H-1B Visa Senior Director Strategic Partnerships Jobs
Senior Director Strategic Partnerships roles qualify for H-1B visa sponsorship as specialty occupations requiring a bachelor's degree or higher in business, strategy, or a related field. These positions sit at the executive layer, which means employers filing your H-1B must document the role's specialized requirements carefully to satisfy USCIS adjudication standards.
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Get Access To All JobsJob Title: Senior Director Strategic Programs and Partnerships
Department: Human Resources
Worker Type: Regular
Pay Type: Salary
Position Salary Minimum: $140,000.00
Position Salary Maximum: $160,000.00
Salary will be commensurate with the level of the position, education, and experience.
Scheduled Weekly Hours: 40
Benefit Eligible: Yes
Screening Date: 2026-08-14
Job Description Summary
The Senior Director of Strategic Programs & Partnerships provides vision, leadership, and integration across high-impact functional areas including AI and business intelligence, HR applications and information services, change management, policy design and administration, academic and student employee support, workforce analytics, and succession planning. This position is responsible for aligning human capital strategy with institutional priorities, ensuring that talent systems, data infrastructure, and organizational practices drive measurable outcomes in organizational effectiveness, employee experience, and return on investment (ROI). The Senior Director operates at the intersection of strategy, technology, and people, leveraging data-informed decision-making, cross-functional partnerships, and innovative program design to support the university’s academic mission.
Key Responsibilities:
Strategic Leadership & Institutional Alignment
- Serve as a senior advisor to the CHRO on enterprise human capital strategy, aligning programs and systems with university-wide strategic priorities.
- Lead the design, integration, and continuous improvement of strategic human capital initiatives that enhance organizational effectiveness and institutional performance.
- Build and sustain cross-campus partnerships with academic leadership, finance, IT, and student affairs to ensure alignment and shared accountability for outcomes.
AI, Business Intelligence & Workforce Analytics
- Oversee the development and implementation of AI-driven tools and business intelligence systems to enhance decision-making across the employee lifecycle.
- Lead enterprise workforce analytics, including predictive modeling, dashboards, and reporting frameworks that inform recruitment, retention, and talent development strategies.
- Establish data governance standards and ensure ethical, transparent, and equitable use of AI in human capital practices.
HR Applications & Information Services
- Provide strategic oversight of HR technology systems, ensuring integration, usability, and alignment with institutional needs.
- Partner with IT to modernize HRIS infrastructure and optimize system performance, data integrity, and user experience.
- Lead continuous improvement efforts to streamline processes and increase operational efficiency through technology.
Change Management & Organizational Effectiveness
- Design and implement enterprise change management strategies that support institutional transformation and cultural alignment.
- Develop frameworks, tools, and leadership capacity for managing complex organizational change.
- Facilitate initiatives that strengthen leadership effectiveness, employee engagement, and organizational adaptability.
Policy Design & Administration
- Oversee the development, review, and administration of human capital policies to ensure compliance, clarity, and alignment with institutional values and strategy.
- Lead policy modernization efforts that reduce administrative burden while supporting equity, accountability, and transparency.
- Serve as a key liaison for policy interpretation and governance.
Academic & Student Employee Support
- Provide strategic leadership for services and programs supporting faculty, academic staff, and student employees.
- Ensure human capital practices are responsive to the unique needs of academic units and aligned with the university’s teaching and research mission.
- Partner with academic leadership to enhance faculty and student employment experiences.
Succession Planning & Talent Strategy
- Lead the development and implementation of a comprehensive succession planning framework for faculty and staff leadership roles.
- Integrate succession planning with talent development, performance management, and workforce planning strategies.
- Utilize data and predictive analytics to identify talent gaps and inform long-term workforce strategy.
ROI & Program Evaluation
- Establish metrics and evaluation frameworks to assess the effectiveness and return on investment of human capital programs.
- Drive a culture of evidence-based decision-making and continuous improvement across all functional areas.
- Regularly report outcomes and insights to executive leadership.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Organizational Leadership, Higher Education, Business Administration, or related field.
- Minimum of 8–10 years of progressive leadership experience in human resources, organizational strategy, or a related field, preferably in higher education or complex organizations.
Preferred Qualifications
- Master’s degree in Human Resources, Organizational Leadership, Higher Education, Business Administration, or related field or Doctorate (PhD or EdD) in Educational Leadership, Organizational Leadership, or related field.
Required Knowledge, Skills And Abilities
- Demonstrated experience leading enterprise-level initiatives involving data analytics, HR technology, and organizational change.
- Strong understanding of human capital theory, workforce analytics, and strategic HR practices.
Preferred Knowledge, Skills, And Abilities
- Experience implementing AI or advanced analytics in human capital environments.
- Familiarity with shared governance structures and the academic enterprise.
