OPT Healthcare Assistant Jobs
Healthcare Assistant jobs on OPT are available at hospitals, outpatient clinics, and long-term care facilities. STEM OPT extension does not apply to this role, so a 12-month OPT timeline is standard. Many employers in healthcare are familiar with work authorization requirements and regularly hire international graduates.
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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 24,379+ OPT Healthcare Assistant Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Healthcare Assistant Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as a Healthcare Assistant
Target employers with existing OPT infrastructure
Large hospital systems and multi-site clinic networks hire international graduates regularly and have HR teams familiar with I-20 verification and OPT authorization. Smaller private practices may be less experienced with the process and require more upfront explanation.
Have your EAD card ready before your start date
Healthcare employers are required to complete I-9 verification before you begin work. Your Employment Authorization Document must be valid on day one. Do not accept a verbal offer without confirming your EAD will arrive before your scheduled start date.
Confirm your role qualifies as related to your degree
USCIS requires OPT employment to be directly related to your field of study. A Healthcare Assistant role must connect to your degree program, whether that is health sciences, nursing, biology, or a related field. Document this connection clearly in your records.
Communicate your OPT timeline early in the process
Most Healthcare Assistant positions are full-time and long-term. Raising your OPT expiration date during the offer stage, rather than after, gives employers time to evaluate H-1B visa sponsorship or other options before your authorization runs out.
Ask directly about H-1B sponsorship during interviews
Not all healthcare employers sponsor H-1B visas, and this role is not STEM-eligible for a 24-month extension. Knowing a potential employer's sponsorship stance before accepting an offer prevents a difficult conversation six months into the job.
Report all employment changes to your DSO immediately
OPT requires reporting any change in employer, position, or hours to your Designated School Official within 10 days. Healthcare roles sometimes involve shift changes or facility transfers. Keep your SEVIS record current to stay in lawful status.
Healthcare Assistant OPT: Frequently Asked Questions
Can I work as a Healthcare Assistant on OPT?
Yes, provided the role is directly related to your field of study. If your degree is in health sciences, nursing, public health, or a similar discipline, a Healthcare Assistant position generally satisfies that requirement. You should document the connection between your coursework and your job duties and be prepared to explain it to your DSO or a future H-1B sponsor.
Does a Healthcare Assistant role qualify for the STEM OPT extension?
No. The 24-month STEM OPT extension is only available to graduates of STEM-designated programs, and healthcare assisting is not on the STEM Designated Degree Program List. You will have 12 months of OPT authorization. Planning ahead for H-1B sponsorship or an alternative visa pathway before your OPT expires is important in this field.
Do healthcare employers typically sponsor H-1B visas for this role?
It varies significantly. Large hospital systems, academic medical centers, and hospital networks affiliated with universities are more likely to have established H-1B sponsorship programs. Smaller clinics and private practices often do not. The best approach is to ask directly during the interview process and prioritize employers with a documented history of sponsoring international employees.
Where can I find Healthcare Assistant jobs that are open to OPT candidates?
Migrate Mate is built specifically for F-1 OPT students and filters jobs by visa sponsorship and work authorization compatibility. Searching on Migrate Mate lets you focus on employers already open to OPT candidates rather than spending time on applications where your authorization will disqualify you before the first interview.
What happens to my OPT status if I change healthcare employers?
You can change employers on OPT, but you must report the change to your DSO within 10 days and update your SEVIS record. Your EAD remains valid for the authorized period regardless of employer. However, your new role must still be related to your degree, and any gap in qualifying employment of 90 days or more can affect your OPT status.