H-1B Visa Talent Acquisition Officer Jobs
H-1B visa jobs as a Talent Acquisition Officer are available at mid-to-large employers who build HR teams around degree-level recruiting strategy. The role typically qualifies as a specialty occupation when structured around human resources, organizational psychology, or business administration. Each sponsoring employer must file a certified LCA before your I-129 petition can proceed.
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Get Access To All JobsINTRODUCTION
Invenergy is North America’s largest privately held developer, owner, and operator of power infrastructure. With 25 years of trusted execution, we deliver reliable, affordable energy through a diverse portfolio that includes natural gas, solar, land-based wind, energy storage, transmission, and domestic manufacturing. Headquartered in Chicago, we develop, own, and operate large scale projects that power communities and support the energy future.
Invenergy follows a hybrid schedule, working in office Monday through Thursday and remotely on Fridays if work permits.
This position will be open for application for at least 3 calendar days from the posting date. This position will remain open for application based on business need, which may be before or after the 3-day posting window.
JOB DESCRIPTION
The Recruiting Operations Manager will be lead the governance, optimization, and continuous improvement of Talent Acquisition operations at Invenergy. This role will be responsible for ensuring that recruiting processes, systems, reporting, analytics, technologies, and vendor partnerships scale effectively to support the company's continued growth.
The Manager, Recruiting Operations partners closely with People & Culture leadership, HRIS, HR Operations, Compensation, and business leaders to drive operational excellence, enhance recruiter productivity, improve hiring manager and candidate experiences, and enable data-driven workforce decisions.
This role will play a critical part in building a modern, scalable recruiting organization capable of supporting significant company growth, expansion into new markets, and evolving workforce needs. This aligns closely with the broader HR focus on scalable operating models, process improvement, Workday optimization, and technology enablement.
KEY RESPONSIBILITIES
Talent Acquisition Operations Strategy
- Develop and execute a Talent Acquisition operations roadmap in alignment with business and workforce growth objectives.
- Establish scalable recruiting processes, standards, governance, and service delivery models.
- Identify opportunities to improve efficiency, consistency, and effectiveness across the recruiting lifecycle.
- Serve as the business owner for Talent Acquisition technology platforms, including Workday Recruiting and related tools.
- Partner with HRIS and technology teams to optimize recruiting workflows, integrations, automations, and user experiences.
Reporting, Analytics & Workforce Insights
- Design and maintain recruiting dashboards, metrics, and reporting frameworks.
- Deliver actionable insights and recommendations to Talent Acquisition leadership and executive stakeholders.
- Support workforce planning and forecasting activities through data analysis and reporting.
Process Improvement & Governance
- Lead continuous improvement initiatives across recruiting operations.
- Develop and document standard operating procedures, workflows, and service standards.
- Ensure compliance with applicable employment laws, regulations, and internal policies.
- Establish process controls and governance mechanisms to support consistency and quality across the organization.
Vendor & Program Management
- Manage relationships with external recruiting vendors, technology partners, assessment providers, background screening vendors, and other service providers.
- Monitor vendor performance and service level agreements.
- Lead contract review support, business cases, and vendor renewal evaluations.
- Optimize vendor utilization and investment effectiveness.
Artificial Intelligence & Automation
- Identify opportunities to leverage AI, automation, and emerging technologies to improve Talent Acquisition effectiveness and efficiency.
- Partner with HR and technology teams to support the responsible implementation of recruiting technologies.
- Measure outcomes and adoption of automation initiatives.
Leadership & Partnership
- Serve as a trusted advisor to Talent Acquisition leadership regarding operational strategy and execution.
- Collaborate across Talent Acquisition, HR, Compensation, HRIS, Finance, Legal, and business functions.
- Lead recruiting operations projects and cross-functional initiatives.
- Manage and develop recruiting operations team members as the function grows.
QUALIFICATIONS
Required
- Bachelor's degree
- 5+ years of Operations experience, preferably within Talent Acquisition or Recruiting Operations.
- Knowledge of the full recruiting life cycle.
- Experience with applicant tracking systems such as Workday.
- Strong analytical and problem-solving skills.
- Demonstrated project management and stakeholder management capabilities.
- Experience in Microsoft Suite including intermediate to advanced Excel Skills
Preferred
- Demonstrated success leading process improvement and operational transformation initiatives, preferably for the recruiting or human resources function.
- Experience leading technology initiatives and upgrades as a recruiting project lead.
- Experience developing and taking ownership of recruiting metrics, dashboards, and executive-level reporting.
- People management experience.
- Experience supporting fast-paced, high-growth organizations.
- Experience scaling recruiting infrastructure and processes.
- Experience with workforce planning and talent analytics.
- Experience evaluating and implementing AI and automation solutions.
