OPT Employee Relations Specialist Jobs
Employee Relations Specialist roles on OPT require strong interpersonal and HR compliance knowledge, making them a solid fit for students with degrees in human resources, labor relations, or business. Most positions qualify as specialty occupations under H-1B visa standards, which strengthens your path from OPT to long-term sponsorship.
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Get Access To All JobsWelcome! We’re excited you’re considering an opportunity with us! To apply to this position and be considered, click the Apply button located above this message and complete the application in full. Below, you’ll find other important information about this position.
Responsible for maintaining positive and effective employee/labor relations practices and support with assigned departments and effectively implement and oversee HR policies and procedures.
MINIMUM QUALIFICATIONS:
EDUCATION AND EXPERIENCE
-
Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and two years of professional Human Resources experience required.
-
OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and four years of professional Human Resources experience required.
PREFERRED QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
- Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.
Experience:
-
Experience with an emphasis in employee and/or labor relations.
-
Recent work experience in a healthcare setting preferred.
CORE DUTIES AND RESPONSIBILITIES: As an advocate for employees, company and departmental goals and initiatives, demonstrate knowledge of management and employee needs and apply that knowledge to create solutions.
-
Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee/labor relations. Assists and advises hospital and management staff on employee and labor relations issues.
-
Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale in accordance with the mission and values and sound administrative practices.
-
Assists in the preparation and review of arbitrations and other legal inquiries.
- Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Investigates employee issues/problems utilizing sound judgment consistent with organization policies including: harassment, working conditions, disciplinary actions, and employee and applicant appeals and grievances. According to circumstances, provides appropriate guidance to hospital management and individuals.
-
Advises and assists management staff in counseling, disciplining or terminating employees as a result of performance, behavior, and attendance actions.
-
Ensures required written corrective action forms are reviewed in Human Resources.
-
Assist management with grievance procedure.
-
Receives and reviews grievance statements and written responses.
-
Attends all 3rd level grievance meetings.
-
Protects the interest of employees and the organization in accordance with policies and procedures and governmental laws and regulations, and collective bargaining agreement.
-
Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Prepares and maintains employee handbook. Develops, reviews, and updates Hospital and Human Resources department policies and procedures as needed.
-
Serves as the HR representative on the Harassment Committee.
Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
-
Extended periods of sitting.
-
Extended periods of computer usage.
-
Required to walk to various areas throughout the departments or medical complex. This may require the use of elevators and/or stairs.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Standard, high volume office environment.
SKILLS AND ABILITIES:
-
Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources.
-
Must have an ability to organize and prioritize multiple projects.
-
Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.
-
Must have strong analytical and problem solving skills.
-
Must have ability to maintain high level of confidentiality.
-
Must have the ability to interface with management and employees at all levels of the organization.
Additional Job Description:
- CA
Scheduled Weekly Hours:
40
Shift:
Exempt/Non-Exempt:
United States of America (Exempt)
Company:
WH Wheeling Hospital Inc.
Cost Center:
560 WH HR
Address:
1 Medical Park Drive
Wheeling
West Virginia
Equal Opportunity Employer
West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.
Welcome! We’re excited you’re considering an opportunity with us! To apply to this position and be considered, click the Apply button located above this message and complete the application in full. Below, you’ll find other important information about this position.
Responsible for maintaining positive and effective employee/labor relations practices and support with assigned departments and effectively implement and oversee HR policies and procedures.
MINIMUM QUALIFICATIONS:
EDUCATION AND EXPERIENCE
-
Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and two years of professional Human Resources experience required.
-
OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and four years of professional Human Resources experience required.
PREFERRED QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
- Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.
Experience:
-
Experience with an emphasis in employee and/or labor relations.
-
Recent work experience in a healthcare setting preferred.
CORE DUTIES AND RESPONSIBILITIES: As an advocate for employees, company and departmental goals and initiatives, demonstrate knowledge of management and employee needs and apply that knowledge to create solutions.
-
Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee/labor relations. Assists and advises hospital and management staff on employee and labor relations issues.
-
Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale in accordance with the mission and values and sound administrative practices.
-
Assists in the preparation and review of arbitrations and other legal inquiries.
- Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Investigates employee issues/problems utilizing sound judgment consistent with organization policies including: harassment, working conditions, disciplinary actions, and employee and applicant appeals and grievances. According to circumstances, provides appropriate guidance to hospital management and individuals.
-
Advises and assists management staff in counseling, disciplining or terminating employees as a result of performance, behavior, and attendance actions.
-
Ensures required written corrective action forms are reviewed in Human Resources.
-
Assist management with grievance procedure.
-
Receives and reviews grievance statements and written responses.
