J-1 Visa Compliance Associate Jobs
Compliance Associate roles in the United States are accessible to exchange visitors through the J-1 visa Trainee or Intern program categories, depending on your career stage. Designated sponsor organizations issue the DS-2019 and oversee program compliance, while your host employer manages the day-to-day work. Finding a host willing to support J-1 sponsorship is the critical first step.
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Get Access To All JobsJob Posting Title:
Law Center Legal Fellow/Research Associate - Energy Law
Position Type:
Other Academic
Department:
LSUAM Law - SAA - Mineral Law (Keith Bratton Hall (00000303))
Work Location:
0400 Hebert Law Center
Pay Grade:
Professional Hourly
Job Description:
The LSU Law Center wishes to hire a Legal Fellow/Research Associate for the Laborde Energy Law Center.
Job Duties:
-
Conduct research on one or more energy law or energy policy topics, under the supervision of the Director of the John P. Laborde Energy Law Center, or a faculty member designated by the Director, and prepare a publishable-quality white paper or article on the research topic. (75%)
-
Assist the Director of the Energy Law Center in organizing activities of the Energy Law Center, such as symposia, guest speaker events, student field trips, and student travel to energy law conferences, as well as other activities designed to advance the goals of the Energy Law Center. (15%)
-
Attend, as appropriate, energy law conferences: (1) to which LSU Law School is sending students; (2) at which the Energy Law Center wishes to have a presence, or (3) which, with approval of the Director of the Energy Law Center, the Energy Center Fellow attends to further the research projects on which the Fellow is working. (5%)
-
Other duties as assigned (5%)
Minimum Qualifications:
Bachelor's degree plus 1 year related experience
Preferred Qualifications:
Juris Doctor degree from an ABA accredited law school or international equivalent
Additional Job Description:
Special Instructions:
Please contact Prof. Keith Hall for questions regarding this position at khall@lsu.edu.
This position is considered a research or research-related support position and must undergo screenings per RS 17.
Posting Date:
June 1, 2026
Closing Date (Open Until Filled if No Date Specified):
September 29, 2026
Additional Position Information:
Background Check - An offer of employment is contingent on a satisfactory pre-employment background check.
Benefits - LSU offers outstanding benefits to eligible employees and their dependents including health, life, dental, and vision insurance; flexible spending accounts; retirement options; various leave options; paid holidays; wellness benefits; tuition exemption for qualified positions; training and development opportunities; employee discounts; and more!
Positions approved to work outside the State of Louisiana shall be employed through Louisiana State University’s partner, nextSource Workforce Solutions, for Employer of Record Services including but not limited to employment, benefits, payroll, and tax compliance. Positions employed through Employer of Record Services will be offered benefits and retirement as applicable through their provider and will not be eligible for State of Louisiana benefits and retirement.
Essential Position (Y/N):
LSU is an Equal Opportunity Employer.
All candidates must have valid U.S. work authorization at the time of hire and maintain that valid work authorization throughout employment. Changes in laws, regulations, or government policies may impact the university’s ability to employ individuals in certain positions.
HCM Contact Information:
For questions or concerns related to updating your application with attachments (e.g., resumes, RS:17 documents), date of birth, or reactivating applications, please contact the LSU Human Resources Management Office at 225-578-8200 or email HR@lsu.edu. For questions or concerns regarding the status of your application or salary ranges, please contact the department using the information provided in the Special Instructions section of this job posting.
Job Posting Title:
Law Center Legal Fellow/Research Associate - Energy Law
Position Type:
Other Academic
Department:
LSUAM Law - SAA - Mineral Law (Keith Bratton Hall (00000303))
Work Location:
0400 Hebert Law Center
Pay Grade:
Professional Hourly
Job Description:
The LSU Law Center wishes to hire a Legal Fellow/Research Associate for the Laborde Energy Law Center.
Job Duties:
-
Conduct research on one or more energy law or energy policy topics, under the supervision of the Director of the John P. Laborde Energy Law Center, or a faculty member designated by the Director, and prepare a publishable-quality white paper or article on the research topic. (75%)
-
Assist the Director of the Energy Law Center in organizing activities of the Energy Law Center, such as symposia, guest speaker events, student field trips, and student travel to energy law conferences, as well as other activities designed to advance the goals of the Energy Law Center. (15%)
-
Attend, as appropriate, energy law conferences: (1) to which LSU Law School is sending students; (2) at which the Energy Law Center wishes to have a presence, or (3) which, with approval of the Director of the Energy Law Center, the Energy Center Fellow attends to further the research projects on which the Fellow is working. (5%)
-
Other duties as assigned (5%)
Minimum Qualifications:
Bachelor's degree plus 1 year related experience
Preferred Qualifications:
Juris Doctor degree from an ABA accredited law school or international equivalent
Additional Job Description:
Special Instructions:
Please contact Prof. Keith Hall for questions regarding this position at khall@lsu.edu.
This position is considered a research or research-related support position and must undergo screenings per RS 17.
