HR Business Partner Jobs for OPT Students
HR Business Partner jobs on OPT require employers to support F-1 work authorization, which most mid-size and large companies in this field routinely do. Your 12-month OPT window (up to 36 months with STEM OPT extension if your HR degree qualifies) gives you real runway to establish yourself in a strategic HR role.
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Get Access To All JobsAbout Cartesia
Our mission is to build the next generation of AI: ubiquitous, interactive intelligence that runs wherever you are. Today, not even the best models can continuously process and reason over a year-long stream of audio, video and text—1B text tokens, 10B audio tokens and 1T video tokens—let alone do this on-device.
We're pioneering the model architectures that will make this possible. Our founding team met as PhDs at the Stanford AI Lab, where we invented State Space Models or SSMs, a new primitive for training efficient, large-scale foundation models. Our team combines deep expertise in model innovation and systems engineering paired with a design-minded product engineering team to build and ship cutting edge models and experiences.
We're funded by leading investors at Index Ventures and Lightspeed Venture Partners, along with Factory, Conviction, A Star, General Catalyst, SV Angel, Databricks and others. We're fortunate to have the support of many amazing advisors, and 90+ angels across many industries, including the world's foremost experts in AI.
About the Role
We're looking for our first HR Business Partner to build the foundation of our people programs as Cartesia scales. This is a unique opportunity to shape the employee experience from the ground up at a fast-growing Series A AI startup, working directly with leadership to define what exceptional people operations look like. You'll be the trusted advisor to our teams, balancing strategic thinking with hands-on execution across the full employee lifecycle.
In this role, you'll own everything from employee relations and organizational design to talent development and learning programs. You'll have the autonomy to build systems and processes that scale while maintaining the culture and values that make Cartesia a great place to work.
Your Impact
- Serve as a trusted advisor to leadership on organizational health, team dynamics, and people strategy
- Provide confidential employee support throughout the full employee lifecycle, from onboarding through career growth to offboarding
- Partner with recruiting to ensure that talent strategies align with long-term organizational goals
- Build performance management processes, and development programs that help employees grow
- Own compensation planning and strategy, including benchmarking, equity, and promotion cycles
- Design and implement programs focused on developing our internal company culture
- Establish HR policies, workflows, and documentation that scale with the business while staying lightweight and founder-friendly
What You Bring
- 7+ years as an HRBP, with at least 2 years at a high-growth startup or tech company
- Deep expertise in employee relations, with a track record of handling sensitive situations with discretion
- Proven ability to design organizational structures that support rapid growth
- Experience building talent and learning programs from scratch, including career ladders, manager training, and onboarding
- Strong business acumen and comfort with ambiguity; ability to roll up your sleeves and get things done without a playbook
- Exceptional judgment and communication skills across all levels of the organization
Nice to Have
- Background working in AI/ML or deeply technical environments
- Experience scaling a company through key growth milestones (50→200+ employees)
- Familiarity with modern People tools and systems (HRIS, ATS, engagement platforms)
What We Offer
🍽 Lunch, dinner and snacks at the office
🏥 Fully covered medical, dental, and vision insurance for employees
🏦 401(k)
✈️ Relocation and immigration support
🦖 Your own personal Yoshi
Our Culture
🏢 We’re an in-person team based out of San Francisco. We love being in the office, hanging out together, and learning from each other every day.
🚢 We ship fast. All of our work is novel and cutting edge, and execution speed is paramount. We have a high bar, and we don’t sacrifice quality or design along the way.
🤝 We support each other. We have an open & inclusive culture that’s focused on giving everyone the resources they need to succeed.
About Cartesia
Our mission is to build the next generation of AI: ubiquitous, interactive intelligence that runs wherever you are. Today, not even the best models can continuously process and reason over a year-long stream of audio, video and text—1B text tokens, 10B audio tokens and 1T video tokens—let alone do this on-device.
We're pioneering the model architectures that will make this possible. Our founding team met as PhDs at the Stanford AI Lab, where we invented State Space Models or SSMs, a new primitive for training efficient, large-scale foundation models. Our team combines deep expertise in model innovation and systems engineering paired with a design-minded product engineering team to build and ship cutting edge models and experiences.
We're funded by leading investors at Index Ventures and Lightspeed Venture Partners, along with Factory, Conviction, A Star, General Catalyst, SV Angel, Databricks and others. We're fortunate to have the support of many amazing advisors, and 90+ angels across many industries, including the world's foremost experts in AI.
About the Role
We're looking for our first HR Business Partner to build the foundation of our people programs as Cartesia scales. This is a unique opportunity to shape the employee experience from the ground up at a fast-growing Series A AI startup, working directly with leadership to define what exceptional people operations look like. You'll be the trusted advisor to our teams, balancing strategic thinking with hands-on execution across the full employee lifecycle.
