OPT Healthcare Operations Manager Jobs
Healthcare Operations Manager jobs are a strong fit for F-1 OPT students with degrees in health administration, public health, or business. Most roles qualify as STEM-adjacent under business operations classifications, and many large hospital systems and health networks have established OPT and H-1B visa sponsorship pipelines.
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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 Operations Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Healthcare Operations Manager Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as a Healthcare Operations Manager
Target large health systems over small clinics
Large hospital networks and integrated health systems sponsor OPT and H-1B visas far more consistently than independent clinics. Organizations with dedicated HR and legal teams are better equipped to manage the sponsorship process without hesitation.
Verify your OPT authorization covers your start date
Healthcare operations roles often have lengthy hiring cycles involving background checks and credentialing. Confirm your OPT start date and expiration align with the expected onboarding timeline before accepting an offer or declining other opportunities.
Emphasize operational metrics in your application
Healthcare employers want managers who can reduce costs, improve patient throughput, and meet compliance benchmarks. Quantify your impact in previous roles using concrete numbers to stand out against candidates with longer domestic work experience.
Address sponsorship early in the process
Raise your OPT status and future H-1B sponsorship need before the final interview stage. Framing it as a straightforward administrative step, not a burden, helps hiring managers involve HR early and prevents late-stage surprises that kill offers.
Leverage your graduate program's healthcare network
Health administration and public health programs often have direct relationships with regional hospital systems. Alumni in operations roles and career services contacts can refer you to employers already familiar with hiring international students on OPT.
Pursue STEM OPT extension eligibility through your degree
If your degree is in health informatics, biostatistics, or a STEM-classified public health field, you may qualify for a 24-month STEM OPT extension. Confirm your CIP code with your DSO before applying, as this significantly extends your work authorization window.
Healthcare Operations Manager OPT: Frequently Asked Questions
Do Healthcare Operations Manager roles qualify for STEM OPT extension?
It depends on your degree, not the job title. Healthcare Operations Manager positions themselves are not STEM-classified, but if your degree is in health informatics, biostatistics, or another STEM-designated field, you may qualify for the 24-month STEM OPT extension. Confirm your degree's CIP code with your Designated School Official before assuming eligibility.
How common is H-1B sponsorship for Healthcare Operations Manager roles?
Sponsorship is more common than most OPT students expect for this role. Large hospital systems, academic medical centers, and integrated health networks regularly sponsor H-1B visas for operations managers because the role requires specialized knowledge in healthcare compliance, reimbursement, and regulatory frameworks. Smaller private practices and independent clinics sponsor far less frequently. You can browse OPT-friendly healthcare operations roles on Migrate Mate to identify which employers have active sponsorship histories.
Can I work as a Healthcare Operations Manager on pre-completion OPT?
Yes, if you're authorized for pre-completion OPT, you can work in a healthcare operations role as long as it's directly related to your field of study. The position must connect to your degree, whether that's health administration, public health, or business. Part-time restrictions apply during the academic year, so verify your authorization terms with your DSO.
What happens to my OPT if I switch from one healthcare employer to another?
You can change employers on OPT without filing any new paperwork with USCIS, but your DSO must update your SEVIS record to reflect the new employer within 10 days of starting. Healthcare operations hiring often involves credentialing delays, so account for any gap carefully. Unauthorized gaps in employment can jeopardize your OPT status and future immigration options.
Does a healthcare operations role need to be clinical to qualify for OPT?
No. OPT employment must be related to your field of study, but the work does not need to be clinical. A Healthcare Operations Manager role focused on staffing, budgeting, compliance, or patient flow qualifies under health administration or business degree programs. The key requirement is that the position connects meaningfully to your academic training, which most healthcare operations roles will satisfy.