H-2B Visa Principal Jobs
Principal jobs with H-2B visa sponsorship are available at private schools, educational management firms, and seasonal academic programs that rely on temporary foreign workers. Employers must obtain DOL labor certification before filing, and the 66,000-visa annual cap fills fast, so timing your application to the correct semi-annual allotment matters.
Find H-2B Visa Principal JobsOverview
Showing 5 of 71+ Principal jobs
See all 71+ Principal Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Principal roles.
Get Access To All JobsJOB OVERVIEW:
The Principal, People Analytics & Insights Partner serves as the senior strategic advisor for people analytics, employee listening, and organizational insights. This role establishes Marvin's people analytics vision, measurement framework, and approach to translating people data into actionable business insight. The Principal partners with executive leadership to identify talent and organizational opportunities, answer critical business questions, and support data-informed decisions.
HIGHLIGHTS OF YOUR ROLE:
People Analytics & Insights Strategy:
- Develop and execute the enterprise people analytics and insights strategy in partnership with the Director.
- Establish a multi-year roadmap for people measurement, insights, and analytics capabilities.
- Define key people metrics and strategic success measures.
- Promote data-informed decision making across the organization.
Strategic Analytics & Insights:
- Lead complex people analytics projects addressing strategic business priorities.
- Identify talent and organizational risks, opportunities, and emerging trends.
- Develop predictive and forward-looking analytics capabilities.
- Integrate insights from people data, employee surveys, talent data, labor market information, and business performance metrics.
- Create executive-ready recommendations and narratives that influence business decisions.
Executive Consultation:
- Serve as a trusted advisor to HR leadership, business leaders, and executive stakeholders.
- Facilitate discussions regarding workforce planning, organizational effectiveness, retention, engagement, talent health, and productivity.
- Present people insights to executive leadership teams and governance groups.
- Support Board-level people reporting and talent discussions.
Employee Listening & Survey Program Leadership:
- Lead the enterprise employee listening and survey program, including survey strategy, program planning, governance, communications, reporting approach, and Glint platform administration.
- Establish and maintain the employee listening roadmap, including annual engagement surveys, pulse surveys, lifecycle listening, and ad hoc survey needs aligned to business priorities.
- Develop and coordinate survey communications, leader enablement materials, FAQs, and employee-facing guidance to support participation and understanding.
- Partner with HR leadership, communications, business leaders, and people analytics team members to translate survey results into meaningful insights and follow-up actions.
- Provide post-survey support, including reporting consultation, action planning guidance, confidentiality and threshold support, and issue resolution.
Workforce Planning:
- Lead the development of Marvin’s workforce planning capability in partnership with HR, Operations, and Finance.
- Establish the workforce planning framework, governance cadence, metrics, and planning assumptions needed to support enterprise talent and labor decisions.
Analytics Governance & Leadership:
- Establish standards and best practices for people measurement and analytics.
- Guide metric definitions and interpretation across the enterprise.
- Partner with Data Governance, HR Technology, Finance, and IT leaders to align priorities.
- Mentor and provide technical leadership to analytics and reporting team members.
- Evaluate emerging analytics technologies, AI capabilities, and market trends.
Organizational Impact:
- Influence people and talent strategy without direct authority.
- Champion a culture of evidence-based decision making.
- Lead high-visibility, cross-functional initiatives involving people data and insights.
YOU'RE A GOOD FIT IF YOU HAVE (OR IF YOU CAN):
- Bachelor's degree required; Master's degree preferred.
- 8+ years of progressive experience in people analytics, business intelligence, organizational effectiveness, employee listening, or related fields.
- Demonstrated experience influencing senior leaders through analytics and insights.
- Expertise in people metrics, storytelling with data, and executive communication.
- Expertise in workforce metrics, storytelling with data, and executive communication.
- Experience with analytics platforms, workforce planning, employee survey program administration, survey analytics, and organizational data.
- Ability to lead through influence and drive enterprise-wide adoption of analytics practices.
- Project management experience preferred, particularly in leading cross-functional initiatives.
COMPENSATION:
- Compensation: $110,000 to $145,000 annually
We invite you to See Yourself at Marvin:
From people to products, Marvin is committed to creating better ways of living. When you join this family-owned and -led window and door company, you belong to a community full of opportunities.
For more than a century, we’ve been at the forefront of designing, building, and engineering premium, award-winning products. Today, Marvin is also proud to have been named a Top Large Employer by Forbes Magazine two years in a row, in 2024 and 2025. With operations in 19 cities across North America, we manufacture Marvin’s quality products, including Infinity Replacement Windows and Doors, and TruStile Doors.
