H-1B Visa Talent Acquisition Associate Jobs
Talent Acquisition Associate roles sit at the intersection of HR and compliance, making H-1B visa sponsorship common at mid-size and enterprise employers who already run structured immigration programs. Most positions fall under SOC 13-1071, which DOL classifies as a specialty occupation requiring a bachelor's degree in human resources, business, or a related field.
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Get Access To All JobsINTRODUCTION
The Manager, Recruitment Systems & Processes is responsible for managing and supporting a variety of Talent Acquisition technology products and processes. This will include implementations and projects, supporting day to day operations, and leading enhancements/upgrades. The individual will partner with HR and Business leaders to understand their business requirements and identify technology solutions that meet those requirements. The individual will help to oversee Global Contingent Labor systems and processes.
ESSENTIAL JOB DUTIES:
- Partner with senior HR leaders to examine internal technology agreements and provide support to move to new technologies.
- Support Fortrea global contingent labor programs and ensure smooth processing of all transitions in Workday. Help to align staffing agencies and suppliers between Workday and the global Recruiters. Partner with Procurement to maintain current Agency contracts.
- Play a key role in the support of the Workday HCM platform for global users.
- Provide support in the management of 3rd party vendor products, system integrations, and relationships, such as LinkedIn, Phenom CRM, Indeed, etc.
- Design and deliver Recruitment technology & process product training to both new and existing users.
- Partner with internal customers to understand business objectives and key drivers behind those objectives.
- Work with cross-functional team (HR/IT/Finance) to ensure seamless product performance across the organization.
Education:
University Degree preferred.
Experience:
7+ years of experience providing high level HR technology expertise in the areas of new product implementations, projects, daily support, and user training.
Strong Human Capital Management systems experience. Hands-on Workday user support experience strongly preferred.
Background in Contingent Labor recruitment, management, and processes.
Strong project management, problem solving and analytical skills.
Strong experience managing HR Technology vendors, suppliers, and agencies. Experience should include the areas of relationship management, systems integration, contracts, and product support.
Excellent interpersonal skills including the ability to interact with individuals at all levels within the organization.
Must reside in a US East or Central Coast time zone. Preferred location is the Raleigh/Durham, NC area.
PAY RANGE:
90,000k – 120,000k USD
BENEFITS:
All job offers will be based on a candidate’s skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data. Regular, full-time or part-time employees working 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(K), ESPP, Paid time off (PTO) or Flexible time off (FTO), Company bonus where applicable. For more detailed information, please click here.
Application deadline: September 22, 2026
Learn more about our EEO & Accommodations request here.
INTRODUCTION
The Manager, Recruitment Systems & Processes is responsible for managing and supporting a variety of Talent Acquisition technology products and processes. This will include implementations and projects, supporting day to day operations, and leading enhancements/upgrades. The individual will partner with HR and Business leaders to understand their business requirements and identify technology solutions that meet those requirements. The individual will help to oversee Global Contingent Labor systems and processes.
ESSENTIAL JOB DUTIES:
- Partner with senior HR leaders to examine internal technology agreements and provide support to move to new technologies.
- Support Fortrea global contingent labor programs and ensure smooth processing of all transitions in Workday. Help to align staffing agencies and suppliers between Workday and the global Recruiters. Partner with Procurement to maintain current Agency contracts.
- Play a key role in the support of the Workday HCM platform for global users.
- Provide support in the management of 3rd party vendor products, system integrations, and relationships, such as LinkedIn, Phenom CRM, Indeed, etc.
- Design and deliver Recruitment technology & process product training to both new and existing users.
- Partner with internal customers to understand business objectives and key drivers behind those objectives.
- Work with cross-functional team (HR/IT/Finance) to ensure seamless product performance across the organization.
Education:
University Degree preferred.
Experience:
7+ years of experience providing high level HR technology expertise in the areas of new product implementations, projects, daily support, and user training.
Strong Human Capital Management systems experience. Hands-on Workday user support experience strongly preferred.
Background in Contingent Labor recruitment, management, and processes.
Strong project management, problem solving and analytical skills.
Strong experience managing HR Technology vendors, suppliers, and agencies. Experience should include the areas of relationship management, systems integration, contracts, and product support.
