H-2B Visa Manufacturing Jobs
Manufacturing jobs with H-2B visa sponsorship cover roles in food processing plants, prefabricated construction components, and seasonal production lines that ramp up and wind down on predictable cycles. Employers must obtain DOL temporary labor certification before filing with USCIS, and the 66,000-visa annual cap fills quickly, making early coordination with a sponsoring manufacturer critical.
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Get Access To All JobsBuild safe, reliable operations—and a team that loves to win
Imagine stepping onto a production floor where your leadership impacts every metric that matters: Safety, Quality, Productivity, Cost, and Morale. At Teknor Apex—an international custom compounder with nine U.S. facilities and global operations in Belgium, Singapore, Germany, and China—you’ll lead people, processes, and improvements at our South Carolina plant while living our Core Values of Accountability, Integrity, Respect, Safety, Sustainability, Innovation & Partnership.
How you’ll lead
- Spend 40–50% of your time where value is created—on the floor—coaching, recognizing successes, and auditing ISO 9001–aligned SOPs, process control, and scanning/labeling accuracy.
- Set uncompromising safety standards: Always LOTO; require steel-toe shoes, eye and hearing protection, long sleeves, and dust masks; no earbuds or phones on the production floor.
- Kick off each shift with injury-prevention stretching and clear expectations.
- Address hazards and unsafe behaviors immediately; ensure team members are fit for duty and uphold HR policies, including policies on alcohol, smoking, and substance use on company property.
- Coordinate with Maintenance and plant support teams to exceed uptime goals and hit department/site targets.
- Coach, mentor, and develop Crew Leads to amplify performance in Safety, Quality, Productivity, Cost, and morale.
- Drive 5S and continuous improvement across the department and plant.
- Learn the compounding process, equipment, and roles to better support day-to-day operations.
- Ensure training is completed on time and cross-training is strong against standard work; maintain backup Leads and operators for coverage.
- Run crisp shift turnovers with accurate, complete information flow between leaders and team members.
- Engage in meetings; stay responsive via email and phone; be accessible by company cell phone.
- Invest in your growth by attending scheduled leadership and management trainings.
- Support integrated systems and management tools; ensure accurate, consistent usage.
- Perform additional duties as assigned.
What you’ll need to succeed
- 4–6 years in production; prior Lead or higher-level leadership preferred.
- GED or higher; foundational knowledge in a mechanical/technical or business field, typically gained through up to 18 months of post–high school education/training.
- Ability to influence and drive change with clear, timely communication across shifts and functions.
- Strategic problem-solver with strong attention to detail; prevents repeat issues through root-cause thinking.
- Experienced in Lean manufacturing principles; confident facilitating 5S and continuous improvement.
- Moderate analytical skills to gather and interpret multi-source data.
- Steady prioritization when equipment issues arise; adept at keeping production moving.
- Comfort using computers and operational systems.
Core proficiencies
- Leadership / People Management
- Standard Operating Procedures (SOPs)
- Supervisory Experience
- Lean Manufacturing Principles
- Operational Metrics & KPI Management
- Good Manufacturing Practices (GMP)
What’s in it for you
- Medical, Dental, Vision with very low deductibles and low cost—80% covered by the company.
- Benefits eligibility within 30 days of hire.
- Company-paid wellness programs: smoking cessation, mental health, weight loss.
- No-cost on-site medical clinic for employees and spouses, including prescriptions, wellness visits, and immunizations.
- Up to 7% employer contribution to 401(k) and free financial planning assistance.
- Employee Assistance Program.
- 13 Paid Holidays.
- Annual merit increases.
- Weekly on-site food trucks.
- Employee recognition points redeemable for a wide range of products—earned for perfect attendance, service milestones, and more.
- Company discounts on gyms, restaurants, theme parks, travel, auto, and more.
- Employee appreciation activities throughout the year—meals, giveaways, contests.
- Free income tax filing assistance for eligible associates.