Together, we uphold our values and foster a culture where safety and the wellbeing of our people comes first. We take a better living approach with benefits to support you at work and beyond. From day one, you will enjoy health insurance, paid holidays, paid parental leave, a 401(k) retirement savings match and more!
Some of our unique and most popular benefits include:
- $300 annual wellbeing account to spend on what helps you feel happy + healthy
- Better Living Day! (a paid day off to go have some fun)
- Annual profit sharing – recognizing everyone’s contribution to Marvin’s success
- Giving at Marvin – participate in organized volunteer opportunities
- Brighter Days Fund – financial support from your colleagues and the Marvin family during personal hardships
Join the more than 8,000 Marvin team members to experience these benefits and more. Apply today!
MARVIN IS AN EQUAL OPPORTUNITY EMPLOYER:
Marvin is committed to creating an inclusive environment for all employees and applicants. Employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected status under applicable laws. Applicants requiring reasonable accommodation for any part of the application and hiring process may contact us at CareerSupport@marvin.com.
JOB OVERVIEW:
The Principal, People Analytics & Insights Partner serves as the senior strategic advisor for people analytics, employee listening, and organizational insights. This role establishes Marvin's people analytics vision, measurement framework, and approach to translating people data into actionable business insight. The Principal partners with executive leadership to identify talent and organizational opportunities, answer critical business questions, and support data-informed decisions.
HIGHLIGHTS OF YOUR ROLE:
People Analytics & Insights Strategy:
- Develop and execute the enterprise people analytics and insights strategy in partnership with the Director.
- Establish a multi-year roadmap for people measurement, insights, and analytics capabilities.
- Define key people metrics and strategic success measures.
- Promote data-informed decision making across the organization.
Strategic Analytics & Insights:
- Lead complex people analytics projects addressing strategic business priorities.
- Identify talent and organizational risks, opportunities, and emerging trends.
- Develop predictive and forward-looking analytics capabilities.
- Integrate insights from people data, employee surveys, talent data, labor market information, and business performance metrics.
- Create executive-ready recommendations and narratives that influence business decisions.
Executive Consultation:
- Serve as a trusted advisor to HR leadership, business leaders, and executive stakeholders.
- Facilitate discussions regarding workforce planning, organizational effectiveness, retention, engagement, talent health, and productivity.
- Present people insights to executive leadership teams and governance groups.
- Support Board-level people reporting and talent discussions.
Employee Listening & Survey Program Leadership:
- Lead the enterprise employee listening and survey program, including survey strategy, program planning, governance, communications, reporting approach, and Glint platform administration.
- Establish and maintain the employee listening roadmap, including annual engagement surveys, pulse surveys, lifecycle listening, and ad hoc survey needs aligned to business priorities.
- Develop and coordinate survey communications, leader enablement materials, FAQs, and employee-facing guidance to support participation and understanding.
- Partner with HR leadership, communications, business leaders, and people analytics team members to translate survey results into meaningful insights and follow-up actions.
- Provide post-survey support, including reporting consultation, action planning guidance, confidentiality and threshold support, and issue resolution.
Workforce Planning:
- Lead the development of Marvin’s workforce planning capability in partnership with HR, Operations, and Finance.
- Establish the workforce planning framework, governance cadence, metrics, and planning assumptions needed to support enterprise talent and labor decisions.
Analytics Governance & Leadership:
- Establish standards and best practices for people measurement and analytics.
- Guide metric definitions and interpretation across the enterprise.
- Partner with Data Governance, HR Technology, Finance, and IT leaders to align priorities.
- Mentor and provide technical leadership to analytics and reporting team members.
- Evaluate emerging analytics technologies, AI capabilities, and market trends.
Organizational Impact:
- Influence people and talent strategy without direct authority.
- Champion a culture of evidence-based decision making.
- Lead high-visibility, cross-functional initiatives involving people data and insights.
YOU'RE A GOOD FIT IF YOU HAVE (OR IF YOU CAN):
- Bachelor's degree required; Master's degree preferred.
- 8+ years of progressive experience in people analytics, business intelligence, organizational effectiveness, employee listening, or related fields.
- Demonstrated experience influencing senior leaders through analytics and insights.
- Expertise in people metrics, storytelling with data, and executive communication.
- Expertise in workforce metrics, storytelling with data, and executive communication.
- Experience with analytics platforms, workforce planning, employee survey program administration, survey analytics, and organizational data.
- Ability to lead through influence and drive enterprise-wide adoption of analytics practices.
- Project management experience preferred, particularly in leading cross-functional initiatives.