Core Competencies
- Strategic Thinking & Systems Leadership
- Data-Informed Decision Making
- Change Leadership & Organizational Development
- Partnership & Stakeholder Engagement
- Innovation & Continuous Improvement
- Equity-Minded Leadership
Impact Statement
This role is central to Miami University’s ability to leverage human capital as a strategic asset. By integrating technology, data, and people-centered practices, the Senior Director will enhance institutional effectiveness, improve employee outcomes, and ensure that human capital investments yield measurable value in support of the university’s mission.
Additional Position Information (if Applicable)
Required Application Documents
Resume and cover letter
Special Instructions (if applicable)
none
Additional Information
A criminal background check is required. All campuses are smoke- and tobacco-free campuses. This organization participates in E-Verify.
Remote Work
For positions that are approved for remote work: Remote work is not a right, it is a work arrangement that can be modified or revoked by Miami University at any time for any reason, including the convenience of the University.
Reasonable Accommodations
Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@miamioh.edu or 513-529-3560. Questions and follow-ups regarding requests should also be directed here.
Miami University Values Statement
Miami University is a scholarly community whose members believe that a liberal education is grounded in qualities of character as well as of intellect. We respect the dignity of other persons, the rights and property of others, and the right of others to hold and express disparate beliefs. We believe in honesty, integrity, and the importance of moral conduct. We defend the freedom of inquiry that is the heart of learning and combine that freedom with the exercise of judgment and the acceptance of personal responsibility. For more information on Miami University’s mission and core values, please visit the Mission and Core Values webpage.
Equal Opportunity/Affirmative Action Statement
Miami University, an Equal Opportunity/Affirmative Action employer, encourages applications from protected veterans and individuals with disabilities. Miami University prohibits harassment, discrimination and retaliation on the basis of age (40 years or older), color, disability, gender identity or expression, genetic information, military status, national origin (ancestry), pregnancy, race, religion, sex/gender, status as a parent or foster parent, sexual orientation, or protected veteran status in its application and admission processes, educational programs and activities, facilities, programs or employment practices. Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@miamioh.edu or 513-529-3560.
Clery Act
As part of the University’s commitment to maintaining a healthy and safe living, learning, and working environment, we encourage you to read Miami University’s Annual Security & Fire Safety Report at: http://www.MiamiOH.edu/campus-safety/annual-report/index.html, which contains information about campus safety, crime statistics, and our drug and alcohol abuse and prevention program designed to prevent the unlawful possession, use, and distribution of drugs and alcohol on campus and at university events and activities. This report also contains information on programs and policies designed to prevent and address sexual violence, domestic violence, dating violence, and stalking. Each year, email notification of this website is made to all faculty, staff, and enrolled students. Written notification is also provided to prospective students and employees. Hard copies of the Annual Security & Fire Safety Report may be obtained from the Miami University Police Department at 513-529-2223.
Labor Law Posters for Applicants
Please visit our Labor Law Posters webpage to access all relevant and applicable labor law information.
Job Title: Senior Director Strategic Programs and Partnerships
Department: Human Resources
Worker Type: Regular
Pay Type: Salary
Position Salary Minimum: $140,000.00
Position Salary Maximum: $160,000.00
Salary will be commensurate with the level of the position, education, and experience.
Scheduled Weekly Hours: 40
Benefit Eligible: Yes
Screening Date: 2026-08-14
Job Description Summary
The Senior Director of Strategic Programs & Partnerships provides vision, leadership, and integration across high-impact functional areas including AI and business intelligence, HR applications and information services, change management, policy design and administration, academic and student employee support, workforce analytics, and succession planning. This position is responsible for aligning human capital strategy with institutional priorities, ensuring that talent systems, data infrastructure, and organizational practices drive measurable outcomes in organizational effectiveness, employee experience, and return on investment (ROI). The Senior Director operates at the intersection of strategy, technology, and people, leveraging data-informed decision-making, cross-functional partnerships, and innovative program design to support the university’s academic mission.
Key Responsibilities:
Strategic Leadership & Institutional Alignment
- Serve as a senior advisor to the CHRO on enterprise human capital strategy, aligning programs and systems with university-wide strategic priorities.
- Lead the design, integration, and continuous improvement of strategic human capital initiatives that enhance organizational effectiveness and institutional performance.
- Build and sustain cross-campus partnerships with academic leadership, finance, IT, and student affairs to ensure alignment and shared accountability for outcomes.
AI, Business Intelligence & Workforce Analytics
- Oversee the development and implementation of AI-driven tools and business intelligence systems to enhance decision-making across the employee lifecycle.
- Lead enterprise workforce analytics, including predictive modeling, dashboards, and reporting frameworks that inform recruitment, retention, and talent development strategies.
