H-1B Visa Regional Operations Manager Jobs
Regional Operations Manager roles qualify for H-1B visa sponsorship as specialty occupations requiring a bachelor's degree in business, operations, or a related field. Employers file the Labor Condition Application before your petition, certifying your wage meets DOL prevailing wage standards for your work location and SOC code.
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Get Access To All JobsDo your Best Work in Mooresville
This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up – we invest in you so you can find your inspiration.
Your Impact
The primary purpose of this role is to lead talent initiatives and their team, to support Lowe's business objectives, as part of the global talent management function. This position will support all talent management functions, including skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development. The Sr. Manager, Talent Management will be an advisor to the HRBPs, COE partners and business leaders, providing guidance on talent management strategies aligned with Lowe's overarching business objectives. The position will lead and develop a team of associates and will work in a highly collaborative manner with the Sr. Director, Talent Management and respective function leads. Additionally, this position will partner closely with people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion, as critical partners in support of an integrated talent function.
The Sr. Manager, Talent Management will lead their team to conduct discovery, develop strategy, design solutions and lead delivery of key objectives for the talent management function. The position will continuously evaluate the effectiveness of all key process and programs that support organization performance, develop solutions, utilize automation, innovative technology and implement key metrics to measure outcomes. The Sr. Manager, Talent Management will have a deep understanding of the company and HR strategy, and relevant insights on the external talent landscape, applying this knowledge to their work. Overall, this position will proactively lead the steady state and changing business needs through process, programs and partnership that develop strong pipelines of talented associates with potential to grow with the company.
What You Will Do
- Lead talent management initiatives and a team, to support Lowe’s business objectives which include skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development.
- Serve as a lead advisor to the HRBPs, COE partners and business leaders, providing guidance on effective and integrated talent initiatives that support the delivery of business objectives.
- Collaborate frequently with the Sr. Director, Talent Management, team and other COE function leads such as people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion.
- Lead their team for the discovery, development of strategy, solution design and delivery of key objectives for the talent management function, identifying trends, patterns and opportunities for optimization.
- Evaluate the effectiveness of all key process and programs that support organization performance, develop solutions for improvement, utilize automation and implement key metrics to measure outcomes.
- Maintain a deep understanding of the company and HR strategy, and research relevant insights on the external talent landscape, applying this knowledge to the work.
- Partner with key functions, including people analytics and HRIS to design automated talent solutions using innovative technology.
- Hire, coach, develop and retain a team dedicated to Lowe’s Winning Culture, foster inclusion and promote engagement.
- At times, manage vendor relationships, including outside consultants in partnership with Enterprise Strategic Sourcing to ensure that Lowe's receives the best ROI.
Minimum Qualifications
- Bachelor’s degree HR, Business or related field or equivalent years of experience in lieu of education requirement, if applicable
- 5 Years of experience consulting with HR partners and leaders on strategic talent initiatives, leading to the development, design and delivery of key outcomes to support company objectives
- 5 Years of experience supporting talent management and/or learning programs, such as talent planning, leadership development, performance management, org effectiveness, talent assessment and training
- 3 Years of experience building measurement strategy including data, analytics and insights using excel and other tools
- 3 Years of experience leading others, both directly or indirectly.
- 3 Years of experience in project and program management
- Experience advising and consulting with senior business leaders
- Experience utilizing Workday or other HR management system/tool
Preferred Skills/Education
- Master’s degree HR, Business or related field
About Lowe’s
Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal year 2025 sales of more than $86 billion. Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Lowe’s is a core value S&P 500 equity stock and a dividend aristocrat. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com.
Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit https://talent.lowes.com/us/en/benefits.
Do your Best Work in Mooresville
This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up – we invest in you so you can find your inspiration.
Your Impact
The primary purpose of this role is to lead talent initiatives and their team, to support Lowe's business objectives, as part of the global talent management function. This position will support all talent management functions, including skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development. The Sr. Manager, Talent Management will be an advisor to the HRBPs, COE partners and business leaders, providing guidance on talent management strategies aligned with Lowe's overarching business objectives. The position will lead and develop a team of associates and will work in a highly collaborative manner with the Sr. Director, Talent Management and respective function leads. Additionally, this position will partner closely with people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion, as critical partners in support of an integrated talent function.
The Sr. Manager, Talent Management will lead their team to conduct discovery, develop strategy, design solutions and lead delivery of key objectives for the talent management function. The position will continuously evaluate the effectiveness of all key process and programs that support organization performance, develop solutions, utilize automation, innovative technology and implement key metrics to measure outcomes. The Sr. Manager, Talent Management will have a deep understanding of the company and HR strategy, and relevant insights on the external talent landscape, applying this knowledge to their work. Overall, this position will proactively lead the steady state and changing business needs through process, programs and partnership that develop strong pipelines of talented associates with potential to grow with the company.
What You Will Do
- Lead talent management initiatives and a team, to support Lowe’s business objectives which include skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development.
