OPT HR Business Partner Jobs
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 JobsINTRODUCTION
At Banner Health, caring is at the heart of everything we do. Guided by our mission to “make health care easier, so life can be better” we strive to foster well-being in the workplace and our communities. We are honored to have earned Great Place To Work® Certification™ for a third year in a row. Great Place To Work certification is the definitive "employer of choice" recognition. This globally recognized benchmark celebrates organizations that deliver an exceptional employee experience.
Step into a role where no two days are the same! As an HR Business Partner for Banner University Medical Group, you'll be at the heart of a vibrant healthcare environment - meeting with leaders, rounding on clinic sites, driving engagement projects, and hosting open office hours that make a real difference. With a hybrid schedule, possibility of every other flex Fridays, and a Monday - Friday structure, this role offers the perfect balance of flexibility and meaningful impact. This is a chance to join a collaborative, inclusive and genuinely fun team that is passionate about creating a great place to work for leaders, providers and staff.
If you're ready to champion culture, support amazing teams, and grow your HR career in healthcare - this is the opportunity you've been waiting for!
Banner University Medical Group is our nonprofit faculty practice plan associated with the University of Arizona Colleges of Medicine in Phoenix and Tucson. Our 1,100-plus clinicians provide primary and specialty care to patients at highly ranked Banner - University Medical Centers and dozens of clinics while providing mentorship to more than 1,200 residents and fellows. Our practice values and encourages the three-part mission of academic medicine: research, education and excellent patient care.
Position Summary
This position participates in driving business solutions, culture development and talent management strategies across Banner and their respective business in partnership with the broader Human Resource organization. Leverages metrics, data, and analytics for solutions that drive the business’s performance. Functions as the feedback loop to ensure HR programs are aligned with business needs. Consults and advises business leaders on broad talent issues that impact engagement, retention, and overall business performance and results.
CORE FUNCTIONS
-
Participates in planning, aligning design and own the development of critical talent management solutions to complex business situations for assigned business groups that drive performance and integration. Using knowledge of competitive strategies and tactics in developing culture, recommending development of business organizational structure, vision, and governance, and strategic workforce planning models, succession planning, guiding the capability of teams to meet strategic initiatives and other business scorecard metrics, analytics and solutions, retention and engagement, leadership development planning, change management, process redesign.
-
Plans and aligns an interactive ongoing process with leaders in the development and implementation of innovative strategies leading to positive business outcomes around the four perspectives and actively transferring best practices from/to different functions within the organization. Using a strategic mindset thinking about the collective organization, our big picture and avoiding a “silo” mentality acting as an analyst, gathering data as needed and making key decisions that drive results within assigned business units.
-
Acts as a courageous fully functioning, highly visible and influential member of the leadership team for business and communities they support. Instills trust while providing counsel and guidance demonstrating interpersonal savvy in all areas of human resource management, ensuring consideration of appropriate policies, practices and employment law consulting on how labor affects people strategy helping to maintain an environment of high retention and engagement and free of third party influence.
-
Strong and influential role model for expected Banner behaviors, particularly for those in leadership of Optimizing Organizational Talent, Shape the Future, Executive Presence, collaboration for integration across the continuum, and modeling a consumer oriented culture. Provides current, direct, complete, and actionable positive and constructive feedback to others, facing people problems quickly and directly - regardless of who is involved and what the situation may be not being afraid to take negative action when necessary.
-
Builds effective high performing teams acting as the lead responsible for creating appropriate solutions while building strong business relationships, continuously but collaboratively representing the proactive business perspective in the design, two way communication, and implementation of all HR programs with other segments of the HR team. Effectively assesses organizational talent helping others to do the same in an aim to ultimately drive positive outcomes for the organization.
-
May plan and align HR strategies for merger and acquisition activity within assigned business units and communities that promotes cultural integration for Banner.
-
Ability to excel in a highly matrixed organization to establish performance measures, assess and evaluate operations, and work with leadership to assure efficient and effective delivery of clinical and non-clinical services that drive us to an integrated delivery network.
-
The position promotes system consistency while addressing unique business issues for assigned business groups. This position requires the skill to influence management at all levels in the creation of an environment of choice in a fast paced environment. This role faces unpredictable situations that may have significant financial and exposure for Banner’s brand. This role may be responsible for coordinating services with other administrators, internal legal counsel, executives, and other staff. This position has constant contact with leaders, staff members, division and department heads, and medical staff that drives system integration. Customers of this position are both internal and external, including leadership, staff, physicians, medical staff, regulatory agencies, and community partners.
MINIMUM QUALIFICATIONS
Strong knowledge of human resources and business as normally obtained through the completion of a Bachelor’s Degree in Business, Human Resources Management or related discipline.