- Establish data governance standards and ensure ethical, transparent, and equitable use of AI in human capital practices.
HR Applications & Information Services
- Provide strategic oversight of HR technology systems, ensuring integration, usability, and alignment with institutional needs.
- Partner with IT to modernize HRIS infrastructure and optimize system performance, data integrity, and user experience.
- Lead continuous improvement efforts to streamline processes and increase operational efficiency through technology.
Change Management & Organizational Effectiveness
- Design and implement enterprise change management strategies that support institutional transformation and cultural alignment.
- Develop frameworks, tools, and leadership capacity for managing complex organizational change.
- Facilitate initiatives that strengthen leadership effectiveness, employee engagement, and organizational adaptability.
Policy Design & Administration
- Oversee the development, review, and administration of human capital policies to ensure compliance, clarity, and alignment with institutional values and strategy.
- Lead policy modernization efforts that reduce administrative burden while supporting equity, accountability, and transparency.
- Serve as a key liaison for policy interpretation and governance.
Academic & Student Employee Support
- Provide strategic leadership for services and programs supporting faculty, academic staff, and student employees.
- Ensure human capital practices are responsive to the unique needs of academic units and aligned with the university’s teaching and research mission.
- Partner with academic leadership to enhance faculty and student employment experiences.
Succession Planning & Talent Strategy
- Lead the development and implementation of a comprehensive succession planning framework for faculty and staff leadership roles.
- Integrate succession planning with talent development, performance management, and workforce planning strategies.
- Utilize data and predictive analytics to identify talent gaps and inform long-term workforce strategy.
ROI & Program Evaluation
- Establish metrics and evaluation frameworks to assess the effectiveness and return on investment of human capital programs.
- Drive a culture of evidence-based decision-making and continuous improvement across all functional areas.
- Regularly report outcomes and insights to executive leadership.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Organizational Leadership, Higher Education, Business Administration, or related field.
- Minimum of 8–10 years of progressive leadership experience in human resources, organizational strategy, or a related field, preferably in higher education or complex organizations.
Preferred Qualifications
- Master’s degree in Human Resources, Organizational Leadership, Higher Education, Business Administration, or related field or Doctorate (PhD or EdD) in Educational Leadership, Organizational Leadership, or related field.
Required Knowledge, Skills And Abilities
- Demonstrated experience leading enterprise-level initiatives involving data analytics, HR technology, and organizational change.
- Strong understanding of human capital theory, workforce analytics, and strategic HR practices.
Preferred Knowledge, Skills, And Abilities
- Experience implementing AI or advanced analytics in human capital environments.
- Familiarity with shared governance structures and the academic enterprise.
Core Competencies
- Strategic Thinking & Systems Leadership
- Data-Informed Decision Making
- Change Leadership & Organizational Development
- Partnership & Stakeholder Engagement
- Innovation & Continuous Improvement
- Equity-Minded Leadership
Impact Statement
This role is central to Miami University’s ability to leverage human capital as a strategic asset. By integrating technology, data, and people-centered practices, the Senior Director will enhance institutional effectiveness, improve employee outcomes, and ensure that human capital investments yield measurable value in support of the university’s mission.
Additional Position Information (if Applicable)
Required Application Documents
Resume and cover letter
Special Instructions (if applicable)
none
Additional Information
A criminal background check is required. All campuses are smoke- and tobacco-free campuses. This organization participates in E-Verify.
Remote Work
For positions that are approved for remote work: Remote work is not a right, it is a work arrangement that can be modified or revoked by Miami University at any time for any reason, including the convenience of the University.
Reasonable Accommodations
Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@miamioh.edu or 513-529-3560. Questions and follow-ups regarding requests should also be directed here.
Miami University Values Statement
Miami University is a scholarly community whose members believe that a liberal education is grounded in qualities of character as well as of intellect. We respect the dignity of other persons, the rights and property of others, and the right of others to hold and express disparate beliefs. We believe in honesty, integrity, and the importance of moral conduct. We defend the freedom of inquiry that is the heart of learning and combine that freedom with the exercise of judgment and the acceptance of personal responsibility. For more information on Miami University’s mission and core values, please visit the Mission and Core Values webpage.
Equal Opportunity/Affirmative Action Statement
Miami University, an Equal Opportunity/Affirmative Action employer, encourages applications from protected veterans and individuals with disabilities. Miami University prohibits harassment, discrimination and retaliation on the basis of age (40 years or older), color, disability, gender identity or expression, genetic information, military status, national origin (ancestry), pregnancy, race, religion, sex/gender, status as a parent or foster parent, sexual orientation, or protected veteran status in its application and admission processes, educational programs and activities, facilities, programs or employment practices. Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@miamioh.edu or 513-529-3560.
