H-1B Visa Senior Product Development Manager Jobs
Senior Product Development Manager roles sit squarely within H-1B visa specialty occupation territory, requiring a bachelor's degree or higher in engineering, business, or a related technical field. Employers filing H-1B petitions for this role must certify a prevailing wage through the DOL, so understanding LCA wage levels before you apply strengthens your negotiating position.
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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 291+ H-1B Visa Senior Product Development Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Senior Product Development Manager Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Senior Product Development Manager
Verify your degree supports specialty occupation
Product development management spans engineering and business, so USCIS scrutinizes whether your specific degree directly relates to the role. A computer science or mechanical engineering degree maps cleanly; a general business degree may require a credential evaluation and supplemental documentation.
Check LCA wage levels before negotiating salary
Run your target job title and location through the OFLC Wage Search before your offer conversation. Employers must certify at least a Level I wage, but many senior roles require Level III or IV, which sets a floor your offer can't fall below.
Target companies with cap-exempt filing history
Prioritize employers affiliated with universities or nonprofit research organizations, since they're cap-exempt and can file your H-1B petition any time of year, bypassing the annual lottery entirely. Use Migrate Mate to filter for employers with verified H-1B LCA filing history in product development roles.
Confirm the role's O*NET classification upfront
Ask the recruiter which SOC code they'll use on the LCA. The O*NET profile for General and Operations Managers versus Product Development Managers affects prevailing wage level and specialty occupation documentation, so a misclassified petition is a denial risk.
Request premium processing if your OPT end date is close
USCIS premium processing cuts the I-129 review window to 15 business days. If your OPT or STEM OPT authorization expires within six months of your start date, ask your employer to include premium processing in the offer terms before you sign.
Prepare a portfolio of product launches for RFE defense
USCIS increasingly issues Requests for Evidence on product management petitions questioning whether the role genuinely requires a specialized degree. Document shipped products, cross-functional team scope, and technical decision-making authority to build an RFE-ready record before the petition even files.
H-1B Visa Senior Product Development Manager: Frequently Asked Questions
Does a Senior Product Development Manager role qualify as an H-1B specialty occupation?
Yes, provided the position requires a bachelor's degree or higher in a specific technical or business field directly related to the duties. Roles that mix engineering, product strategy, and cross-functional leadership typically qualify, but the employer must document why a generalist degree alone doesn't satisfy the requirement. Ambiguously written job descriptions increase the risk of an RFE or denial.
How do I find employers who actively sponsor H-1B visas for product development roles?
Migrate Mate filters job listings by verified H-1B LCA filing history, so you can see which employers have actually sponsored this role type rather than guessing from job descriptions. Companies in consumer electronics, medical devices, and enterprise software tend to have the strongest product development sponsorship track records, but LCA data gives you the clearest signal.
What prevailing wage level applies to a Senior Product Development Manager on an H-1B?
Senior-level product development management roles typically fall at DOL wage Level III or Level IV, depending on supervisory scope, years of experience, and geographic market. Your employer sets the wage level on the LCA before filing. You can verify whether the offered wage meets or exceeds the certified level using the OFLC Wage Search filtered by your SOC code and work location.
Can I change employers after my H-1B is approved for this role?
Yes, through H-1B portability under AC21. Once your I-129 has been approved and you've worked for your sponsoring employer, a new employer can file an H-1B transfer petition and you can start working for them once USCIS receives it, without waiting for final approval. The new role must be in the same or a similar occupational classification as your original petition.
What happens to my H-1B if my employer eliminates the product development team?
Your H-1B status is tied to the employer and role on the approved petition. A layoff or team restructuring triggers a 60-day grace period during which you can find a new sponsoring employer and file a transfer petition, change to another valid status, or depart the U.S. Acting before the 60 days expire is critical since working or remaining past that window creates an unlawful presence problem.