OPT Healthcare Project Manager Jobs
Healthcare Project Manager jobs are consistently among the most OPT-friendly roles in healthcare operations, with employers regularly filing H-1B visa petitions for qualified candidates. Your F-1 OPT gives you up to 12 months of work authorization, extendable to 36 months with a STEM OPT extension if your degree qualifies.
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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 24,371+ OPT Healthcare Project Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Healthcare Project Manager Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as a Healthcare Project Manager
Lead with your PMP or CAPM credential
Healthcare employers treat project management certifications as hard requirements, not nice-to-haves. Listing your PMP or CAPM prominently signals you meet baseline qualifications before they ever consider your visa status.
Target health systems over small clinics
Large health systems like academic medical centers and integrated delivery networks have dedicated HR and legal teams that routinely process H-1B visa sponsorships. Smaller practices often lack the infrastructure to sponsor at all.
Quantify your project outcomes precisely
Hiring managers in healthcare operations respond to specific metrics. Frame past work around reduced implementation timelines, budget adherence percentages, or EHR rollout scope. Generic project descriptions do not differentiate you as an OPT candidate.
Address OPT timing early in recruiter conversations
Healthcare hiring cycles move slowly. Disclose your OPT end date and STEM extension eligibility in your first recruiter call so the team can assess sponsorship feasibility before investing weeks in interviews.
Emphasize EHR and compliance domain knowledge
Familiarity with Epic, Cerner, or Joint Commission regulatory frameworks signals sector-specific value. Employers are more willing to sponsor candidates who reduce their onboarding curve for regulated healthcare environments.
Apply to roles under IT or operations budgets
Healthcare Project Manager positions funded through IT or operations departments tend to have stronger sponsorship track records than clinically budgeted roles. Check whether the posting sits under a CIO or COO reporting structure.
Healthcare Project Manager OPT: Frequently Asked Questions
Does a Healthcare Project Manager role qualify for a STEM OPT extension?
It depends on your degree, not the job title. If your bachelor's or master's degree is in a STEM-designated field such as health informatics, industrial engineering, or information systems, you can apply for a 24-month STEM OPT extension. A general healthcare administration degree without a STEM CIP code does not qualify, so check your degree's classification with your DSO before counting on the extension.
How do I find Healthcare Project Manager jobs that sponsor OPT and H-1B visas?
Migrate Mate filters job listings specifically for employers open to OPT and H-1B sponsorship, so you are not sorting through hundreds of postings that exclude international candidates. Healthcare Project Manager roles at large health systems, consulting firms, and hospital networks appear regularly. Searching by role on Migrate Mate saves significant time compared to manually screening unfiltered listings.
Can I work as a Healthcare Project Manager on OPT without a PMP certification?
Yes, OPT work authorization is independent of professional certifications. You can legally work in the role on your EAD card without a PMP. That said, most healthcare employers posting project manager roles list PMP or CAPM as a requirement or strong preference, so the certification affects your competitiveness for the position, not your legal eligibility to work.
What happens to my OPT status if my healthcare project contract ends before my EAD expires?
F-1 OPT allows up to 90 days of cumulative unemployment for standard OPT and up to 150 days during a STEM OPT extension. If your contract ends, those unemployment days begin accruing. You can accept a new Healthcare Project Manager position with a different employer on the same EAD without any additional filing, as long as the new role is related to your degree field and you stay within the unemployment limit.
Do healthcare employers typically sponsor H-1B for project managers, or is it rare?
Large health systems, hospital networks, and healthcare IT consulting firms sponsor H-1B petitions for project managers with regularity. The DOL LCA disclosure database shows consistent filings for Healthcare Project Manager and IT Project Manager titles at organizations including major academic medical centers and national consulting practices. Smaller regional clinics and community hospitals sponsor far less frequently due to cost and administrative capacity.