent ownership of searches from intake through accepted offer.
- Experience recruiting hourly, professional and difficult-to-fill roles.
- Demonstrated ability to act as a trusted hiring partner by coaching leaders on recruiting and selection best practices, influencing decisions, appropriately challenging requirements or processes, and partnering with hiring managers and HR to prepare for upcoming hiring needs.
- Proven ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines.
- Strong judgment, communication, and relationship-building skills, with the ability to manage competing priorities and keep hiring leaders and candidates informed.
- Experience using an applicant tracking system and sourcing tools, along with working knowledge of employment laws and fair, consistent hiring practices.
PREFERRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Experience recruiting in manufacturing, distribution or another multi-site operational environment.
- Experience recruiting skilled trades, engineering, sales, operations leadership, or other specialized roles.
- Experience using Workday Recruiting, HiredScore, Paradox, LinkedIn Recruiter, Indeed, or comparable recruiting tools.
- Experience supporting multiple locations.
TRAVEL
This position requires domestic travel up to 10% of the time.
WORK STATUS & LOCATION
Full-Time, Hybrid, located in Columbus, Ohio. Requires a minimum of two days per week in the office, with the remaining days eligible for remote work.
RELOCATION
Relocation is not available for this position.
PAY (COMPENSATION)
$66,600 - $100,000 / year.
PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Requirements
While performing the duties of this job, the employee is frequently required to sit, talk, and hear, and sometimes walk and stand. While performing the duties of this job, the employee may occasionally push or lift up to 25 lbs.
WORK ENVIRONMENT
This job operates in a professional office environment where standard office equipment such as computers, phones, printers/scanners, etc. are frequently used.
LI-Hybrid
REWARDS AT SIMPSON STRONG-TIE
We recognize and reward employees with a carefully designed and comprehensive rewards package, including competitive compensation, quarterly bonuses or commission and first-rate benefits. May exclude some positions, such as seasonal jobs.
- Quarterly Bonuses/Commission: You will be eligible for either a bonus or commission, paid on a quarterly basis. We believe all employees affect customers, sales and revenue — directly or indirectly – and should be rewarded by sharing the company profits.
- Benefits: We provide a wide range of benefits for eligible full-time employees including: medical, dental, vision, retirement contributions, employee stock purchase and bonus plans, pay for holidays, vacation, sick days, funerals and jury duty, years of service awards, employee discounts, employee referral bonuses, charitable contribution matching, education reimbursement and more. View benefit plan details here: https://benefits.strongtie.com/.
In keeping with our values and commitment to diversity, equity, and inclusion in our communities, we are an equal opportunity employer. This means that our employment decisions are based on your qualifications and merit, and our business needs.
Please note all job offers are contingent upon a successful drug screen and criminal background check, in accordance with applicable local, state, and federal laws.
NowHiring #GetHired #Hiring #HiringNow
INTRODUCTION
Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.
Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.
Learn about our company culture directly from our team.
MAKE AN IMPACT IN THIS ROLE
As a Talent Acquisition Business Partner, you will lead full-cycle recruiting and serve as a trusted advisor to hiring managers across your assigned locations. You will translate business and hiring needs into practical recruiting strategies, build strong candidate pipelines, and guide consistent, equitable selection practices to help the organization hire the right talent at the right time.
You will recruit across a diverse portfolio of roles, from high-volume hourly and skilled positions to professional, leadership, senior-level, and hard-to-fill talent. Using market insights, recruiting data, technology, and strong stakeholder partnerships, you will help improve hiring outcomes and create a positive experience for candidates and hiring teams. While primarily supporting an assigned region, you will also partner with Talent Acquisition, Human Resources, and business leaders across North America as business needs require.
WHAT YOU'LL DO (% OF TIME)
70% | Full-Cycle Recruiting & Hiring Partnership
- Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions across assigned Ohio locations.
- Own each search from intake through accepted offer, including recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
- Conduct comprehensive intake discussions to clarify the business need, required and preferred qualifications, success profile, target talent, market considerations, interview approach, and hiring timeline.
- Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, professional networks, schools, community partnerships, hiring events, talent pipelines, and other relevant channels.
- Use recruiting expertise, market conditions, pipeline data, and candidate feedback to advise and influence hiring managers throughout the search.
- Appropriately challenge unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps that may unnecessarily limit the talent pool or delay hiring outcomes.