Excellent interpersonal skills including the ability to interact with individuals at all levels within the organization.
Must reside in a US East or Central Coast time zone. Preferred location is the Raleigh/Durham, NC area.
PAY RANGE:
90,000k – 120,000k USD
BENEFITS:
All job offers will be based on a candidate’s skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data. Regular, full-time or part-time employees working 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(K), ESPP, Paid time off (PTO) or Flexible time off (FTO), Company bonus where applicable. For more detailed information, please click here.
Application deadline: September 22, 2026
Learn more about our EEO & Accommodations request here.
See all 1,260+ H-1B Visa Talent Acquisition Associate Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Talent Acquisition Associate Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Talent Acquisition Associate
Verify your SOC code before applying
Pull the O*NET profile for Human Resources Specialists (SOC 13-1071) and confirm your resume reflects the degree-specific language DOL uses. Mismatches between your credentials and the SOC code are a common RFE trigger for TA roles.
Filter for employers with active LCA filings
Use Migrate Mate to search Talent Acquisition Associate openings filtered by employers with verified H-1B LCA filing history. This cuts out companies that post roles but have never navigated the sponsorship process before.
Target HR teams inside established immigration programs
Companies with a dedicated immigration counsel or an in-house HR compliance function file LCAs faster and understand the prevailing wage obligation. Ask recruiters directly whether their HR department has sponsored H-1B petitions for corporate functions, not just technical roles.
Check prevailing wage before your offer stage
Run your target city and SOC code through the OFLC Wage Search before negotiating. If the offered salary falls below the Level II prevailing wage, your employer's LCA will fail DOL certification regardless of their intent to sponsor.
Clarify cap-subject timeline with your hiring manager
TA roles at cap-exempt institutions like universities or nonprofits can file year-round, but corporate employers must submit during the April registration window. Confirm which category applies before accepting an offer to avoid a seven-month gap between your OPT expiry and H-1B start.
Document your degree field in application materials
USCIS scrutinizes specialty occupation claims for HR roles more than engineering positions. Include your official transcript field of study and any HR certifications on your resume. A clear degree-to-role connection reduces the likelihood of an RFE on specialty occupation grounds.
H-1B Visa Talent Acquisition Associate: Frequently Asked Questions
Does a Talent Acquisition Associate role qualify as a specialty occupation for H-1B purposes?
Yes, but the employer must demonstrate the position normally requires at least a bachelor's degree in a specific field such as human resources, business, or organizational psychology. USCIS applies heightened scrutiny to HR-adjacent roles because the degree requirement isn't always explicit in job postings. Having a degree directly aligned with the role and a detailed job description that goes beyond generalist duties strengthens the petition significantly.
Which SOC code applies to Talent Acquisition Associate roles, and why does it matter?
Most Talent Acquisition Associate positions file under SOC 13-1071, Human Resources Specialists. The SOC code determines the prevailing wage level DOL requires the employer to certify on the LCA. If your employer selects the wrong code, the wage floor could be miscalculated, which risks both DOL certification failure and an RFE from USCIS on the wage attestation.
How do I find employers who have actually sponsored H-1B visas for Talent Acquisition roles?
Migrate Mate lets you search Talent Acquisition Associate openings filtered by employers with verified H-1B LCA filing history in HR occupations. This matters because many companies sponsor engineers but have never filed for corporate support roles. Targeting employers with an existing HR sponsorship track record reduces the risk of an employer backing out after an offer due to unfamiliarity with the process.
Can I start a Talent Acquisition Associate job on OPT while waiting for H-1B cap selection?
Yes. If you receive a cap-subject H-1B registration selection in April, USCIS can issue a cap-gap extension that bridges your OPT authorization through September 30. You must file the H-1B petition before your OPT expires to preserve continuous work authorization. Confirm your OPT end date with your DSO and align the job start date to avoid any gap in employment eligibility.
Are Talent Acquisition Associate roles available at cap-exempt employers?
Some are. Universities, nonprofit research organizations, and certain government-affiliated entities are cap-exempt, meaning they can file H-1B petitions year-round without lottery exposure. In-house TA roles at these institutions can be a practical path if you miss cap-subject registration. The trade-off is that compensation and role scope at nonprofits often differ from corporate environments, so evaluate fit carefully alongside the immigration advantage.