OPT Chief People Officer Jobs
Chief People Officer jobs on OPT are rare but not impossible. Most CPO roles require 15-plus years of HR leadership experience, which makes them a realistic target only for students on STEM OPT extensions. Employers filing H-1B visa or O-1 visa petitions for executive HR roles do exist, particularly at high-growth startups and mid-size tech companies.
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The People Partner provides human resources support to managers and employees in designated segments in one or more Assurant Lines of businesses (LOB) focusing on the employee experience, enabling business outcomes, and using data to help make solid business decisions.
The People Partner, in partnership with the People Business Partner, provides comprehensive and consistent coaching and counseling services to employees and managers on performance and conduct/behavioral related challenges; answering questions and listening to concerns about the workplace and jobs. The Partner will also work with the Business Partner to assist the LOB in identifying people and talent needs in the organization through the application of talent program and processes.
The People Partner may be involved in requests to investigate situations that may require investigation or have a sense of urgency to resolve. Those requests may come from employees, managers, Legal, the People Experience Center etc. In addition, the People Partner will proactively work with People Business Partners, managers & leaders in the People Experience center, providing insights and trends that impact the achievement of business results.
The feedback and coaching provided by the People Partner will model and reinforce the learnings of Success in Leading Employees to enable managers to leverage their discretion in judgment to determine the most appropriate course of action while continuing to focus on the employee experience. To this end he or she will promote The Assurant Way in their approach to policies, procedures, and practices to minimize risk to the company.
Creating and maintaining strong relationships will be critical to success as the People Partner will serve as a key resource to managers and People Business partners. In this capacity the People Partner may provide training to managers on topics that will enhance engagement or provide greater insights into management of people resources to support business objectives. Relationships with the other COE’s in the People Organization such as Talent Acquisition and the People Experience Center, will be vital to the success of this role.
This role espouses the vision of the People Organization by:
- Putting people first
- Helping our employees realize their potential
- Empowering our employees to do their best work
- Embedding Diversity Equity and Inclusion in all that we do
Living The Assurant Commitments in all that we do
What will my duties and responsibilities be in this job?
The People Partner, focusing on the employee experience, provides proactive and reactive coaching and consultative human resources advice and services to all employees of Assurant in their designated business unit from intake to resolution. This coaching and advice is centered around and leverages the core learnings of Success in Leading Employees (i.e. StAR/StAR-AR, GROW) as they counsel on Performance Development and Performance Improvement situations. They will build and maintain strong working relationships with Managers and with the People Business Partners for their client group.
- Provides hiring & staffing assistance such as interviewing, assessing and selection to managers as needed. Including effective compensation management and development of job descriptions for needed positions.
- Works with managers in client group in their efforts around Employee Engagement that could include action planning, team meetings and follow-up to ensure closure on plans.
- Provides performance coaching and advice which may include participation in meetings with employees and managers.
- Provides advice on policy interpretation with the focus on advising managers to always use their judgment and discretion. The Partner will leverage the Success in Leading Employees information in their interactions with managers and promote the use of this information to the Managers.
- Provides education and training to managers as needed in areas such as FMLA, Union Avoidance, Wage and Hour, Accommodations etc. Collaboratively makes decisions about training needed by consulting with managers, Legal and/or People Business Partner.
- Performs consultation responsibilities to assist managers & leaders in the termination process whether a reduction in force or a voluntary or involuntary termination including participating in any termination meeting with employees.
- Facilitates the end-to-end process of the reduction in force in consultation with the People Business Partner and Business leadership. This will include the assessment of talent, notification to impacted associates and continued support to those employees after notification.
- Performs more routine inquiries, research or investigation into issues raised by employees, managers, or other sources.
- Participates in additional projects as identified by the People Organization leadership.
The People Partner leverages NeoCase/ ERIN, to document and manage the types of situations that come to them from managers and employees. The Partner will use multiple tools (Workday, Peakon, ERIN, etc.) to mine data for their client groups and use the analytics to drive performance in the organization. In addition, the Partner will recommend updates and suggestions to the content in the Knowledgebase and in the analytics that will improve the content available to them and to the managers.
The People Partner will develop and maintain relationships with members of the People Experience Center team to expedite and ensure that employee and manager concerns or requests which have been escalated are responded to in a timely, consistent, and accurate manner as well as documented appropriately.