- Community involvement and volunteer opportunities; Family Day celebration.
- Recognition for years of service.
Who we are
Since 1924, Teknor Apex has grown from a small Rhode Island tire store into a global custom compounder. Still family-led by our founder’s grandson, we succeed by building strong, long-term relationships with employees and customers—and by working together as one team.
Teknor Apex is an Equal Opportunity Employer and does not discriminate against any protected status under state or federal laws. Must be 18 years of age to work at Teknor Apex.
Build safe, reliable operations—and a team that loves to win
Imagine stepping onto a production floor where your leadership impacts every metric that matters: Safety, Quality, Productivity, Cost, and Morale. At Teknor Apex—an international custom compounder with nine U.S. facilities and global operations in Belgium, Singapore, Germany, and China—you’ll lead people, processes, and improvements at our South Carolina plant while living our Core Values of Accountability, Integrity, Respect, Safety, Sustainability, Innovation & Partnership.
How you’ll lead
- Spend 40–50% of your time where value is created—on the floor—coaching, recognizing successes, and auditing ISO 9001–aligned SOPs, process control, and scanning/labeling accuracy.
- Set uncompromising safety standards: Always LOTO; require steel-toe shoes, eye and hearing protection, long sleeves, and dust masks; no earbuds or phones on the production floor.
- Kick off each shift with injury-prevention stretching and clear expectations.
- Address hazards and unsafe behaviors immediately; ensure team members are fit for duty and uphold HR policies, including policies on alcohol, smoking, and substance use on company property.
- Coordinate with Maintenance and plant support teams to exceed uptime goals and hit department/site targets.
- Coach, mentor, and develop Crew Leads to amplify performance in Safety, Quality, Productivity, Cost, and morale.
- Drive 5S and continuous improvement across the department and plant.
- Learn the compounding process, equipment, and roles to better support day-to-day operations.
- Ensure training is completed on time and cross-training is strong against standard work; maintain backup Leads and operators for coverage.
- Run crisp shift turnovers with accurate, complete information flow between leaders and team members.
- Engage in meetings; stay responsive via email and phone; be accessible by company cell phone.
- Invest in your growth by attending scheduled leadership and management trainings.
- Support integrated systems and management tools; ensure accurate, consistent usage.
- Perform additional duties as assigned.
What you’ll need to succeed
- 4–6 years in production; prior Lead or higher-level leadership preferred.
- GED or higher; foundational knowledge in a mechanical/technical or business field, typically gained through up to 18 months of post–high school education/training.
- Ability to influence and drive change with clear, timely communication across shifts and functions.
- Strategic problem-solver with strong attention to detail; prevents repeat issues through root-cause thinking.
- Experienced in Lean manufacturing principles; confident facilitating 5S and continuous improvement.
- Moderate analytical skills to gather and interpret multi-source data.
- Steady prioritization when equipment issues arise; adept at keeping production moving.
- Comfort using computers and operational systems.
Core proficiencies
- Leadership / People Management
- Standard Operating Procedures (SOPs)
- Supervisory Experience
- Lean Manufacturing Principles
- Operational Metrics & KPI Management
- Good Manufacturing Practices (GMP)
What’s in it for you
- Medical, Dental, Vision with very low deductibles and low cost—80% covered by the company.
- Benefits eligibility within 30 days of hire.
- Company-paid wellness programs: smoking cessation, mental health, weight loss.
- No-cost on-site medical clinic for employees and spouses, including prescriptions, wellness visits, and immunizations.
- Up to 7% employer contribution to 401(k) and free financial planning assistance.
- Employee Assistance Program.
- 13 Paid Holidays.
- Annual merit increases.
- Weekly on-site food trucks.
- Employee recognition points redeemable for a wide range of products—earned for perfect attendance, service milestones, and more.
- Company discounts on gyms, restaurants, theme parks, travel, auto, and more.
- Employee appreciation activities throughout the year—meals, giveaways, contests.
