OPT HR Generalist Jobs
HR Generalist roles are consistently available to F-1 OPT students with degrees in human resources, business administration, or organizational psychology. Most positions qualify as specialty occupations for OPT authorization. Employers across industries hire HR Generalists, and many are familiar with the 12-month OPT work authorization period.
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Get Access To All JobsINTRODUCTION
Comfort starts with our 10,000+ team members across the globe, who are transforming the power of comfort every day. Our employees have the power to change lives, in our homes, work and communities. We foster an inclusive environment while honoring a legacy built on family, where everyone can be themselves.
If you are ready to join an industry leading organization where our people are the most important asset, and innovation propels us into the future, you’re ready to take your seat at La-Z-Boy Incorporated.
WE BELIEVE IN THE TRANSFORMATIONAL POWER OF COMFORT
Job Summary:
This position provides support in all aspects of the employees’ life cycle from onboarding to offboarding and partners with the employees and managers to achieve the goals of each department as well as the goals of the organization. This role requires a broad knowledge base to assist employees with a variety of questions and concerns including benefits, employee relations and onboarding. This role will work directly with other Human Resource functions, as well as various levels of leaders throughout the organization.
KEY RESPONSIBILITIES (other duties as assigned):
- Proactively supports Human Resource Leaders in managing department functions. This may involve creating programs, recommending changes to current processes, staying current on new legislation, and working with various departments throughout the organization to implement changes.
- Provides support to employees by discussing and implementing updated policies and practices across the corporation, informing employees of these changes by meetings and presentations or via email. Provide training on compliance and policy concerns.
- Actively participates and leads the onboarding process, including facilitating orientation and New Leader Assimilations.
- Provides support with employee relations issues by conducting investigations associated with Ethics Calls to general factors that affect worker morale, motivation, and efficiency.
- Uses discretion in applying terminations in connection with the attendance policies, disability policies, FMLA regulations and general rules of conduct.
- Work closely with Center of Excellences to facilitate creation or modifications of roles, coordinate employee changes, organizational changes, and coordinate movement of transfers within Workday.
- Acts as a liaison between employees, Absence Partners, and Vendor in regard to FMLA, Disability and managers are up to date on employee status.
- Collaborates with various teams for planning employee events, engagement activities, team culture enhancements and communication strategies.
- Responds to people leaders’ inquiries regarding policies, procedures, and programs and conducts training with coaches and Managers when needed.
- Analyze, Track and calculate outside labor reports (OLR), LBI term reports, turnover, attendance and a monthly Head Count report.
- Where applicable, work with local temporary agencies to acquire additional temporary staffing needs throughout various departments.
- Where applicable, assists in the administration of the company attendance program to ensure compliance and equity within organization.
- Where applicable, administers safety initiatives such as PIV licensing, hearing tests.
SCOPE & IMPACT:
This position supports the Human Resource function for hundreds of employees, multiple leaders in various locations, and must work to prioritize needs, respond to employee concerns, and department inquiries across the organization.
MINIMUM REQUIREMENTS:
- Bachelor’s degree in Human Resources or related field with 2-4 years of relevant experience, or equivalent.
- Intermediate proficiency in Microsoft Office.
- Experience with applicant tracking systems and HRIS systems.
- Great attention to details and ability to multi-task and manage heavy workload.
- Ability to maintain confidential information.
- Ability to communicate effectively across all levels of the organization.
- Travel Required: Up to 5%.
PREFERRED REQUIREMENTS:
- Knowledge of local and Federal employment laws and regulations.
- Certified SHRM-CP, SHRM-SCP, PHR, or SPHR.
SUPERVISORY RESPONSIBILITIES:
None.
PHYSICAL DEMANDS/WORK ENVIRONMENT:
Office environment / no specific or unusual physical or environmental demands.
OTHER DUTIES:
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the incumbent for this job. Duties, responsibilities and activities may change at any time with or without notice.
Weekly Hours:
40
Benefits for Employees in the US:
Benefit offerings to employees and their families include: Medical, Vision, Dental and Basic Life Insurance, available 401k retirement plan with company match of up to 6%. Paid time off includes: 9-11 paid holidays each year, two weeks’ prorated vacation as a new hire and either personal time (non-exempt only) or state mandated sick time.
If this role requires travel / driving in order to perform the key responsibilities outlined above, candidates must be able to meet the qualifications noted in the company’s Driver Management Program to be considered for the role.
At La-Z-Boy Incorporated, we're an equal opportunity employer. We understand that our employees’ diverse backgrounds, experiences, perspectives, and viewpoints add value to our ability to create and deliver the best possible service, quality products, and is of utmost importance as we work together to build comfort. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.
We are committed to fostering an environment in which all employees feel valued, included, and empowered to do their best work and bring great ideas to the table. If you are a qualified individual that may need a change or adjustment to the application/interviewing/hiring process as a result of your disability, you may request a reasonable accommodations by emailing our recruiting team at recruiting@la-z-boy.com or by calling 734-242-1444.
INTRODUCTION
Comfort starts with our 10,000+ team members across the globe, who are transforming the power of comfort every day. Our employees have the power to change lives, in our homes, work and communities. We foster an inclusive environment while honoring a legacy built on family, where everyone can be themselves.