- Experience managing vendor relationships and third-party recruiting solutions.
BASE PAY
- Base Pay: $115,000 - $134,000 USD Annual
- Bonus: 10 - 35%
The base pay range reflects the minimum and maximum target salary for the position. Invenergy considers a number of factors when determining base pay offers such as the scope and responsibilities of the position and the candidate's experience, education and skills.
In addition to base pay, the total annual compensation package may also include eligibility to participate in our bonus program(s) which are designed to reward individual and company performance. Your recruiter can share more about bonus eligibility for this position during the hiring process.
Invenergy offers a variety of other benefits including medical, dental and vision insurance, 401k, paid time off, etc.
Invenergy LLC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or disability.
INTRODUCTION
Invenergy is North America’s largest privately held developer, owner, and operator of power infrastructure. With 25 years of trusted execution, we deliver reliable, affordable energy through a diverse portfolio that includes natural gas, solar, land-based wind, energy storage, transmission, and domestic manufacturing. Headquartered in Chicago, we develop, own, and operate large scale projects that power communities and support the energy future.
Invenergy follows a hybrid schedule, working in office Monday through Thursday and remotely on Fridays if work permits.
This position will be open for application for at least 3 calendar days from the posting date. This position will remain open for application based on business need, which may be before or after the 3-day posting window.
JOB DESCRIPTION
The Recruiting Operations Manager will be lead the governance, optimization, and continuous improvement of Talent Acquisition operations at Invenergy. This role will be responsible for ensuring that recruiting processes, systems, reporting, analytics, technologies, and vendor partnerships scale effectively to support the company's continued growth.
The Manager, Recruiting Operations partners closely with People & Culture leadership, HRIS, HR Operations, Compensation, and business leaders to drive operational excellence, enhance recruiter productivity, improve hiring manager and candidate experiences, and enable data-driven workforce decisions.
This role will play a critical part in building a modern, scalable recruiting organization capable of supporting significant company growth, expansion into new markets, and evolving workforce needs. This aligns closely with the broader HR focus on scalable operating models, process improvement, Workday optimization, and technology enablement.
KEY RESPONSIBILITIES
Talent Acquisition Operations Strategy
- Develop and execute a Talent Acquisition operations roadmap in alignment with business and workforce growth objectives.
- Establish scalable recruiting processes, standards, governance, and service delivery models.
- Identify opportunities to improve efficiency, consistency, and effectiveness across the recruiting lifecycle.
- Serve as the business owner for Talent Acquisition technology platforms, including Workday Recruiting and related tools.
- Partner with HRIS and technology teams to optimize recruiting workflows, integrations, automations, and user experiences.
Reporting, Analytics & Workforce Insights
- Design and maintain recruiting dashboards, metrics, and reporting frameworks.
- Deliver actionable insights and recommendations to Talent Acquisition leadership and executive stakeholders.
- Support workforce planning and forecasting activities through data analysis and reporting.
Process Improvement & Governance
- Lead continuous improvement initiatives across recruiting operations.
- Develop and document standard operating procedures, workflows, and service standards.
- Ensure compliance with applicable employment laws, regulations, and internal policies.
- Establish process controls and governance mechanisms to support consistency and quality across the organization.
Vendor & Program Management
- Manage relationships with external recruiting vendors, technology partners, assessment providers, background screening vendors, and other service providers.
- Monitor vendor performance and service level agreements.
- Lead contract review support, business cases, and vendor renewal evaluations.
- Optimize vendor utilization and investment effectiveness.
Artificial Intelligence & Automation
- Identify opportunities to leverage AI, automation, and emerging technologies to improve Talent Acquisition effectiveness and efficiency.
- Partner with HR and technology teams to support the responsible implementation of recruiting technologies.
- Measure outcomes and adoption of automation initiatives.
Leadership & Partnership
- Serve as a trusted advisor to Talent Acquisition leadership regarding operational strategy and execution.
- Collaborate across Talent Acquisition, HR, Compensation, HRIS, Finance, Legal, and business functions.
- Lead recruiting operations projects and cross-functional initiatives.
- Manage and develop recruiting operations team members as the function grows.
QUALIFICATIONS
Required
- Bachelor's degree
- 5+ years of Operations experience, preferably within Talent Acquisition or Recruiting Operations.
- Knowledge of the full recruiting life cycle.
- Experience with applicant tracking systems such as Workday.
- Strong analytical and problem-solving skills.
- Demonstrated project management and stakeholder management capabilities.
- Experience in Microsoft Suite including intermediate to advanced Excel Skills
Preferred
- Demonstrated success leading process improvement and operational transformation initiatives, preferably for the recruiting or human resources function.
