OPT Healthcare Analyst Jobs
Healthcare Analyst jobs are a strong fit for F-1 OPT students with degrees in health informatics, public health, or data analytics. Most roles qualify as STEM OPT extensions, giving you up to three years of work authorization. Employers in hospital systems, consulting firms, and health tech companies actively hire OPT candidates for these positions.
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Get Access To All JobsLocation Address:
9521 San Mateo NE Albuquerque, NM 87113-2237
Compensation Pay Range:
Minimum Offer $0.00 Maximum Offer $0.00
Now Hiring: Healthcare Talent Advisor (hybrid)
Summary
Presbyterian Healthcare Services (PHS) seeks a consultative, relationship-driven professional to serve as its next Talent Advisor. This role is an opportunity to move beyond transactional recruiting and become a trusted workforce consultant to leaders across the organization.
As competition for talent continues to intensify, Presbyterian is committed to a talent acquisition model that emphasizes workforce planning, strategic partnership, market intelligence, candidate experience, and data-driven decision making. The Talent Advisor serves as the primary point of contact for hiring leaders throughout the recruitment lifecycle, providing guidance on talent availability, compensation, sourcing strategy, selection processes, and retention planning.
The successful candidate will combine strong relationship-building capabilities, analytical thinking, and recruiting expertise with a passion for helping leaders build high-performing teams that support Presbyterian's mission, values, and long-term workforce strategy.
Work Arrangement
Hybrid: For individuals within 60 miles of Albuquerque, in-office presence is required Tuesday through Thursday.
Type of Opportunity: Full time
Job Exempt: Yes
Job is based: Reverend Hugh Cooper Administrative Center
Work Shift: Days (United States of America)
Responsibilities:
Strategic Talent Consultation
- Serve as a trusted advisor to hiring leaders throughout the recruitment lifecycle.
- Conduct intake and workforce planning discussions to understand business needs, team dynamics, success profiles, and talent requirements.
- Develop customized recruitment plans for each position in partnership with hiring leaders.
- Consult with managers on market conditions, talent availability, sourcing strategies, interview processes, and selection decisions.
- Advise leadership on compensation positioning, salary placement, internal equity, and market competitiveness in collaboration with Compensation.
- Provide workforce planning recommendations that align with business objectives and talent market realities.
Full-Cycle Recruitment Leadership
- Coordinate the recruitment, interview, selection, and hiring process in compliance with organizational policies, procedures, and affirmative action guidelines.
- Source, screen, interview, and evaluate qualified candidates for open positions.
- Facilitate candidate presentations, interview coordination, feedback collection, and hiring decisions.
- Support offer development, negotiation, and execution in partnership with Compensation and hiring leaders.
- Ensure a seamless candidate experience from initial engagement through onboarding.
Talent Sourcing & Recruitment Marketing
- Develop proactive sourcing strategies to identify active and passive candidates.
- Partner with recruitment advertising vendors to design and execute sourcing campaigns.
- Assist with development of local, regional, and national recruitment marketing initiatives.
- Support creation and placement of print, digital, social media, and web-based job advertisements.
- Build talent pipelines for current and future workforce needs.
- Leverage networking, referrals, professional organizations, and community partnerships to attract talent.
Workforce Analytics & Market Intelligence
- Monitor talent acquisition metrics including:
- Time-to-fill
- Candidate flow
- Source effectiveness
- Offer acceptance rates
- Offer declines related to compensation
- Vacancy trends
- Analyze recruiting data and labor market trends to identify opportunities and risks.
- Provide regular reporting and workforce insights to hiring leaders and HR partners.
- Make recommendations that improve recruitment effectiveness and workforce planning outcomes.
Retention & Workforce Planning
- Partner with hiring leaders and HR leadership to develop retention strategies for critical workforce segments.
- Identify workforce trends, turnover risks, and opportunities to improve employee retention.
- Collaborate with operational leaders to develop programs that attract, engage, and retain talent.
- Support long-term workforce planning initiatives through talent market research and forecasting.
Employer Branding & Community Engagement
- Represent Presbyterian Healthcare Services at local, regional, and national recruitment events.