COMPENSATION:
- Compensation: $110,000 to $145,000 annually
We invite you to See Yourself at Marvin:
From people to products, Marvin is committed to creating better ways of living. When you join this family-owned and -led window and door company, you belong to a community full of opportunities.
For more than a century, we’ve been at the forefront of designing, building, and engineering premium, award-winning products. Today, Marvin is also proud to have been named a Top Large Employer by Forbes Magazine two years in a row, in 2024 and 2025. With operations in 19 cities across North America, we manufacture Marvin’s quality products, including Infinity Replacement Windows and Doors, and TruStile Doors.
Together, we uphold our values and foster a culture where safety and the wellbeing of our people comes first. We take a better living approach with benefits to support you at work and beyond. From day one, you will enjoy health insurance, paid holidays, paid parental leave, a 401(k) retirement savings match and more!
Some of our unique and most popular benefits include:
- $300 annual wellbeing account to spend on what helps you feel happy + healthy
- Better Living Day! (a paid day off to go have some fun)
- Annual profit sharing – recognizing everyone’s contribution to Marvin’s success
- Giving at Marvin – participate in organized volunteer opportunities
- Brighter Days Fund – financial support from your colleagues and the Marvin family during personal hardships
Join the more than 8,000 Marvin team members to experience these benefits and more. Apply today!
MARVIN IS AN EQUAL OPPORTUNITY EMPLOYER:
Marvin is committed to creating an inclusive environment for all employees and applicants. Employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected status under applicable laws. Applicants requiring reasonable accommodation for any part of the application and hiring process may contact us at CareerSupport@marvin.com.
See all 71+ H-2B Visa Principal Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-2B Visa Principal Jobs.
Get Access To All JobsTips for Finding Principal Jobs
Verify your credentials translate for U.S. employers
H-2B visa Principal roles typically require demonstrated school leadership experience. Get your foreign academic credentials evaluated by a recognized service so employers can confirm your qualifications meet U.S. standards before they start the DOL certification process.
Target employers who have filed before
Schools and educational management organizations that have sponsored H-2B workers previously already understand the DOL temporary labor certification timeline. Focus your outreach on those employers to avoid spending time with hiring managers who are unfamiliar with the H-2B process.
Search verified H-2B sponsorship openings on Migrate Mate
Migrate Mate filters Principal job listings by verified H-2B filing history, so you're not guessing which employers will actually sponsor. Use it to identify active roles at organizations that have completed the DOL labor certification process before.
Align your application to the correct cap period
The 66,000 annual H-2B cap splits into two 33,000-visa allotments for jobs starting October 1 and April 1. A Principal role at a fall-semester program and one at a spring program sit in different filing windows, so confirm your start date before your employer files with USCIS.
Confirm the job qualifies as temporary and seasonal
USCIS requires H-2B employers to demonstrate the need is genuinely temporary, not permanent. For Principal roles, that means the employer must document why the position is tied to a specific season or program cycle, not ongoing school operations.
Use the OFLC Wage Search before salary discussions
DOL sets the prevailing wage your employer must pay based on your occupation and work location. Pull the OFLC Wage Search figures for educational administrator roles in your target region so you enter offer conversations knowing what the certified wage floor will be.
Frequently Asked Questions
Where can I find Principal jobs with H-2B visa sponsorship?
Migrate Mate is the recommended starting point. It surfaces Principal job listings filtered by verified H-2B filing history, so you can identify employers who have already navigated the DOL labor certification process. Searching broadly on general job boards typically won't reveal which employers are willing and able to sponsor H-2B workers for educational leadership roles.
How does the H-2B annual cap affect my application timeline as a Principal candidate?
The H-2B cap sits at 66,000 visas per fiscal year, split into two 33,000-visa allotments tied to October 1 and April 1 start dates. Cap numbers historically exhaust quickly after each filing window opens, and USCIS has used lottery selection in oversubscribed periods. Your employer must file the I-129 petition no more than 150 days before your program's start date, so missing the early filing window in a given allotment can push your start by an entire semester.
Does a Principal role qualify for the H-2B visa given its professional nature?
The H-2B visa covers temporary non-agricultural work and does not require the specialty occupation standard that the H-1B visa does. Employers sponsoring Principal roles must demonstrate the position is temporary and that qualified U.S. workers aren't available. DOL reviews the temporary labor certification to confirm both, so the employer bears the burden of documenting the seasonal or project-based nature of the role.
What documents should I prepare before an employer starts the H-2B filing process?
Gather your passport, evidence of educational leadership credentials, employment history confirming relevant experience, and any foreign degree evaluation reports. Your employer will need these to support the DOL labor certification and the subsequent I-129 petition. Having an organized credential file ready shortens the back-and-forth that can delay a filing already working against the cap deadline.