Requires extensive knowledge and background in talent development, talent acquisition, retention/engagement, and coaching. Also an operating knowledge in the areas of planning, developing, training, budgeting and organizing programs and services, typically acquired through a minimum of three years of progressively responsible human resources management experience is essential. Extensive experience in a large, complex, highly-matrixed, multi-site organization staffed by professionals in multiple disciplines. Proven experience in leading best-in-class HR organizational practices. Experience in organizational settings comprised of diverse missions and economic drivers. Knowledge and thorough understanding of rules and regulations governing employment law and the health care business. Skilled in leading a best-in-class HR organization and practices; effectively handling multiple conflicting assignments, demands, and priorities with great attention to detail. Excellent human relations, organizational and communication skills are essential. Demonstrates conflict management skills tactfully navigating and advocating while building trust and bringing clarity to conversations. Has an understanding of the business strategy and overall vision of the organization, practicing at the top of their capability.
Possesses strong business acumen, knows how the businesses works and is knowledgeable in current and possible future policies, practices, trends, technology, and information affecting the organization as a whole. Leadership style and characteristics necessary to effectively perform in this role include: strong work ethic; results-oriented; persuasive and influential; inspirational; able to make rational decisions in complex and ambiguous situations; highly visible; honorable; self-confident and humble; systems-thinker; innovative; life-long learner; courageous; high-energy; integrity; collaborator; ability to work with diverse stakeholders; strong listener; values multiple disciplines and diversity; and passionate about continuously improving and providing high quality care and service excellence to consumers and employees.
Employees working at Banner Behavioral Health Hospital must possess an Arizona Fingerprint Clearance Card at the time of hire and maintain the card for the duration of their employment. An Arizona Criminal History Affidavit must be signed upon hire.
PREFERRED QUALIFICATIONS
Senior Professional in Human Resources (SPHR) certification preferred. Master's Degree preferred.
Additional related education and/or experience preferred.
EEO Statement:
EEO/Disabled/Veterans
Our organization supports a drug-free work environment.
Privacy Policy:
Privacy Policy
INTRODUCTION
At Banner Health, caring is at the heart of everything we do. Guided by our mission to “make health care easier, so life can be better” we strive to foster well-being in the workplace and our communities. We are honored to have earned Great Place To Work® Certification™ for a third year in a row. Great Place To Work certification is the definitive "employer of choice" recognition. This globally recognized benchmark celebrates organizations that deliver an exceptional employee experience.
Step into a role where no two days are the same! As an HR Business Partner for Banner University Medical Group, you'll be at the heart of a vibrant healthcare environment - meeting with leaders, rounding on clinic sites, driving engagement projects, and hosting open office hours that make a real difference. With a hybrid schedule, possibility of every other flex Fridays, and a Monday - Friday structure, this role offers the perfect balance of flexibility and meaningful impact. This is a chance to join a collaborative, inclusive and genuinely fun team that is passionate about creating a great place to work for leaders, providers and staff.
If you're ready to champion culture, support amazing teams, and grow your HR career in healthcare - this is the opportunity you've been waiting for!
Banner University Medical Group is our nonprofit faculty practice plan associated with the University of Arizona Colleges of Medicine in Phoenix and Tucson. Our 1,100-plus clinicians provide primary and specialty care to patients at highly ranked Banner - University Medical Centers and dozens of clinics while providing mentorship to more than 1,200 residents and fellows. Our practice values and encourages the three-part mission of academic medicine: research, education and excellent patient care.
Position Summary
This position participates in driving business solutions, culture development and talent management strategies across Banner and their respective business in partnership with the broader Human Resource organization. Leverages metrics, data, and analytics for solutions that drive the business’s performance. Functions as the feedback loop to ensure HR programs are aligned with business needs. Consults and advises business leaders on broad talent issues that impact engagement, retention, and overall business performance and results.
CORE FUNCTIONS
-
Participates in planning, aligning design and own the development of critical talent management solutions to complex business situations for assigned business groups that drive performance and integration. Using knowledge of competitive strategies and tactics in developing culture, recommending development of business organizational structure, vision, and governance, and strategic workforce planning models, succession planning, guiding the capability of teams to meet strategic initiatives and other business scorecard metrics, analytics and solutions, retention and engagement, leadership development planning, change management, process redesign.
-
Plans and aligns an interactive ongoing process with leaders in the development and implementation of innovative strategies leading to positive business outcomes around the four perspectives and actively transferring best practices from/to different functions within the organization. Using a strategic mindset thinking about the collective organization, our big picture and avoiding a “silo” mentality acting as an analyst, gathering data as needed and making key decisions that drive results within assigned business units.