- Build relationships with colleges, universities, workforce development organizations, and professional associations.
- Develop and coordinate campus recruitment and visitation plans.
- Serve as a brand ambassador for Presbyterian in the marketplace.
- Support employer branding initiatives that strengthen Presbyterian's reputation as an employer of choice.
Education & Stakeholder Support
- Deliver training and education to hiring managers and HR partners regarding recruitment processes, interview best practices, compensation guidelines, and workforce trends.
- Educate managers regarding job profiles, qualifications, and market competitiveness.
- Provide recommendations when minimum qualifications or job requirements create recruitment challenges.
- Participate in committees, task forces, and workforce-related projects representing Talent Acquisition and Human Resources.
Continuous Improvement & Innovation
- Continually evaluate and recommend new recruitment, sourcing, retention, and candidate engagement strategies.
- Identify opportunities to improve recruiting effectiveness, process efficiency, and hiring outcomes.
- Research industry best practices and incorporate innovative approaches into talent acquisition strategies.
- Support enterprise workforce initiatives that improve organizational effectiveness and talent outcomes.
Qualifications
Education
- Bachelor's degree in Business, Healthcare Administration, Human Resources, Marketing, Communications, or a related field required.
- An equivalent combination of education and six years of relevant experience may be considered in lieu of a degree.
Experience
- Two to four years of recruiting, talent acquisition, staffing, workforce planning, or human resources experience.
- Experience managing full-cycle recruitment processes.
- Demonstrated success partnering with hiring leaders and influencing hiring decisions.
- Experience supporting compensation discussions, workforce planning, or talent analytics preferred.
- Healthcare recruitment experience strongly preferred.
All benefits-eligible Presbyterian employees receive a comprehensive benefits package that includes medical, dental, vision, short-term and long-term disability, group term life insurance and other optional voluntary benefits.
Wellness
Presbyterian's Employee Wellness rewards program is designed to provide you with engaging opportunities to enhance your health and activate your well-being. Earn gift cards and more by taking an active role in our personal well-being by participating in wellness activities like wellness challenges, webinars, preventive screening and more.
Why work at Presbyterian?
As an organization, we are committed to improving the health of our communities. From hosting growers' markets to partnering with local communities, Presbyterian is taking active steps to improve the health of New Mexicans.
About Presbyterian Healthcare Services
Presbyterian exists to improve the health of patients, members, and the communities we serve. We are locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1600 providers and nearly 4,700 nurses.
Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.
AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.
We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services
Location Address:
9521 San Mateo NE Albuquerque, NM 87113-2237
Compensation Pay Range:
Minimum Offer $0.00 Maximum Offer $0.00
Now Hiring: Healthcare Talent Advisor (hybrid)
Summary
Presbyterian Healthcare Services (PHS) seeks a consultative, relationship-driven professional to serve as its next Talent Advisor. This role is an opportunity to move beyond transactional recruiting and become a trusted workforce consultant to leaders across the organization.
As competition for talent continues to intensify, Presbyterian is committed to a talent acquisition model that emphasizes workforce planning, strategic partnership, market intelligence, candidate experience, and data-driven decision making. The Talent Advisor serves as the primary point of contact for hiring leaders throughout the recruitment lifecycle, providing guidance on talent availability, compensation, sourcing strategy, selection processes, and retention planning.
The successful candidate will combine strong relationship-building capabilities, analytical thinking, and recruiting expertise with a passion for helping leaders build high-performing teams that support Presbyterian's mission, values, and long-term workforce strategy.
Work Arrangement
Hybrid: For individuals within 60 miles of Albuquerque, in-office presence is required Tuesday through Thursday.
Type of Opportunity: Full time
Job Exempt: Yes
Job is based: Reverend Hugh Cooper Administrative Center
Work Shift: Days (United States of America)
Responsibilities:
Strategic Talent Consultation
- Serve as a trusted advisor to hiring leaders throughout the recruitment lifecycle.
- Conduct intake and workforce planning discussions to understand business needs, team dynamics, success profiles, and talent requirements.
- Develop customized recruitment plans for each position in partnership with hiring leaders.
