H-1B Visa Talent Acquisition Specialist Jobs
Talent Acquisition Specialist roles sit squarely within H-1B visa specialty occupation territory, requiring a bachelor's degree in human resources, organizational psychology, or a related field. Employers in tech, healthcare, and professional services regularly sponsor H-1B petitions for this role, and the 85,000-slot annual cap makes timing your job search to the October 1 start date critical.
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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 Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Talent Acquisition Specialist Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Talent Acquisition Specialist
Build a degree-to-role alignment document
USCIS scrutinizes whether your specific degree field directly supports a Talent Acquisition Specialist role. Prepare a one-page summary mapping your HR, organizational psychology, or industrial relations coursework to the core duties listed in your offer letter.
Target employers filing LCAs for HR occupations
Search DOL Labor Condition Application disclosure data filtered to SOC code 13-1071 (Human Resources Specialists) to identify companies actively sponsoring similar roles. Employers with recent LCA filings for this occupation code are far more likely to have an established H-1B sponsorship process.
Use Migrate Mate to filter verified H-1B sponsors
Search Talent Acquisition Specialist roles on Migrate Mate to surface employers with confirmed H-1B filing history for this occupation. This cuts out the guesswork of cold-applying to companies that may never have sponsored the role.
Clarify the prevailing wage tier before accepting an offer
Ask your prospective employer to confirm which wage level (I through IV) they'll certify on your LCA using the OFLC Wage Search. Level I wages are often flagged in USCIS RFEs as inconsistent with a specialist role requiring independent judgment.
Submit your H-1B registration during the March window
USCIS opens H-1B electronic registration each March for the following fiscal year's cap. Missing this window means waiting a full year unless you qualify for a cap-exempt employer, so confirm your employer's timeline well before February.
Negotiate premium processing into your offer package
Premium processing reduces USCIS adjudication to 15 business days and lets you resolve any Request for Evidence faster. For a Talent Acquisition role with a defined start date tied to a hiring cycle, this timeline predictability protects both you and the employer.
H-1B Visa Talent Acquisition Specialist: Frequently Asked Questions
Does a Talent Acquisition Specialist role qualify as an H-1B specialty occupation?
Yes, when the position requires a bachelor's degree or higher in a directly related field such as human resources, organizational psychology, or business administration. The job must involve theoretical and practical application of specialized knowledge, not generalized administrative tasks. Employers strengthen the petition by documenting that the role requires specialized HR expertise, and your degree field must align with the specific duties outlined in the LCA and I-129.
Which employers typically sponsor H-1B visas for Talent Acquisition Specialists?
Technology companies, large healthcare systems, and professional services firms account for the majority of H-1B LCA filings under the Human Resources Specialists SOC code. Employers already operating internal HR departments with structured headcount planning are most likely to have an established sponsorship process. Use Migrate Mate to browse Talent Acquisition Specialist openings filtered by employers with verified H-1B filing history, so you're targeting companies with a proven track record.
Can I transfer my H-1B to a new employer mid-year if I change Talent Acquisition roles?
Yes. Under H-1B portability rules established by AC21, you can start working for a new employer as soon as they file an H-1B transfer petition on your behalf, provided your current H-1B has been approved (not just pending) for 180 days or more. The new employer files a fresh I-129 and LCA reflecting the new role's duties and prevailing wage, and your status remains protected while USCIS adjudicates the transfer.
How does the prevailing wage requirement affect Talent Acquisition Specialist H-1B petitions?
The DOL requires employers to certify on the LCA that they'll pay at least the prevailing wage for your occupation and geographic area, as determined by the OFLC Wage Search. For Talent Acquisition roles, wage level matters: USCIS has issued RFEs when level I wages are assigned to positions that require independent sourcing strategy, stakeholder management, or full-cycle recruiting, arguing those duties correspond to level II or III. Confirm the wage level with your employer before the LCA is filed.
What happens to my H-1B status if I'm laid off from my Talent Acquisition Specialist role?
You have a 60-day grace period after your employment ends to find a new sponsor, transfer to a different visa status, or prepare to depart. During this window, you can't work, but you can actively job search and have a new employer file an H-1B transfer petition. The 60-day period begins on your last day of employment, not your I-94 expiration date, so acting quickly after a layoff is essential.