-
Acts as a courageous fully functioning, highly visible and influential member of the leadership team for business and communities they support. Instills trust while providing counsel and guidance demonstrating interpersonal savvy in all areas of human resource management, ensuring consideration of appropriate policies, practices and employment law consulting on how labor affects people strategy helping to maintain an environment of high retention and engagement and free of third party influence.
-
Strong and influential role model for expected Banner behaviors, particularly for those in leadership of Optimizing Organizational Talent, Shape the Future, Executive Presence, collaboration for integration across the continuum, and modeling a consumer oriented culture. Provides current, direct, complete, and actionable positive and constructive feedback to others, facing people problems quickly and directly - regardless of who is involved and what the situation may be not being afraid to take negative action when necessary.
-
Builds effective high performing teams acting as the lead responsible for creating appropriate solutions while building strong business relationships, continuously but collaboratively representing the proactive business perspective in the design, two way communication, and implementation of all HR programs with other segments of the HR team. Effectively assesses organizational talent helping others to do the same in an aim to ultimately drive positive outcomes for the organization.
-
May plan and align HR strategies for merger and acquisition activity within assigned business units and communities that promotes cultural integration for Banner.
-
Ability to excel in a highly matrixed organization to establish performance measures, assess and evaluate operations, and work with leadership to assure efficient and effective delivery of clinical and non-clinical services that drive us to an integrated delivery network.
-
The position promotes system consistency while addressing unique business issues for assigned business groups. This position requires the skill to influence management at all levels in the creation of an environment of choice in a fast paced environment. This role faces unpredictable situations that may have significant financial and exposure for Banner’s brand. This role may be responsible for coordinating services with other administrators, internal legal counsel, executives, and other staff. This position has constant contact with leaders, staff members, division and department heads, and medical staff that drives system integration. Customers of this position are both internal and external, including leadership, staff, physicians, medical staff, regulatory agencies, and community partners.
MINIMUM QUALIFICATIONS
Strong knowledge of human resources and business as normally obtained through the completion of a Bachelor’s Degree in Business, Human Resources Management or related discipline.
Requires extensive knowledge and background in talent development, talent acquisition, retention/engagement, and coaching. Also an operating knowledge in the areas of planning, developing, training, budgeting and organizing programs and services, typically acquired through a minimum of three years of progressively responsible human resources management experience is essential. Extensive experience in a large, complex, highly-matrixed, multi-site organization staffed by professionals in multiple disciplines. Proven experience in leading best-in-class HR organizational practices. Experience in organizational settings comprised of diverse missions and economic drivers. Knowledge and thorough understanding of rules and regulations governing employment law and the health care business. Skilled in leading a best-in-class HR organization and practices; effectively handling multiple conflicting assignments, demands, and priorities with great attention to detail. Excellent human relations, organizational and communication skills are essential. Demonstrates conflict management skills tactfully navigating and advocating while building trust and bringing clarity to conversations. Has an understanding of the business strategy and overall vision of the organization, practicing at the top of their capability.
Possesses strong business acumen, knows how the businesses works and is knowledgeable in current and possible future policies, practices, trends, technology, and information affecting the organization as a whole. Leadership style and characteristics necessary to effectively perform in this role include: strong work ethic; results-oriented; persuasive and influential; inspirational; able to make rational decisions in complex and ambiguous situations; highly visible; honorable; self-confident and humble; systems-thinker; innovative; life-long learner; courageous; high-energy; integrity; collaborator; ability to work with diverse stakeholders; strong listener; values multiple disciplines and diversity; and passionate about continuously improving and providing high quality care and service excellence to consumers and employees.
Employees working at Banner Behavioral Health Hospital must possess an Arizona Fingerprint Clearance Card at the time of hire and maintain the card for the duration of their employment. An Arizona Criminal History Affidavit must be signed upon hire.
PREFERRED QUALIFICATIONS
Senior Professional in Human Resources (SPHR) certification preferred. Master's Degree preferred.
Additional related education and/or experience preferred.
EEO Statement:
EEO/Disabled/Veterans
Our organization supports a drug-free work environment.
Privacy Policy:
Privacy Policy
See all 258+ OPT HR Business Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT HR Business Partner Jobs.
Get Access To All JobsTips for Finding OPT 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.
Address OPT directly and confidently in conversations
Proactively explain that OPT requires no employer cost or USCIS petition. Many HR managers already understand this, but a clear one-sentence explanation removes hesitation before it becomes an objection during the offer stage.
Prioritize companies with H-1B sponsorship track records
An HRBP role is a strong H-1B visa candidate given its degree requirement and specialized function. Targeting employers who have sponsored H-1B visas before signals they are prepared to support your long-term status after OPT ends.
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 OPT: Frequently 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.