H-1B Visa Regional Human Resources Business Partner Jobs
Regional Human Resources Business Partner jobs at H-1B visa sponsoring employers require a bachelor's degree in human resources, business, or organizational psychology, meeting USCIS specialty occupation standards. These strategic HR roles are filed under SOC 11-3121, and employers must certify a site-specific LCA with DOL before filing your I-129 petition.
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Get Access To All JobsINTRODUCTION
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
WHERE IS THE WORK:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
JOB SUMMARY：
This role supports Trane Commercial field sales and service across the Upper Midwest Region, and is responsible for developing and executing on people strategies across the region of 600+ employees. Primary strategic focus areas include advancement of culture and engagement, talent development and planning for a workforce that’s ready to serve our customers. This role is onsite within the region, with travel expected approximately 25% of the time.
Responsibilities:
- Functions as key HR strategic business partner with business leadership team to develop and execute critical business and organizational strategies.
- Serve as a credible coach and confidante to these leadership teams, as well as a strong employee advocate.
- Provide leadership, guidance and counsel on matters related to talent, organizational change, human capital, labor relations, employee engagement.
- Develop and execute HR plans, processes, and programs aligned with business objectives, including organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement and communications.
- Provide guidance to leadership on talent management/development and succession planning to ensure the right talent capabilities and bench strength are developed to support the business.
- Serve as expert in change management to positively impact organizational effectiveness; provide guidance and coaching to leadership team on change management.
- Develop, analyze and report on data and metrics that drive continuous improvement in the business strategies and objectives.
- Develops a sustainable strategic workforce plan for the organization.
- Collaborates with CoE’s and other HR leaders to share best practices, address critical needs, issues, and initiatives.
- Provides coaching and guidance to managers on organizational development related matters, including organizational analysis, strategy, structure and key processes to support organizational/business needs.
- Builds and supports an employee engagement strategy that facilitates organizational performance and enables successful organizational change.
- Coaches and advises on appropriate total rewards strategies, programs, and tools to enhance organizational performance and employee engagement.
- Drive continuous improvement through innovation, efficiency, process excellence, and accountability.
- Ensures business compliance with internal and external policies and standards.
QUALIFICATIONS
- Bachelor’s Degree required, Master’s Degree preferred.
- 7+ years’ experience in the Human Resources Function.
- Must possess strong skills/experience in business partnering.
- Demonstrated strategic thinking and delivery with proven, measurable results for managing change.
- Strong talent management, leadership development, performance management, and org development experience.
- Demonstrated success in creating an environment of trust with clients where integrity is unquestioned; can effectively utilize negotiation and conflict resolution skills when needed.
- Detail oriented with strong organizational and analytical skills.
- Excellent interpersonal, influencing and communications skills with all levels of the organization required.
- Preferred SPHR/PHR certificate.
- Proficiency in using Microsoft software: Excel, Word, PowerPoint, Outlook. Preferred experience using Workday, Tableau, Visier.
ANNUAL BASE SALARY RANGE OR HOURLY BASE PAY RANGE:
$103,400.00 - $186,830.00
COMPENSATION TYPE:
Salary
INCENTIVE ELIGIBLE:
Yes
SALES COMMISSION ELIGIBLE:
No
DISCLAIMER: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
THRIVE AT WORK AND AT HOME:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- Paid time off includes up to 15 vacation days, paid holidays, sick leave, and additional options to support volunteer and parental leave.
- 401K match up, educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary by site as well as Collective Bargaining Agreements and local/state regulations.
SAFETY SENSITIVE ROLE:
No
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
INTRODUCTION
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
WHERE IS THE WORK:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
JOB SUMMARY：
This role supports Trane Commercial field sales and service across the Upper Midwest Region, and is responsible for developing and executing on people strategies across the region of 600+ employees. Primary strategic focus areas include advancement of culture and engagement, talent development and planning for a workforce that’s ready to serve our customers. This role is onsite within the region, with travel expected approximately 25% of the time.
Responsibilities:
- Functions as key HR strategic business partner with business leadership team to develop and execute critical business and organizational strategies.
- Serve as a credible coach and confidante to these leadership teams, as well as a strong employee advocate.
- Provide leadership, guidance and counsel on matters related to talent, organizational change, human capital, labor relations, employee engagement.
- Develop and execute HR plans, processes, and programs aligned with business objectives, including organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement and communications.
- Provide guidance to leadership on talent management/development and succession planning to ensure the right talent capabilities and bench strength are developed to support the business.
- Serve as expert in change management to positively impact organizational effectiveness; provide guidance and coaching to leadership team on change management.
- Develop, analyze and report on data and metrics that drive continuous improvement in the business strategies and objectives.
- Develops a sustainable strategic workforce plan for the organization.
- Collaborates with CoE’s and other HR leaders to share best practices, address critical needs, issues, and initiatives.
- Provides coaching and guidance to managers on organizational development related matters, including organizational analysis, strategy, structure and key processes to support organizational/business needs.
- Builds and supports an employee engagement strategy that facilitates organizational performance and enables successful organizational change.