- Consult with managers on market conditions, talent availability, sourcing strategies, interview processes, and selection decisions.
- Advise leadership on compensation positioning, salary placement, internal equity, and market competitiveness in collaboration with Compensation.
- Provide workforce planning recommendations that align with business objectives and talent market realities.
Full-Cycle Recruitment Leadership
- Coordinate the recruitment, interview, selection, and hiring process in compliance with organizational policies, procedures, and affirmative action guidelines.
- Source, screen, interview, and evaluate qualified candidates for open positions.
- Facilitate candidate presentations, interview coordination, feedback collection, and hiring decisions.
- Support offer development, negotiation, and execution in partnership with Compensation and hiring leaders.
- Ensure a seamless candidate experience from initial engagement through onboarding.
Talent Sourcing & Recruitment Marketing
- Develop proactive sourcing strategies to identify active and passive candidates.
- Partner with recruitment advertising vendors to design and execute sourcing campaigns.
- Assist with development of local, regional, and national recruitment marketing initiatives.
- Support creation and placement of print, digital, social media, and web-based job advertisements.
- Build talent pipelines for current and future workforce needs.
- Leverage networking, referrals, professional organizations, and community partnerships to attract talent.
Workforce Analytics & Market Intelligence
- Monitor talent acquisition metrics including:
- Time-to-fill
- Candidate flow
- Source effectiveness
- Offer acceptance rates
- Offer declines related to compensation
- Vacancy trends
- Analyze recruiting data and labor market trends to identify opportunities and risks.
- Provide regular reporting and workforce insights to hiring leaders and HR partners.
- Make recommendations that improve recruitment effectiveness and workforce planning outcomes.
Retention & Workforce Planning
- Partner with hiring leaders and HR leadership to develop retention strategies for critical workforce segments.
- Identify workforce trends, turnover risks, and opportunities to improve employee retention.
- Collaborate with operational leaders to develop programs that attract, engage, and retain talent.
- Support long-term workforce planning initiatives through talent market research and forecasting.
Employer Branding & Community Engagement
- Represent Presbyterian Healthcare Services at local, regional, and national recruitment events.
- Build relationships with colleges, universities, workforce development organizations, and professional associations.
- Develop and coordinate campus recruitment and visitation plans.
- Serve as a brand ambassador for Presbyterian in the marketplace.
- Support employer branding initiatives that strengthen Presbyterian's reputation as an employer of choice.
Education & Stakeholder Support
- Deliver training and education to hiring managers and HR partners regarding recruitment processes, interview best practices, compensation guidelines, and workforce trends.
- Educate managers regarding job profiles, qualifications, and market competitiveness.
- Provide recommendations when minimum qualifications or job requirements create recruitment challenges.
- Participate in committees, task forces, and workforce-related projects representing Talent Acquisition and Human Resources.
Continuous Improvement & Innovation
- Continually evaluate and recommend new recruitment, sourcing, retention, and candidate engagement strategies.
- Identify opportunities to improve recruiting effectiveness, process efficiency, and hiring outcomes.
- Research industry best practices and incorporate innovative approaches into talent acquisition strategies.
- Support enterprise workforce initiatives that improve organizational effectiveness and talent outcomes.
Qualifications
Education
- Bachelor's degree in Business, Healthcare Administration, Human Resources, Marketing, Communications, or a related field required.
- An equivalent combination of education and six years of relevant experience may be considered in lieu of a degree.
Experience
- Two to four years of recruiting, talent acquisition, staffing, workforce planning, or human resources experience.
- Experience managing full-cycle recruitment processes.
- Demonstrated success partnering with hiring leaders and influencing hiring decisions.
- Experience supporting compensation discussions, workforce planning, or talent analytics preferred.
- Healthcare recruitment experience strongly preferred.
All benefits-eligible Presbyterian employees receive a comprehensive benefits package that includes medical, dental, vision, short-term and long-term disability, group term life insurance and other optional voluntary benefits.
Wellness
Presbyterian's Employee Wellness rewards program is designed to provide you with engaging opportunities to enhance your health and activate your well-being. Earn gift cards and more by taking an active role in our personal well-being by participating in wellness activities like wellness challenges, webinars, preventive screening and more.