What are the requirements needed for this position?
- Bachelor’s degree in a related area with a minimum of 1 year of experience in an HR professional role or a minimum of 4 years’ experience in an HR professional role or managing people. Experience must include coaching and advising all levels of employees in areas such as performance, organizational change, employee engagement, working relationships.
- Knowledge of employment law at the federal and state level (FMLA, ADA, FLSA, Title VII, EEO and other applicable employment related laws)
What other skills/experience would be helpful to have?
- Strong analytical and problem-solving skills desired.
- Certification as PHR, SPHR or SHRM CP or SCP preferred
- Experience in handling employee related investigations and writing report summaries
- Minimum of 1 year HR support for a workforce of a minimum of 250 employees.
Pay Range
$74,600.00 - $124,700.00
If no application deadline is provided, this role may be a pipeline requisition, and we'll continue to collect applications on an ongoing basis, or there is no requirement for this information in the location where the role is posted.
Any posted pay range considers a wide range of compensation factors, including candidate background, experience, and work location, while also allowing for salary growth within the position.
Helping People Thrive in a Connected World
Connect with us. Bring us your best work and your brightest ideas. And we’ll bring you a place where you can thrive. Learn more at jobs.assurant.com.
What’s the culture like at Assurant?
Our unique culture is a big reason why talented people choose Assurant. Named a Best/Great Place to Work in 14 countries and awarded the Fortune America’s Most Innovative Companies recognition, we bring together top talent around the world. Although we have a wide variety of skills and experiences, we share common characteristics that are uniquely Assurant. A passion for service. An ability to innovate in practical ways. And a willingness to take chances. We call our culture The Assurant Way.
Company Overview
Assurant is a leading global business services company that supports, protects, and connects major consumer purchases. A Fortune 500 company with a presence in 21 countries, Assurant supports the advancement of the connected world by partnering with the world’s leading brands to develop innovative solutions and deliver an enhanced customer experience through mobile device solutions, extended service contracts, vehicle protection services, renters insurance, lender-placed insurance products, and other specialty products.
AI and Biometric Usage
Assurant supports the responsible use of Artificial Intelligence (AI), but we want to know the real you. Visit our AI Usage Guidelines page to understand what we expect from applicants regarding their use of AI during the application process. Since we would like to know the real you, we require that all of our virtual interviews be conducted on video.
Employment is contingent upon completion of a required identity verification process, which may include biometric technology, where permitted by applicable law and subject to applicable notice and consent requirements. See our Privacy Notice to learn about Assurant’s privacy practices, including our use of AI-enabled technology, automated decision making, and biometric information.
Equal Opportunity Statement
Assurant is an Equal Employment Opportunity employer and does not use or consider race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by federal, state, or local law in employment decisions.
Job Scam Alert
Please be aware that during Assurant's application process, we will never ask for personal information such as your Social Security number, bank account details, or passwords.
Overview of Position
The People Partner provides human resources support to managers and employees in designated segments in one or more Assurant Lines of businesses (LOB) focusing on the employee experience, enabling business outcomes, and using data to help make solid business decisions.
The People Partner, in partnership with the People Business Partner, provides comprehensive and consistent coaching and counseling services to employees and managers on performance and conduct/behavioral related challenges; answering questions and listening to concerns about the workplace and jobs. The Partner will also work with the Business Partner to assist the LOB in identifying people and talent needs in the organization through the application of talent program and processes.
The People Partner may be involved in requests to investigate situations that may require investigation or have a sense of urgency to resolve. Those requests may come from employees, managers, Legal, the People Experience Center etc. In addition, the People Partner will proactively work with People Business Partners, managers & leaders in the People Experience center, providing insights and trends that impact the achievement of business results.
The feedback and coaching provided by the People Partner will model and reinforce the learnings of Success in Leading Employees to enable managers to leverage their discretion in judgment to determine the most appropriate course of action while continuing to focus on the employee experience. To this end he or she will promote The Assurant Way in their approach to policies, procedures, and practices to minimize risk to the company.
Creating and maintaining strong relationships will be critical to success as the People Partner will serve as a key resource to managers and People Business partners. In this capacity the People Partner may provide training to managers on topics that will enhance engagement or provide greater insights into management of people resources to support business objectives. Relationships with the other COE’s in the People Organization such as Talent Acquisition and the People Experience Center, will be vital to the success of this role.