Clery Act
As part of the University’s commitment to maintaining a healthy and safe living, learning, and working environment, we encourage you to read Miami University’s Annual Security & Fire Safety Report at: http://www.MiamiOH.edu/campus-safety/annual-report/index.html, which contains information about campus safety, crime statistics, and our drug and alcohol abuse and prevention program designed to prevent the unlawful possession, use, and distribution of drugs and alcohol on campus and at university events and activities. This report also contains information on programs and policies designed to prevent and address sexual violence, domestic violence, dating violence, and stalking. Each year, email notification of this website is made to all faculty, staff, and enrolled students. Written notification is also provided to prospective students and employees. Hard copies of the Annual Security & Fire Safety Report may be obtained from the Miami University Police Department at 513-529-2223.
Labor Law Posters for Applicants
Please visit our Labor Law Posters webpage to access all relevant and applicable labor law information.
See all 2,173+ H-1B Visa Senior Director Strategic Partnerships Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Senior Director Strategic Partnerships Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Senior Director Strategic Partnerships
Align your credentials to specialty occupation standards
USCIS scrutinizes senior director roles because broad titles can blur specialty occupation boundaries. Frame your degree and experience around a specific discipline like business development, corporate strategy, or technology partnerships to strengthen the theoretical and practical nexus the H-1B requires.
Target employers with cap-exempt filing history
Universities, nonprofits affiliated with higher education, and qualifying research organizations are cap-exempt, letting you bypass the lottery entirely. Strategic partnerships roles exist at these institutions, and a cap-exempt filing means your start date isn't tied to the October 1 fiscal year cycle.
Check prevailing wage levels before negotiating offers
Your employer's Labor Condition Application must certify a wage at or above the DOL prevailing wage for your role and location. Pull the wage level for your SOC code using the OFLC Wage Search before finalizing your offer letter so there's no mismatch at the LCA filing stage.
Use Migrate Mate to identify verified H-1B sponsors
Search for Senior Director Strategic Partnerships openings on Migrate Mate, which surfaces employers with documented H-1B LCA filing history for partnership and business development roles, so you're targeting companies that have already committed to sponsoring this job category.
Prepare for RFEs on dual-use executive titles
Senior director roles sometimes receive Requests for Evidence because USCIS questions whether a managerial title genuinely requires specialized theoretical knowledge. Have your employer document the role's specialized functions in the I-129 support letter with specific deliverables, not just responsibilities.
Coordinate your I-129 timeline around partnership deal cycles
Premium processing reduces USCIS adjudication to 15 business days, which matters when your onboarding is tied to a partnership launch or fiscal quarter. Confirm with your employer whether they'll elect premium processing before signing an offer with a fixed start date.
H-1B Visa Senior Director Strategic Partnerships: Frequently Asked Questions
Does a Senior Director Strategic Partnerships role qualify as a specialty occupation for H-1B purposes?
Yes, if the position requires at least a bachelor's degree in a directly related field such as business, strategy, finance, or a technical discipline tied to the partnerships the role manages. The employer must document in the I-129 petition that the specific duties, not just the title, require specialized theoretical knowledge. Generic executive titles without that documented nexus are the primary reason USCIS issues RFEs for senior director H-1B petitions.
How do I find employers who actively sponsor H-1B visas for strategic partnerships roles?
Search on Migrate Mate, which indexes employers based on their DOL Labor Condition Application filing history for business development and partnerships job categories. This filters out companies that post roles without any track record of H-1B sponsorship, saving you from advancing through lengthy interview processes at employers who won't file. LCA disclosure data is public and updated quarterly by the DOL.
Can I switch employers mid-H-1B if I get a better strategic partnerships offer?
Yes. H-1B portability under AC21 lets you start working for a new employer as soon as they file an H-1B transfer petition, without waiting for approval, as long as your current H-1B has been approved for at least 180 days. The new employer files a new I-129, and your status remains valid during adjudication. Your total authorized period doesn't reset, so confirm how much time remains on your six-year cap.
What happens to my H-1B status if my employer restructures and my strategic partnerships role is eliminated?
You have a 60-day grace period from your last day of employment to find a new sponsoring employer, change status, or depart the U.S. During that window your status isn't in violation, but you can't work. A new employer can file an H-1B transfer to activate portability and extend your authorized stay. USCIS doesn't extend the 60-day grace period, so beginning your search before a layoff, if possible, is practical.
Does the H-1B lottery affect senior director roles differently than individual contributor roles?
The standard lottery rules apply regardless of seniority: 65,000 slots under the regular cap plus 20,000 reserved for U.S. master's degree holders. However, senior director roles are more commonly found at large multinational employers and tech companies, many of which have the resources to explore cap-exempt pathways, O-1A extraordinary ability petitions, or EB-1C multinational manager green card tracks that sidestep the lottery entirely.