- Assess candidates consistently against documented required and preferred qualifications, relevant accomplishments, and the capabilities needed for success in the role.
- Present qualified candidates with clear, objective recommendations and facilitate productive slate-review and debrief discussions.
- Guide hiring managers in structured, behavior-based, consistent, and equitable interviewing and selection practices.
- Maintain timely, transparent communication with candidates and hiring teams while providing a professional and inclusive candidate experience.
- Manage multiple concurrent searches, set clear expectations, identify risks early, and adjust recruiting strategies when results or market conditions indicate a different approach is needed.
- Partner with hiring managers and HR partners throughout the recruiting process to drive timely decisions, coach on recruiting and selection best practices, and balance hiring urgency, candidate quality, candidate experience, and business needs.
20% | Talent Pipelining & Market Insights
- Partner with hiring managers and HR partners to understand upcoming hiring needs and roles that may be opening so recruiting can prepare before a requisition becomes urgent.
- Research the talent market to understand candidate availability, where qualified talent can be found, local competition, pay expectations, and potential challenges in filling roles.
- Build and maintain candidate pipelines for anticipated, recurring, difficult-to-fill, and business-critical positions.
- Identify the most effective sourcing approaches, channels, professional networks, schools, community organizations, and workforce partners for different roles and candidate populations.
- Use market insights, sourcing results, and candidate feedback to recommend adjustments to role requirements, sourcing strategies, compensation considerations, or timelines when the current approach is not producing the right talent.
10% | Technology, Process Improvement & Compliance
- Use Workday Recruiting and available talent technology, including HiredScore, Paradox, LinkedIn Recruiter, and Indeed, to manage workflows, strengthen sourcing, maintain accurate data, and improve the hiring experience.
- Maintain complete and accurate recruiting records, status updates, disposition information, and documentation in accordance with company practices and applicable requirements.
- Use recruiting results to identify delays, improve outcomes, and reinforce agreed-upon responsibilities with hiring partners.
- Identify and recommend improvements to processes that create unnecessary delays, administrative burden, inconsistency, or poor candidate and hiring-manager experiences.
- Support Talent Acquisition projects, process enhancements, and technology adoption that improve consistency, efficiency, and scalability.
- Apply applicable employment laws, company policies, and equitable hiring practices throughout the recruiting and selection process.
SKILLS AND EXPERIENCE | WHAT YOU'LL BRING
REQUIRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Bachelor’s degree or an equivalent combination of education and directly relevant experience.
- Five or more years of full-cycle recruiting experience, including direct sourcing and independent ownership of searches from intake through accepted offer.
- Experience recruiting hourly, professional and difficult-to-fill roles.
- Demonstrated ability to act as a trusted hiring partner by coaching leaders on recruiting and selection best practices, influencing decisions, appropriately challenging requirements or processes, and partnering with hiring managers and HR to prepare for upcoming hiring needs.
- Proven ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines.
- Strong judgment, communication, and relationship-building skills, with the ability to manage competing priorities and keep hiring leaders and candidates informed.
- Experience using an applicant tracking system and sourcing tools, along with working knowledge of employment laws and fair, consistent hiring practices.
PREFERRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Experience recruiting in manufacturing, distribution or another multi-site operational environment.
- Experience recruiting skilled trades, engineering, sales, operations leadership, or other specialized roles.
- Experience using Workday Recruiting, HiredScore, Paradox, LinkedIn Recruiter, Indeed, or comparable recruiting tools.
- Experience supporting multiple locations.
TRAVEL
This position requires domestic travel up to 10% of the time.
WORK STATUS & LOCATION
Full-Time, Hybrid, located in Columbus, Ohio. Requires a minimum of two days per week in the office, with the remaining days eligible for remote work.
RELOCATION
Relocation is not available for this position.
PAY (COMPENSATION)
$66,600 - $100,000 / year.
PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Requirements
While performing the duties of this job, the employee is frequently required to sit, talk, and hear, and sometimes walk and stand. While performing the duties of this job, the employee may occasionally push or lift up to 25 lbs.
WORK ENVIRONMENT
This job operates in a professional office environment where standard office equipment such as computers, phones, printers/scanners, etc. are frequently used.
LI-Hybrid
REWARDS AT SIMPSON STRONG-TIE
We recognize and reward employees with a carefully designed and comprehensive rewards package, including competitive compensation, quarterly bonuses or commission and first-rate benefits. May exclude some positions, such as seasonal jobs.