- Experience leading technology initiatives and upgrades as a recruiting project lead.
- Experience developing and taking ownership of recruiting metrics, dashboards, and executive-level reporting.
- People management experience.
- Experience supporting fast-paced, high-growth organizations.
- Experience scaling recruiting infrastructure and processes.
- Experience with workforce planning and talent analytics.
- Experience evaluating and implementing AI and automation solutions.
- Experience managing vendor relationships and third-party recruiting solutions.
BASE PAY
- Base Pay: $115,000 - $134,000 USD Annual
- Bonus: 10 - 35%
The base pay range reflects the minimum and maximum target salary for the position. Invenergy considers a number of factors when determining base pay offers such as the scope and responsibilities of the position and the candidate's experience, education and skills.
In addition to base pay, the total annual compensation package may also include eligibility to participate in our bonus program(s) which are designed to reward individual and company performance. Your recruiter can share more about bonus eligibility for this position during the hiring process.
Invenergy offers a variety of other benefits including medical, dental and vision insurance, 401k, paid time off, etc.
Invenergy LLC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or disability.
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Talent Acquisition Officer
Frame your credentials around specialty occupation
Your H-1B visa petition succeeds when your degree field directly maps to Talent Acquisition duties. Document how your human resources, organizational psychology, or business degree applies to workforce planning, competency-based interviewing, and sourcing strategy in your offer letter and resume.
Search verified H-1B sponsors on Migrate Mate
Target employers with confirmed H-1B LCA filing history for HR and recruiting roles. Migrate Mate surfaces these verified sponsors so you aren't spending applications on companies that have never filed for Talent Acquisition positions before.
Check prevailing wage tiers before accepting offers
Your employer must pay at least the DOL prevailing wage for your SOC code and work location. Use OFLC Wage Search to look up the Level I through Level IV wage tiers for your specific metro area before you negotiate, so your offer letter already meets LCA certification requirements.
Confirm each worksite gets its own LCA
If you'll recruit across multiple offices or work in a hybrid arrangement that changes worksites, each physical location needs its own certified LCA. Flag this during offer negotiations so your employer files correctly and your status isn't exposed to a compliance gap.
Account for the H-1B cap in your job search timeline
H-1B status is granted for up to three years, extendable to six. Because cap-subject positions follow selection rules that have recently changed, build your search timeline to allow for a full annual cycle rather than assuming a specific start date.
Align your O*NET profile to your petition
USCIS adjudicators evaluate specialty occupation against published job zone classifications. Pull the O*NET profile for your target SOC code and confirm your actual duties, degree requirement, and experience level match the descriptions your employer will include in the I-129 support letter.
H-1B Visa Talent Acquisition Officer: Frequently Asked Questions
Does a Talent Acquisition Officer role qualify as an H-1B specialty occupation?
Yes, when the position is structured around degree-level work. Employers sponsor Talent Acquisition Officers under the H-1B by tying the role to human resources management, industrial-organizational psychology, or business administration. The employer must demonstrate in the I-129 petition that the duties require theoretical and practical application of a body of specialized knowledge and that a bachelor's degree in a specific field is the normal minimum requirement.
Which employers commonly sponsor H-1B visas for Talent Acquisition Officers?
Employers with large, structured HR functions and recurring hiring volume are the most consistent H-1B sponsors for this role: technology companies, enterprise consulting firms, financial institutions, and healthcare systems with dedicated talent teams. You can browse employers with verified LCA filing history for HR and recruiting roles directly on Migrate Mate, which shows only companies that have already filed for these positions.
How does the LCA process work for a Talent Acquisition Officer?
Your employer files a Labor Condition Application with DOL before submitting the I-129 petition to USCIS. The LCA certifies the offered wage meets the prevailing wage for your SOC code at your specific worksite, that working conditions won't adversely affect other workers, and that there's no active strike or lockout. DOL targets a seven-business-day certification window, though timelines vary. If your role spans multiple offices, each location requires its own certified LCA.
What happens to my H-1B status if I move into a broader HR leadership role?
A material change in duties, title, or seniority level typically requires your employer to file an amended I-129 petition with USCIS before the change takes effect. Moving from Talent Acquisition Officer to HR Director, for example, would change the SOC code and prevailing wage obligations, triggering a new LCA and amended petition. Confirm with your employer's immigration counsel whether the specific promotion constitutes a material change requiring an amendment.
Can I transfer my H-1B to a new Talent Acquisition employer mid-status?
Yes. Under H-1B portability rules, you can begin working for a new employer as soon as they file a non-frivolous I-129 transfer petition, without waiting for USCIS approval, as long as you're in a period of authorized stay. Your original H-1B status period carries over, so if three years remain on your current approval, that timeline continues with the new employer rather than resetting.