- Coaches and advises on appropriate total rewards strategies, programs, and tools to enhance organizational performance and employee engagement.
- Drive continuous improvement through innovation, efficiency, process excellence, and accountability.
- Ensures business compliance with internal and external policies and standards.
QUALIFICATIONS
- Bachelor’s Degree required, Master’s Degree preferred.
- 7+ years’ experience in the Human Resources Function.
- Must possess strong skills/experience in business partnering.
- Demonstrated strategic thinking and delivery with proven, measurable results for managing change.
- Strong talent management, leadership development, performance management, and org development experience.
- Demonstrated success in creating an environment of trust with clients where integrity is unquestioned; can effectively utilize negotiation and conflict resolution skills when needed.
- Detail oriented with strong organizational and analytical skills.
- Excellent interpersonal, influencing and communications skills with all levels of the organization required.
- Preferred SPHR/PHR certificate.
- Proficiency in using Microsoft software: Excel, Word, PowerPoint, Outlook. Preferred experience using Workday, Tableau, Visier.
ANNUAL BASE SALARY RANGE OR HOURLY BASE PAY RANGE:
$103,400.00 - $186,830.00
COMPENSATION TYPE:
Salary
INCENTIVE ELIGIBLE:
Yes
SALES COMMISSION ELIGIBLE:
No
DISCLAIMER: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
THRIVE AT WORK AND AT HOME:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- Paid time off includes up to 15 vacation days, paid holidays, sick leave, and additional options to support volunteer and parental leave.
- 401K match up, educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary by site as well as Collective Bargaining Agreements and local/state regulations.
SAFETY SENSITIVE ROLE:
No
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
See all H-1B Visa Regional Human Resources Business Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Regional Human Resources Business Partner Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Regional Human Resources Business Partner
Frame your credentials around specialty occupation
Your degree field matters as much as the degree itself. A bachelor's in HR management, industrial-organizational psychology, or business administration maps directly to HRBP duties and strengthens the specialty occupation argument USCIS evaluates when reviewing your I-129.
Search LCA data for active HRBP sponsors
Use Migrate Mate to browse employers with verified H-1B LCA filings for HR Business Partner roles, so you're targeting companies that have already navigated the DOL certification process for this specific job classification.
Verify worksite coverage before accepting an offer
Each worksite requires its own DOL-certified LCA. If your HRBP role covers multiple office locations or you'll split time between sites, confirm your employer plans to file a separate LCA for each location before you accept.
Check prevailing wage using OFLC Wage Search
Look up the prevailing wage for SOC 11-3121 in your target metro before negotiations. Your offer must meet or exceed the DOL-certified wage level, and knowing the Level I through Level IV range tells you where your experience tier falls.
Account for cap selection timing in your job search
H-1B cap selection rules have changed recently, so plan your offer and filing timeline carefully with your employer's immigration counsel. Status is granted for up to three years, with extensions possible up to a six-year maximum.
Review the O*NET profile before your petition is filed
The O*NET occupation profile for HR Business Partners details the degree fields and specialized knowledge USCIS expects. Share it with your employer's attorney to ensure the job description in the I-129 petition aligns with how USCIS defines the specialty occupation.
H-1B Visa Regional Human Resources Business Partner: Frequently Asked Questions
Does a Regional Human Resources Business Partner role qualify as an H-1B specialty occupation?
Yes, Regional HRBP positions typically qualify as H-1B specialty occupations. The role requires a bachelor's degree or higher in human resources, business administration, industrial-organizational psychology, or a closely related field. USCIS evaluates whether the position normally requires that specific degree background, and strategic HR Business Partner duties, including workforce planning, organizational design, and employment law application, consistently meet that standard.
How do I find employers who actively sponsor H-1B visas for HR Business Partner roles?
Migrate Mate lists employers with verified H-1B LCA filings for HR Business Partner positions, letting you focus your applications on companies that have already completed DOL certification for this role type. This saves significant time compared to cold-applying and asking hiring managers about sponsorship late in the process.
What SOC code is typically used for Regional HR Business Partner H-1B petitions?
Most employers file HRBP petitions under SOC code 11-3121, Human Resources Managers. This classification determines the prevailing wage tier your employer must certify on the LCA. Some employers may use SOC 13-1071, HR Specialists, depending on how the role is structured, so confirming the SOC code with your employer before the LCA is submitted matters for your wage negotiation.
What happens to my H-1B status if my HRBP role shifts to cover a new office location?
Each worksite where you perform H-1B duties requires its own DOL-certified Labor Condition Application. If your Regional HRBP role expands to cover a new office, your employer must file and receive certification for a new LCA for that location before you begin working there. Short-term placements have limited exceptions, but ongoing multi-site coverage requires separate LCA filings for each location.
Can my employer use H-1B sponsorship to hire me as an HRBP while I'm on OPT?
Yes, employers can file an H-1B petition on your behalf while you're authorized to work on OPT. If your petition is selected and approved with a future start date, you may be eligible for a cap-gap extension that bridges your OPT authorization through October 1. USCIS processes the I-129 petition after your employer completes DOL's LCA certification, so your employer should start the process well before your OPT expires.