Why work at Presbyterian?
As an organization, we are committed to improving the health of our communities. From hosting growers' markets to partnering with local communities, Presbyterian is taking active steps to improve the health of New Mexicans.
About Presbyterian Healthcare Services
Presbyterian exists to improve the health of patients, members, and the communities we serve. We are locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1600 providers and nearly 4,700 nurses.
Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.
AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.
We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services
See all 24,376+ OPT Healthcare Analyst Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Healthcare Analyst Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as a Healthcare Analyst
Lead with your STEM OPT eligibility
Healthcare Analyst roles frequently fall under CIP codes tied to health informatics or data analytics, qualifying for the 24-month STEM extension. Confirm your degree's CIP code with your DSO before applying so you can communicate your full three-year authorization window confidently to employers.
Target employers already familiar with OPT
Hospital networks, health insurance companies, and healthcare consulting firms file OPT and H-1B visa paperwork regularly. Prioritizing organizations with existing immigration infrastructure reduces the friction of explaining work authorization and increases your chances of getting through the screening process intact.
Quantify your analytical work with health data
Hiring managers respond to specifics. Mention the size of patient datasets you worked with, tools like SQL or Tableau you applied, and measurable outcomes from your analysis. Concrete healthcare data experience signals readiness for the role and offsets any hesitation about your OPT timeline.
Address OPT proactively but concisely
In early conversations, state your authorization clearly: authorized to work for three years with STEM OPT, H-1B sponsorship needed thereafter. Avoid over-explaining. Most healthcare employers who have hired OPT workers before only need to hear the timeline once to move forward.
Build familiarity with healthcare compliance frameworks
Roles involving patient data almost always require HIPAA knowledge. Demonstrating awareness of compliance requirements in your resume and interviews signals that you can contribute immediately without a long onboarding ramp, which directly addresses the productivity concern employers have about shorter-term hires.
Apply early relative to your OPT start date
Healthcare organizations, especially large hospital systems, move slowly through hiring. Starting your search 60 to 90 days before your OPT authorization begins gives hiring teams enough runway to complete interviews and onboarding without feeling rushed by your work authorization start date.
Healthcare Analyst OPT: Frequently Asked Questions
Do Healthcare Analyst jobs qualify for the STEM OPT extension?
Many do, but it depends on your degree's CIP code rather than the job title itself. Degrees in health informatics, biostatistics, public health data science, and applied data analytics commonly qualify. Confirm your CIP code with your DSO and verify that the employer is E-Verify enrolled, which is required for the 24-month STEM extension.
How do I find Healthcare Analyst roles that are open to OPT candidates?
Migrate Mate filters job listings specifically for OPT and visa sponsorship eligibility, so you're not wasting time on roles that exclude international candidates. Search Healthcare Analyst positions on Migrate Mate to find employers who have indicated willingness to work with F-1 OPT students and sponsor H-1B visas for the right candidate.
What types of employers hire Healthcare Analysts on OPT?
Hospital systems, health insurance payers, pharmacy benefit managers, public health agencies, and healthcare consulting firms all hire Healthcare Analysts and have varying degrees of OPT familiarity. Larger organizations and consulting firms tend to have established immigration processes. Government contractors and nonprofits in the public health space also hire OPT students, though their H-1B sponsorship track record varies.
Is a Healthcare Analyst role considered a specialty occupation for H-1B purposes?
Generally yes, when the role requires applying analytical or quantitative methods to health data and a bachelor's degree in a specific field is a genuine job requirement. Roles that accept any bachelor's degree regardless of field carry more risk. To strengthen the case, the job description should specify a field like health informatics, statistics, or a clinical discipline as a requirement.
Can I work as a Healthcare Analyst while on pre-completion OPT during my degree?
Yes, with restrictions. Pre-completion OPT limits you to part-time work of 20 hours or fewer per week during the academic term. Post-completion OPT removes that restriction. Most Healthcare Analyst positions are full-time, so the practical path for most students is applying for post-completion OPT and lining up a full-time role to begin after graduation.