This role espouses the vision of the People Organization by:
- Putting people first
- Helping our employees realize their potential
- Empowering our employees to do their best work
- Embedding Diversity Equity and Inclusion in all that we do
Living The Assurant Commitments in all that we do
What will my duties and responsibilities be in this job?
The People Partner, focusing on the employee experience, provides proactive and reactive coaching and consultative human resources advice and services to all employees of Assurant in their designated business unit from intake to resolution. This coaching and advice is centered around and leverages the core learnings of Success in Leading Employees (i.e. StAR/StAR-AR, GROW) as they counsel on Performance Development and Performance Improvement situations. They will build and maintain strong working relationships with Managers and with the People Business Partners for their client group.
- Provides hiring & staffing assistance such as interviewing, assessing and selection to managers as needed. Including effective compensation management and development of job descriptions for needed positions.
- Works with managers in client group in their efforts around Employee Engagement that could include action planning, team meetings and follow-up to ensure closure on plans.
- Provides performance coaching and advice which may include participation in meetings with employees and managers.
- Provides advice on policy interpretation with the focus on advising managers to always use their judgment and discretion. The Partner will leverage the Success in Leading Employees information in their interactions with managers and promote the use of this information to the Managers.
- Provides education and training to managers as needed in areas such as FMLA, Union Avoidance, Wage and Hour, Accommodations etc. Collaboratively makes decisions about training needed by consulting with managers, Legal and/or People Business Partner.
- Performs consultation responsibilities to assist managers & leaders in the termination process whether a reduction in force or a voluntary or involuntary termination including participating in any termination meeting with employees.
- Facilitates the end-to-end process of the reduction in force in consultation with the People Business Partner and Business leadership. This will include the assessment of talent, notification to impacted associates and continued support to those employees after notification.
- Performs more routine inquiries, research or investigation into issues raised by employees, managers, or other sources.
- Participates in additional projects as identified by the People Organization leadership.
The People Partner leverages NeoCase/ ERIN, to document and manage the types of situations that come to them from managers and employees. The Partner will use multiple tools (Workday, Peakon, ERIN, etc.) to mine data for their client groups and use the analytics to drive performance in the organization. In addition, the Partner will recommend updates and suggestions to the content in the Knowledgebase and in the analytics that will improve the content available to them and to the managers.
The People Partner will develop and maintain relationships with members of the People Experience Center team to expedite and ensure that employee and manager concerns or requests which have been escalated are responded to in a timely, consistent, and accurate manner as well as documented appropriately.
What are the requirements needed for this position?
- Bachelor’s degree in a related area with a minimum of 1 year of experience in an HR professional role or a minimum of 4 years’ experience in an HR professional role or managing people. Experience must include coaching and advising all levels of employees in areas such as performance, organizational change, employee engagement, working relationships.
- Knowledge of employment law at the federal and state level (FMLA, ADA, FLSA, Title VII, EEO and other applicable employment related laws)
What other skills/experience would be helpful to have?
- Strong analytical and problem-solving skills desired.
- Certification as PHR, SPHR or SHRM CP or SCP preferred
- Experience in handling employee related investigations and writing report summaries
- Minimum of 1 year HR support for a workforce of a minimum of 250 employees.
Pay Range
$74,600.00 - $124,700.00
If no application deadline is provided, this role may be a pipeline requisition, and we'll continue to collect applications on an ongoing basis, or there is no requirement for this information in the location where the role is posted.
Any posted pay range considers a wide range of compensation factors, including candidate background, experience, and work location, while also allowing for salary growth within the position.
Helping People Thrive in a Connected World
Connect with us. Bring us your best work and your brightest ideas. And we’ll bring you a place where you can thrive. Learn more at jobs.assurant.com.
What’s the culture like at Assurant?
Our unique culture is a big reason why talented people choose Assurant. Named a Best/Great Place to Work in 14 countries and awarded the Fortune America’s Most Innovative Companies recognition, we bring together top talent around the world. Although we have a wide variety of skills and experiences, we share common characteristics that are uniquely Assurant. A passion for service. An ability to innovate in practical ways. And a willingness to take chances. We call our culture The Assurant Way.
