H-1B Visa Strategic Partnerships Manager Jobs
Strategic Partnerships Manager roles qualify for H-1B visa sponsorship as specialty occupations requiring a bachelor's degree in business, marketing, or a related field. Employers in tech, healthcare, and finance sponsor these positions regularly. The H-1B cap lottery applies unless your employer is a university or nonprofit research organization.
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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 Strategic Partnerships Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Strategic Partnerships Manager Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Strategic Partnerships Manager
Verify your role meets specialty occupation standards
Check the O*NET profile for Strategic Partnerships Manager to confirm the degree requirement language. USCIS scrutinizes business development roles, so your offer letter must tie specific partnership duties to a directly related field of study.
Target employers with consistent LCA filing history
Use Migrate Mate to filter Strategic Partnerships Manager openings by employers who have filed H-1B Labor Condition Applications for this role. Past LCA filings signal an employer already understands the sponsorship process and has HR infrastructure for it.
Negotiate sponsorship terms before accepting an offer
Ask directly whether the employer covers I-129 filing fees and premium processing. Some companies sponsor but shift legal costs to you, which is prohibited for mandatory fees. Clarify this in writing during the offer stage, not after you've resigned.
Benchmark your salary against the prevailing wage level
Run your target metro and job title through the OFLC Wage Search before negotiations. DOL assigns a wage level to your role, and your offer must meet Level I through IV. Accepting below the prevailing wage invalidates the LCA and stalls your petition.
Time your application around the cap registration window
H-1B cap registrations open each March for an October 1 start date. If you're on OPT, calculate whether your EAD expiration aligns. A gap between OPT end and H-1B start requires cap-gap protection, which only applies if you're already in F-1 status when selected.
Request an employer's E-Verify enrollment status early
Employers who sponsor H-1B workers must be E-Verify enrolled for STEM OPT transfers, and enrollment signals compliance readiness. Ask your HR contact or recruiter to confirm E-Verify participation before you invest time in a lengthy interview process.
H-1B Visa Strategic Partnerships Manager: Frequently Asked Questions
Does a Strategic Partnerships Manager role qualify as a specialty occupation for H-1B purposes?
Yes, provided the role requires a bachelor's degree or higher in a directly related field such as business administration, marketing, or international relations. USCIS reviews the actual job duties, not just the title. Roles that accept any degree regardless of field can face RFEs, so your offer letter should explicitly connect partnership responsibilities to a specific academic discipline.
Which industries are most likely to sponsor H-1B visas for Strategic Partnerships Manager positions?
Technology companies, enterprise software firms, healthcare networks, and financial services organizations sponsor these roles most frequently. These sectors rely on partnerships with vendors, platforms, and institutional clients, and they typically have dedicated immigration counsel and established H-1B programs. You can browse currently sponsoring employers by role on Migrate Mate.
Can I transfer my H-1B to a new Strategic Partnerships Manager role without losing my place in the queue?
Yes. Under AC21 portability, you can transfer your H-1B to a new employer in the same or a similar occupational classification after your I-140 has been approved and your petition has been pending for 180 days. Strategic Partnerships Manager transfers to adjacent roles like Business Development Manager or Alliances Manager generally qualify, but your new employer must file a transfer petition before you start.
What happens if my employer sponsors my H-1B but later eliminates the partnerships team?
You enter a 60-day grace period from your last day of employment, during which you can find a new sponsoring employer and initiate a transfer petition. If no transfer is filed before the 60 days expire, you fall out of status. Start your job search immediately and prioritize employers who can file quickly, as premium processing can shorten USCIS review to 15 business days.
How do I know if an employer's H-1B sponsorship covers the full cost or just part of it?
USCIS prohibits employers from passing mandatory H-1B fees to the employee, including the base I-129 filing fee and the asylum program fee where applicable. Premium processing and legal fees above the statutory minimum are sometimes split or passed to the employee, depending on company policy. Ask HR for a written breakdown of which costs the company covers during the offer negotiation stage.