- Free income tax filing assistance for eligible associates.
- Community involvement and volunteer opportunities; Family Day celebration.
- Recognition for years of service.
Who we are
Since 1924, Teknor Apex has grown from a small Rhode Island tire store into a global custom compounder. Still family-led by our founder’s grandson, we succeed by building strong, long-term relationships with employees and customers—and by working together as one team.
Teknor Apex is an Equal Opportunity Employer and does not discriminate against any protected status under state or federal laws. Must be 18 years of age to work at Teknor Apex.
See all H-2B Visa Manufacturing Jobs
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Get Access To All JobsTips for Finding Manufacturing Jobs
Verify your occupation qualifies under H-2B
H-2B visa covers temporary non-agricultural manufacturing roles like packaging line worker, machine operator, and production assembler. Pull the O*NET occupation profile for your target job title to confirm the role classification matches what DOL accepts for temporary labor certification.
Target manufacturers with documented seasonal cycles
DOL requires employers to prove temporary need, so focus your search on manufacturers tied to seasonal demand spikes: seafood processors during harvest windows, holiday goods producers, or construction component plants that follow regional build seasons. Recurring seasonal patterns make the labor certification case stronger.
Search verified H-2B manufacturing employers on Migrate Mate
Migrate Mate filters manufacturing employers by DOL labor certification history, so you can see which facilities have successfully sponsored H-2B workers before rather than approaching companies with no sponsorship track record.
Get your foreign credentials evaluated before applying
Many manufacturing employers verify trade certifications or vocational credentials during the hiring process. Have any foreign certificates evaluated by a recognized credential evaluation service before you apply so your qualifications don't slow down the employer's labor certification timeline.
Understand the cap split and apply for the right season
The 66,000 annual H-2B cap is divided into 33,000 visas for October-through-March start dates and 33,000 for April-through-September. If your manufacturing role starts in spring, you're competing in the summer half, which historically fills within days of the filing window opening.
Confirm the employer has filed the prevailing wage before signing
Before accepting a manufacturing offer, ask your employer to confirm DOL has issued a prevailing wage determination for your job title and worksite location. You can cross-check the wage against the OFLC Wage Search to ensure your offered rate meets the certified wage floor.
Frequently Asked Questions
How do I find manufacturing jobs that offer H-2B visa sponsorship?
Migrate Mate is the most direct way to find manufacturing employers with verified H-2B sponsorship history. The platform surfaces facilities that have filed DOL temporary labor certifications for production and processing roles, so you're not cold-applying to employers unfamiliar with the H-2B process. Focus on food processing, packaging, and component manufacturing, where seasonal demand cycles are well-documented and recurring.
Does the H-2B annual cap affect when I can start a manufacturing job?
Yes. The 66,000-visa cap is split into two halves by season, and both halves have historically reached capacity within days of the filing window opening. Your employer must file USCIS Form I-129 no more than 60 days before your employment start date, so a manufacturing role beginning in April competes for spring-half visas in a very compressed window. Employers who miss the cap often request returning worker exemptions if you worked under H-2B in the prior three fiscal years.
What does the DOL labor certification process require from a manufacturing employer?
The employer must file a temporary labor certification application through the DOL's FLAG system, advertise the manufacturing position locally to demonstrate no qualified U.S. workers are available, and obtain a prevailing wage determination for your specific job title and worksite. DOL must certify the application before the employer can file Form I-129 with USCIS. The full process typically takes 60 to 90 days, which means employers must start well before the intended hire date.
Can I switch manufacturing employers while on an H-2B visa?
H-2B status is employer-specific and tied to the approved labor certification. If you want to work for a different manufacturing employer, the new employer must file a separate DOL labor certification and a new I-129 petition on your behalf. You cannot simply transfer your visa to a new facility. If your original employer's season ends early or the job is discontinued, USCIS requires the employer to notify them, and you have a 10-day period to depart or secure new status.