In this role, you'll own everything from employee relations and organizational design to talent development and learning programs. You'll have the autonomy to build systems and processes that scale while maintaining the culture and values that make Cartesia a great place to work.
Your Impact
- Serve as a trusted advisor to leadership on organizational health, team dynamics, and people strategy
- Provide confidential employee support throughout the full employee lifecycle, from onboarding through career growth to offboarding
- Partner with recruiting to ensure that talent strategies align with long-term organizational goals
- Build performance management processes, and development programs that help employees grow
- Own compensation planning and strategy, including benchmarking, equity, and promotion cycles
- Design and implement programs focused on developing our internal company culture
- Establish HR policies, workflows, and documentation that scale with the business while staying lightweight and founder-friendly
What You Bring
- 7+ years as an HRBP, with at least 2 years at a high-growth startup or tech company
- Deep expertise in employee relations, with a track record of handling sensitive situations with discretion
- Proven ability to design organizational structures that support rapid growth
- Experience building talent and learning programs from scratch, including career ladders, manager training, and onboarding
- Strong business acumen and comfort with ambiguity; ability to roll up your sleeves and get things done without a playbook
- Exceptional judgment and communication skills across all levels of the organization
Nice to Have
- Background working in AI/ML or deeply technical environments
- Experience scaling a company through key growth milestones (50→200+ employees)
- Familiarity with modern People tools and systems (HRIS, ATS, engagement platforms)
What We Offer
🍽 Lunch, dinner and snacks at the office
🏥 Fully covered medical, dental, and vision insurance for employees
🏦 401(k)
✈️ Relocation and immigration support
🦖 Your own personal Yoshi
Our Culture
🏢 We’re an in-person team based out of San Francisco. We love being in the office, hanging out together, and learning from each other every day.
🚢 We ship fast. All of our work is novel and cutting edge, and execution speed is paramount. We have a high bar, and we don’t sacrifice quality or design along the way.
🤝 We support each other. We have an open & inclusive culture that’s focused on giving everyone the resources they need to succeed.
How to Get Visa Sponsorship in HR Business Partner
Target companies with dedicated HR functions
Large and mid-size employers in finance, healthcare, and tech maintain full HR teams and are experienced with OPT work authorization. Smaller companies often lack the HR infrastructure to support the sponsorship process confidently.
Emphasize your HRBP-specific skills upfront
Highlight experience with performance management, workforce planning, or employee relations in your resume. Concrete HR competencies shift the employer's focus to your value, making work authorization a secondary consideration rather than the first concern.
Check whether your degree qualifies for STEM OPT
HR degrees under CIP code 52.1001 (Human Resources Management) qualify for the 24-month STEM OPT extension, giving you up to three years total. Confirm your specific program with your DSO before accepting any offer.
Leverage your HR knowledge as a credibility signal
As an HRBP candidate, you understand the hiring process better than most applicants. Demonstrating familiarity with I-9 compliance, EEO requirements, and onboarding processes signals you will be a capable partner, not just an employee to onboard.
HR Business Partner jobs are hiring across the US. Find yours.
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Get Access To All JobsFrequently Asked Questions
Do HR Business Partner roles typically support OPT work authorization?
Yes. HR Business Partner is classified as a specialty occupation requiring a bachelor's degree in human resources or a related field, which makes it a strong fit for OPT. Employers in this space are also generally familiar with I-9 compliance and work authorization requirements, so navigating OPT with them is usually straightforward. Browse open roles on Migrate Mate to find employers actively hiring OPT candidates.
Does an HR degree qualify for the STEM OPT extension?
It depends on your specific program's CIP code. Human Resources Management (CIP 52.1001) is on the STEM Designated Degree Program List, which means graduates may qualify for the 24-month extension beyond standard 12-month OPT. Degrees in general business or organizational psychology may not qualify. Confirm your CIP code with your Designated School Official before relying on the extension in your job search timeline.
Can I work as an HR Business Partner in a contract or consulting capacity on OPT?
OPT work must be directly related to your degree field, but it does not have to be full-time permanent employment. Contract, temporary, and consulting arrangements are permitted as long as the work is substantively in your degree field and you work at least 20 hours per week. However, self-employment and working for your own business require additional USCIS approval and carry more complexity on OPT.
What should I expect during the I-9 process as an OPT employee in an HR role?
You will present your Employment Authorization Document and passport during I-9 completion. Because you are in an HR role, you may eventually administer I-9s for others, which requires you to understand re-verification timelines. Your own EAD expiration date will trigger a re-verification, so flag that date early with your HR team so the process does not disrupt your employment.
How does the 60-day grace period affect my HRBP job search if I lose my job on OPT?
If your OPT employment ends, you have a 60-day grace period to find new qualifying employment, transfer to a new visa status, or prepare to depart. For HRBP roles, the hiring cycle can run four to eight weeks, so starting your search immediately is important. Focus on employers already familiar with OPT to reduce time spent educating hiring managers on work authorization during a time-sensitive search.
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