Company Overview
Assurant is a leading global business services company that supports, protects, and connects major consumer purchases. A Fortune 500 company with a presence in 21 countries, Assurant supports the advancement of the connected world by partnering with the world’s leading brands to develop innovative solutions and deliver an enhanced customer experience through mobile device solutions, extended service contracts, vehicle protection services, renters insurance, lender-placed insurance products, and other specialty products.
AI and Biometric Usage
Assurant supports the responsible use of Artificial Intelligence (AI), but we want to know the real you. Visit our AI Usage Guidelines page to understand what we expect from applicants regarding their use of AI during the application process. Since we would like to know the real you, we require that all of our virtual interviews be conducted on video.
Employment is contingent upon completion of a required identity verification process, which may include biometric technology, where permitted by applicable law and subject to applicable notice and consent requirements. See our Privacy Notice to learn about Assurant’s privacy practices, including our use of AI-enabled technology, automated decision making, and biometric information.
Equal Opportunity Statement
Assurant is an Equal Employment Opportunity employer and does not use or consider race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by federal, state, or local law in employment decisions.
Job Scam Alert
Please be aware that during Assurant's application process, we will never ask for personal information such as your Social Security number, bank account details, or passwords.
See all 446+ OPT Chief People Officer Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Chief People Officer Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship in Chief People Officer
Target companies in active growth phases
Startups scaling from 50 to 500 employees often need to build their people function from scratch. These companies are more open to sponsoring a CPO who brings immediate strategic value and can own talent architecture end to end.
Position yourself as a revenue-adjacent executive
Sponsoring executives is easier to justify when the role ties directly to business outcomes. Frame your people strategy work around retention metrics, hiring velocity, and organizational design that reduced costs or accelerated growth in measurable ways.
Pursue O-1A as your primary visa path
CPOs with industry recognition, published work, or board-level advisory roles may qualify for O-1A status. This visa has no lottery and no annual cap, making it a more reliable sponsorship target for senior HR executives than H-1B visa.
Build board-level and investor network visibility
Many CPO roles are filled through board referrals and VC networks, not job postings. Engaging with investors and founders who are actively scaling companies increases your chances of being considered before a role is ever publicly listed.
Document your STEM OPT extension eligibility early
A 24-month STEM extension gives employers three full years of OPT-authorized work, which reduces urgency around H-1B lottery timing. Confirm your degree qualifies under the STEM designated degree program list and file the extension before your initial OPT expires.
Engage HR executive search firms that work with international talent
Retained executive search consultants often know which clients are willing to sponsor visas. Building relationships with CHRO-focused recruiters who have placed international executives before puts you in front of the right decision-makers at the right time.
Chief People Officer OPT: Frequently Asked Questions
Can an F-1 OPT student realistically get hired as a Chief People Officer?
Yes, but it requires substantial prior HR leadership experience and the right employer profile. Most CPO hires come from candidates with over a decade of progressive HR experience. OPT students who have held VP or Director-level HR roles before or during their degree program are the most competitive. High-growth startups are the most common path, as they prioritize capability over visa status more than large enterprises do.
Which visa does an employer typically sponsor for a CPO role after OPT ends?
H-1B is the most common post-OPT sponsorship path, but CPOs with a strong profile should also explore O-1A. The O-1A is designed for individuals with extraordinary ability, and senior HR executives who have led large organizations, received industry recognition, or contributed significantly to their field often meet the criteria. O-1A has no lottery, making it a more predictable option than H-1B.
Does a Chief People Officer role qualify as a specialty occupation for H-1B purposes?
Generally yes, provided the role requires a bachelor's degree or higher in a specific field such as human resources, organizational psychology, or business administration. USCIS evaluates each petition individually. CPO roles at larger organizations with complex people strategy functions are stronger candidates for specialty occupation classification than generalist HR roles at smaller firms.
How can I find Chief People Officer jobs that are open to OPT sponsorship?
Migrate Mate is built specifically for international students and filters for employers willing to sponsor work visas, including for senior roles. Searching there focuses your effort on companies that have already demonstrated openness to sponsorship rather than cold-applying to roles where visa status may disqualify you early in the process.
Does my academic background affect my eligibility for a CPO role on OPT?
Yes. Your OPT must be directly related to your degree program. A CPO role is most defensible on OPT if your degree is in human resources, industrial-organizational psychology, organizational behavior, or business administration. If your degree is in an unrelated field, your DSO may flag the connection as insufficient, and H-1B specialty occupation arguments become harder to make later.