-
Attends all 3rd level grievance meetings.
-
Protects the interest of employees and the organization in accordance with policies and procedures and governmental laws and regulations, and collective bargaining agreement.
-
Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
-
Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.
-
Prepares and maintains employee handbook. Develops, reviews, and updates Hospital and Human Resources department policies and procedures as needed.
-
Serves as the HR representative on the Harassment Committee.
Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
-
Extended periods of sitting.
-
Extended periods of computer usage.
-
Required to walk to various areas throughout the departments or medical complex. This may require the use of elevators and/or stairs.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Standard, high volume office environment.
SKILLS AND ABILITIES:
-
Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources.
-
Must have an ability to organize and prioritize multiple projects.
-
Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.
-
Must have strong analytical and problem solving skills.
-
Must have ability to maintain high level of confidentiality.
-
Must have the ability to interface with management and employees at all levels of the organization.
Additional Job Description:
- CA
Scheduled Weekly Hours:
40
Shift:
Exempt/Non-Exempt:
United States of America (Exempt)
Company:
WH Wheeling Hospital Inc.
Cost Center:
560 WH HR
Address:
1 Medical Park Drive
Wheeling
West Virginia
Equal Opportunity Employer
West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.
See all 39+ OPT Employee Relations Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Employee Relations Specialist Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as an Employee Relations Specialist
Target companies with active HR departments
Mid-size and large employers with dedicated HR teams are far more likely to sponsor than small businesses. Companies with formal employee relations functions have existing immigration infrastructure and understand the OPT-to-H-1B visa transition process.
Frame your degree as the qualifying credential
Employee Relations Specialist roles typically require a degree in human resources, industrial relations, or organizational behavior. Lead with your field of study when applying, since specialty occupation status depends on a direct connection between your degree and the role.
Document your STEM or non-STEM OPT timeline early
Standard OPT gives you 12 months. If your degree is not STEM-designated, plan your H-1B filing window carefully since you have less buffer time. Knowing your exact OPT end date shapes which roles and employers are realistic targets.
Ask about sponsorship history before your first interview
Research whether a company has sponsored H-1B petitions in the past. Employers familiar with the process are more likely to commit to future sponsorship. This also signals that you are serious and prepared, which builds employer confidence early.
Highlight labor law compliance experience in applications
Employee relations roles involve NLRA compliance, grievance handling, and workplace investigations. Demonstrating hands-on exposure to these areas, even through internships or coursework, strengthens your case as a specialist-level candidate worth sponsoring.
Use Migrate Mate to find OPT-friendly ER roles
Migrate Mate surfaces Employee Relations Specialist jobs from employers open to sponsoring international candidates. Filtering by OPT-friendly companies saves time and keeps your search focused on realistic opportunities before your authorization window closes.
Employee Relations Specialist OPT: Frequently Asked Questions
Does an Employee Relations Specialist role qualify as a specialty occupation for H-1B purposes?
Generally yes. Employee Relations Specialist positions that require a bachelor's degree or higher in human resources, labor relations, or a related field typically meet the specialty occupation standard. The key is that the employer's job description must state a specific degree requirement, not just a preference. Roles framed as general HR generalist positions without a defined degree requirement can face more scrutiny.
Can I work as an Employee Relations Specialist on OPT right after graduation?
Yes, as long as the role is directly related to your degree field. A human resources or organizational behavior graduate can work in employee relations under post-completion OPT. You must have an active EAD card before starting work, and the job must connect to your academic program. If your degree is STEM-designated, you may also be eligible for a 24-month STEM OPT extension.
Where can I find Employee Relations Specialist jobs open to OPT candidates?
Migrate Mate is built specifically for international students and F-1 OPT holders. It lists Employee Relations Specialist roles from employers who are open to sponsoring work visas, so you are not wasting applications on companies that will decline once they learn you need sponsorship. Searching through a general job board makes it harder to filter for sponsorship-friendly employers.
What happens to my OPT status if my Employee Relations Specialist job ends?
You enter a 60-day grace period, during which you can search for a new qualifying position, transfer to a different visa status, or prepare to depart the U.S. You cannot work during the grace period. If you secure a new employee relations role that qualifies under your degree, you can resume authorized employment. Staying under 90 days of unemployment during your total OPT period is critical to maintaining valid status.
Do Employee Relations Specialist roles in different industries have equal sponsorship potential?
No. Large corporations in finance, healthcare, technology, and manufacturing tend to have established HR departments and immigration budgets. Nonprofit organizations and small employers may have less experience with sponsorship and fewer resources to cover legal costs. Focusing on employers with 500 or more employees and a history of H-1B filings gives you a stronger foundation for long-term work authorization beyond OPT.