- Quarterly Bonuses/Commission: You will be eligible for either a bonus or commission, paid on a quarterly basis. We believe all employees affect customers, sales and revenue — directly or indirectly – and should be rewarded by sharing the company profits.
- Benefits: We provide a wide range of benefits for eligible full-time employees including: medical, dental, vision, retirement contributions, employee stock purchase and bonus plans, pay for holidays, vacation, sick days, funerals and jury duty, years of service awards, employee discounts, employee referral bonuses, charitable contribution matching, education reimbursement and more. View benefit plan details here: https://benefits.strongtie.com/.
In keeping with our values and commitment to diversity, equity, and inclusion in our communities, we are an equal opportunity employer. This means that our employment decisions are based on your qualifications and merit, and our business needs.
Please note all job offers are contingent upon a successful drug screen and criminal background check, in accordance with applicable local, state, and federal laws.
NowHiring #GetHired #Hiring #HiringNow
See all 99+ H-1B Visa Recruitment Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Recruitment Partner Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Recruitment Partner
Frame your degree for specialty occupation
Pull your O*NET occupation profile for Recruitment Partner roles and document how your degree in HR, business, or organizational psychology directly maps to the theoretical and practical duties listed. USCIS scrutinizes HR roles, so this alignment is your foundation.
Target employers with active LCA histories
Search Migrate Mate to identify companies that have already filed certified LCAs for talent acquisition and recruitment titles. Prior filings signal an established sponsorship process, reducing the risk of an employer who is unfamiliar with H-1B mechanics.
Verify prevailing wage before negotiating offers
Run your job title, SOC code, and worksite ZIP through the OFLC Wage Search before any offer conversation. Your employer must pay at least the prevailing wage on the certified LCA, so knowing Level II or III rates upfront prevents misaligned expectations.
Clarify multi-site work arrangements early
If the role involves recruiting across multiple office locations, raise this before filing begins. DOL requires a separate certified LCA for each worksite ZIP code, and discovering this after an offer is signed can delay your start date by weeks.
Prepare a specialty occupation evidence packet
Compile job postings from similar roles at peer employers that list a specific degree requirement, your official transcripts, and a letter from your employer explaining why a generalist cannot perform the work. USCIS issues Requests for Evidence on HR roles at higher rates than technical fields.
Use your 60-day grace period strategically
If you lose a Recruitment Partner role, USCIS allows a 60-day grace period inside your authorized validity window to secure a new employer and file a transfer petition. Start outreach immediately rather than waiting for formal separation paperwork.
H-1B Visa Recruitment Partner: Frequently Asked Questions
Does a Recruitment Partner role qualify as an H-1B specialty occupation?
Yes, when the position genuinely requires at least a bachelor's degree in human resources, business administration, industrial-organizational psychology, or a directly related field. Employers strengthen the case by writing job descriptions that emphasize strategic workforce planning, competency-based assessment design, and consultative stakeholder engagement rather than administrative hiring tasks alone.
How do I find employers who sponsor H-1B visas for Recruitment Partner positions?
Browse Migrate Mate, which surfaces U.S. employers with verified H-1B Labor Condition Application filing history for talent acquisition and HR titles. Focusing on companies that have sponsored similar roles before is more efficient than cold-applying broadly and asking about sponsorship late in the process.
What happens to my H-1B status if my Recruitment Partner role is eliminated?
USCIS grants a 60-day grace period from the last day of employment within your current authorized validity period. During that window you can transfer your H-1B to a new employer by filing an I-129 petition without leaving the country. If 60 days pass without a filed transfer, your authorized status ends and you must depart or change to another valid status.
Can my employer sponsor me for H-1B if the Recruitment Partner role involves traveling to client sites?
Yes, but each physical worksite ZIP code requires its own certified Labor Condition Application filed with DOL before work begins at that location. For roles with frequent client-site visits across multiple states, your employer must file LCAs for each distinct worksite and post required notices at each location, which adds lead time to the sponsorship process.
How long does H-1B status last for a Recruitment Partner and can it be renewed?
USCIS grants initial H-1B status for up to three years, extendable to a six-year maximum. Beyond six years, continued extensions are possible only if an employer-sponsored green card petition, such as a PERM labor certification or an I-140 immigrant petition, was filed at least 365 days before the six-year limit is reached.