Posting Date:
June 1, 2026
Closing Date (Open Until Filled if No Date Specified):
September 29, 2026
Additional Position Information:
Background Check - An offer of employment is contingent on a satisfactory pre-employment background check.
Benefits - LSU offers outstanding benefits to eligible employees and their dependents including health, life, dental, and vision insurance; flexible spending accounts; retirement options; various leave options; paid holidays; wellness benefits; tuition exemption for qualified positions; training and development opportunities; employee discounts; and more!
Positions approved to work outside the State of Louisiana shall be employed through Louisiana State University’s partner, nextSource Workforce Solutions, for Employer of Record Services including but not limited to employment, benefits, payroll, and tax compliance. Positions employed through Employer of Record Services will be offered benefits and retirement as applicable through their provider and will not be eligible for State of Louisiana benefits and retirement.
Essential Position (Y/N):
LSU is an Equal Opportunity Employer.
All candidates must have valid U.S. work authorization at the time of hire and maintain that valid work authorization throughout employment. Changes in laws, regulations, or government policies may impact the university’s ability to employ individuals in certain positions.
HCM Contact Information:
For questions or concerns related to updating your application with attachments (e.g., resumes, RS:17 documents), date of birth, or reactivating applications, please contact the LSU Human Resources Management Office at 225-578-8200 or email HR@lsu.edu. For questions or concerns regarding the status of your application or salary ranges, please contact the department using the information provided in the Special Instructions section of this job posting.
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Get Access To All JobsTips for Finding J-1 Visa Sponsorship as a Compliance Associate
Align your training plan with compliance functions
Your DS-2019 training plan must map your daily tasks to specific compliance skills: regulatory research, audit support, or risk monitoring. Vague plans get rejected. Document each rotation with measurable outcomes before your designated sponsor finalizes the form.
Distinguish Intern from Trainee eligibility early
The J-1 Intern category requires current enrollment in a degree program. If you graduated within the last 12 months, you qualify as a Trainee instead. Applying under the wrong category forces your designated sponsor to restart the DS-2019 process.
Target host employers with existing compliance departments
Financial institutions, healthcare systems, and publicly traded companies maintain dedicated compliance teams and are accustomed to structured training arrangements. Use Migrate Mate to filter for Compliance Associate roles at employers with demonstrated J-1 hosting history.
Verify whether the 2-year home residency requirement applies
If your home country government funded your exchange or your field appears on the State Department's Exchange Visitor Skills List, you may face a 2-year residency requirement before switching to an H-1B visa or green card. Confirm your status before accepting an offer.
Request the host employer's training agreement before signing
Your host employer must co-sign the Training or Internship Placement Plan, known as form DS-7002. Ask for a draft before your offer letter is finalized so any disagreements about scope, duration, or supervision are resolved before your designated sponsor submits paperwork.
Check wage compliance against OFLC standards
J-1 Trainees must receive compensation commensurate with U.S. workers in the same role. Cross-reference your offered rate against the OFLC Wage Search for Compliance Associate positions in your target city before your training plan is countersigned.
Compliance Associate J-1 Visa: Frequently Asked Questions
Which J-1 program category fits a Compliance Associate role?
The J-1 Trainee category is the standard fit for post-degree professionals pursuing a Compliance Associate placement. It covers individuals with a degree plus at least one year of relevant experience, or five years of work experience in the field. Current students completing a compliance internship as part of their curriculum may qualify under the J-1 Intern category instead, provided the host employer integrates the placement into their degree program.
Who actually sponsors the J-1 visa for a compliance role?
Your visa sponsor is a U.S. Department of State-designated organization, not your employer. Organizations such as Cultural Vistas or AIPT issue the DS-2019 and monitor your program compliance throughout the placement. Your host employer, the company where you perform compliance work, is the host under the J-1 framework. The designated sponsor and the host employer are two separate entities with different legal responsibilities.
How do I find U.S. employers open to hosting a J-1 Compliance Associate?
Most compliance departments don't advertise J-1 hosting openly, so you need to search for roles where the employer has structured training programs or a history of international hires. Migrate Mate lets you search Compliance Associate positions filtered by employers aligned with J-1 sponsorship, which saves time compared to manually screening general job boards for hosting willingness.
Does the 2-year home residency requirement affect compliance professionals?
It can. If your home country's government funded any part of your education, if you received graduate medical training in the United States, or if your occupation appears on the State Department's Exchange Visitor Skills List, you may be subject to a 2-year home-country residency requirement after your J-1 ends. This matters if you plan to pursue an H-1B or employer-sponsored green card later, since you can't change status until the requirement is satisfied or waived.
What documents does my host employer need to provide for my J-1 training plan?
Your host employer must complete form DS-7002, the Training or Internship Placement Plan, which breaks your compliance rotation into phases with specific learning objectives, supervision details, and weekly hour commitments. The employer's authorized representative signs the DS-7002, and your designated sponsor reviews it before issuing the DS-2019. Gaps in the training plan, such as undefined supervisors or vague task descriptions, are a common reason designated sponsors delay or reject the application.