- Serve as a lead advisor to the HRBPs, COE partners and business leaders, providing guidance on effective and integrated talent initiatives that support the delivery of business objectives.
- Collaborate frequently with the Sr. Director, Talent Management, team and other COE function leads such as people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion.
- Lead their team for the discovery, development of strategy, solution design and delivery of key objectives for the talent management function, identifying trends, patterns and opportunities for optimization.
- Evaluate the effectiveness of all key process and programs that support organization performance, develop solutions for improvement, utilize automation and implement key metrics to measure outcomes.
- Maintain a deep understanding of the company and HR strategy, and research relevant insights on the external talent landscape, applying this knowledge to the work.
- Partner with key functions, including people analytics and HRIS to design automated talent solutions using innovative technology.
- Hire, coach, develop and retain a team dedicated to Lowe’s Winning Culture, foster inclusion and promote engagement.
- At times, manage vendor relationships, including outside consultants in partnership with Enterprise Strategic Sourcing to ensure that Lowe's receives the best ROI.
Minimum Qualifications
- Bachelor’s degree HR, Business or related field or equivalent years of experience in lieu of education requirement, if applicable
- 5 Years of experience consulting with HR partners and leaders on strategic talent initiatives, leading to the development, design and delivery of key outcomes to support company objectives
- 5 Years of experience supporting talent management and/or learning programs, such as talent planning, leadership development, performance management, org effectiveness, talent assessment and training
- 3 Years of experience building measurement strategy including data, analytics and insights using excel and other tools
- 3 Years of experience leading others, both directly or indirectly.
- 3 Years of experience in project and program management
- Experience advising and consulting with senior business leaders
- Experience utilizing Workday or other HR management system/tool
Preferred Skills/Education
- Master’s degree HR, Business or related field
About Lowe’s
Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal year 2025 sales of more than $86 billion. Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Lowe’s is a core value S&P 500 equity stock and a dividend aristocrat. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com.
Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit https://talent.lowes.com/us/en/benefits.
See all 406+ H-1B Visa Regional Operations Manager Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Regional Operations Manager
Map your degree to the SOC code
USCIS evaluates whether your degree field directly relates to the Regional Operations Manager role. Pull the O*NET profile for SOC 11-1021 and document how your coursework maps to the core task requirements before you apply.
Target employers with multi-state operations
Companies managing facilities or distribution across multiple states file LCAs by work location, not headquarters. Each site requires a separate prevailing wage determination, so employers already running multi-location operations understand this process and sponsor more reliably.
Check prevailing wages before salary negotiations
Your employer's LCA must certify your wage meets the DOL prevailing wage for your specific location and job level. Run the OFLC Wage Search using SOC code 11-1021 before your offer conversation so you know the floor going in.
Use Migrate Mate to filter verified sponsors
Search Migrate Mate by job title and location to surface employers with confirmed H-1B LCA filing history for operations management roles. This cuts the time you'd spend manually cross-referencing DOL disclosure data against job postings.
Clarify worksite flexibility before filing
If the role involves traveling between client sites or managing remote teams across states, your employer needs to file an amended LCA for each new work location. Confirm their process for worksite changes before accepting an offer to avoid status gaps.
Request premium processing for time-sensitive starts
Standard H-1B adjudication runs several months. If you're transitioning from another employer's sponsorship or a cap-exempt institution, ask your new employer to file Form I-907 for premium processing so your status change completes before your current authorization lapses.
H-1B Visa Regional Operations Manager: Frequently Asked Questions
Does a Regional Operations Manager role qualify as an H-1B specialty occupation?
Yes, provided the position requires at minimum a bachelor's degree in a directly related field such as business administration, supply chain management, or industrial engineering. Generic management experience alone isn't enough. The employer must document in the H-1B petition that a specific degree is a standard or common requirement for the role at their organization.
How does working across multiple locations affect my H-1B filing?
Regional Operations Managers often oversee facilities in different cities or states. Each primary worksite requires a separate LCA certified by the DOL at the prevailing wage for that location. If your role involves short-term assignments at client or branch sites, your employer may need to post LCA notices at each location. Confirm your employer's worksite documentation process before signing.
Can I switch employers mid-H-1B if I get a better operations role?
Yes. Under H-1B portability, you can start working for a new employer as soon as they file a new H-1B petition on your behalf, without waiting for approval, as long as you've been in valid H-1B status for at least 180 days. The new employer must file before your current authorization ends. USCIS reviews the new petition independently.
How do I find Regional Operations Manager employers that sponsor H-1B visas?
Migrate Mate shows employers with verified H-1B LCA filing history filtered by job title and location, so you're not guessing who will sponsor. You can also cross-reference the DOL's public LCA disclosure data directly, searching by SOC code 11-1021 to identify companies that have filed for operations management roles in the past.
What happens to my H-1B status if my employer eliminates my regional role?
Your H-1B status is tied to your employer and the specific role they petitioned for. If the position is eliminated, you have a 60-day grace period to find a new sponsoring employer, change to another valid status, or depart the U.S. The new employer must file a new H-1B petition before your grace period ends.