If you are ready to join an industry leading organization where our people are the most important asset, and innovation propels us into the future, you’re ready to take your seat at La-Z-Boy Incorporated.
WE BELIEVE IN THE TRANSFORMATIONAL POWER OF COMFORT
Job Summary:
This position provides support in all aspects of the employees’ life cycle from onboarding to offboarding and partners with the employees and managers to achieve the goals of each department as well as the goals of the organization. This role requires a broad knowledge base to assist employees with a variety of questions and concerns including benefits, employee relations and onboarding. This role will work directly with other Human Resource functions, as well as various levels of leaders throughout the organization.
KEY RESPONSIBILITIES (other duties as assigned):
- Proactively supports Human Resource Leaders in managing department functions. This may involve creating programs, recommending changes to current processes, staying current on new legislation, and working with various departments throughout the organization to implement changes.
- Provides support to employees by discussing and implementing updated policies and practices across the corporation, informing employees of these changes by meetings and presentations or via email. Provide training on compliance and policy concerns.
- Actively participates and leads the onboarding process, including facilitating orientation and New Leader Assimilations.
- Provides support with employee relations issues by conducting investigations associated with Ethics Calls to general factors that affect worker morale, motivation, and efficiency.
- Uses discretion in applying terminations in connection with the attendance policies, disability policies, FMLA regulations and general rules of conduct.
- Work closely with Center of Excellences to facilitate creation or modifications of roles, coordinate employee changes, organizational changes, and coordinate movement of transfers within Workday.
- Acts as a liaison between employees, Absence Partners, and Vendor in regard to FMLA, Disability and managers are up to date on employee status.
- Collaborates with various teams for planning employee events, engagement activities, team culture enhancements and communication strategies.
- Responds to people leaders’ inquiries regarding policies, procedures, and programs and conducts training with coaches and Managers when needed.
- Analyze, Track and calculate outside labor reports (OLR), LBI term reports, turnover, attendance and a monthly Head Count report.
- Where applicable, work with local temporary agencies to acquire additional temporary staffing needs throughout various departments.
- Where applicable, assists in the administration of the company attendance program to ensure compliance and equity within organization.
- Where applicable, administers safety initiatives such as PIV licensing, hearing tests.
SCOPE & IMPACT:
This position supports the Human Resource function for hundreds of employees, multiple leaders in various locations, and must work to prioritize needs, respond to employee concerns, and department inquiries across the organization.
MINIMUM REQUIREMENTS:
- Bachelor’s degree in Human Resources or related field with 2-4 years of relevant experience, or equivalent.
- Intermediate proficiency in Microsoft Office.
- Experience with applicant tracking systems and HRIS systems.
- Great attention to details and ability to multi-task and manage heavy workload.
- Ability to maintain confidential information.
- Ability to communicate effectively across all levels of the organization.
- Travel Required: Up to 5%.
PREFERRED REQUIREMENTS:
- Knowledge of local and Federal employment laws and regulations.
- Certified SHRM-CP, SHRM-SCP, PHR, or SPHR.
SUPERVISORY RESPONSIBILITIES:
None.
PHYSICAL DEMANDS/WORK ENVIRONMENT:
Office environment / no specific or unusual physical or environmental demands.
OTHER DUTIES:
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the incumbent for this job. Duties, responsibilities and activities may change at any time with or without notice.
Weekly Hours:
40
Benefits for Employees in the US:
Benefit offerings to employees and their families include: Medical, Vision, Dental and Basic Life Insurance, available 401k retirement plan with company match of up to 6%. Paid time off includes: 9-11 paid holidays each year, two weeks’ prorated vacation as a new hire and either personal time (non-exempt only) or state mandated sick time.
If this role requires travel / driving in order to perform the key responsibilities outlined above, candidates must be able to meet the qualifications noted in the company’s Driver Management Program to be considered for the role.
At La-Z-Boy Incorporated, we're an equal opportunity employer. We understand that our employees’ diverse backgrounds, experiences, perspectives, and viewpoints add value to our ability to create and deliver the best possible service, quality products, and is of utmost importance as we work together to build comfort. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.
We are committed to fostering an environment in which all employees feel valued, included, and empowered to do their best work and bring great ideas to the table. If you are a qualified individual that may need a change or adjustment to the application/interviewing/hiring process as a result of your disability, you may request a reasonable accommodations by emailing our recruiting team at recruiting@la-z-boy.com or by calling 734-242-1444.
See all 300+ OPT HR Generalist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT HR Generalist Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship in HR Generalist
Target companies with existing OPT infrastructure
Large employers with dedicated HR departments already understand OPT work authorization and I-20 documentation requirements. Mid-size companies in healthcare, tech, and professional services regularly hire international HR staff and are less likely to be deterred by the authorization process.
Frame your international background as a business asset
HR Generalists who understand cross-cultural communication, multilingual workforces, and global compliance are valuable in organizations with diverse teams. Position your international perspective as directly relevant to employee relations, DEI initiatives, and workforce management responsibilities you will handle daily.
Highlight SHRM certification or coursework prominently
Holding or actively pursuing SHRM-CP certification signals professional commitment and reduces employer hesitation about sponsoring an OPT student. Even completed SHRM coursework during your degree strengthens your candidacy against domestic applicants who may lack formal HR credentials.
Address OPT timeline proactively in cover letters
Briefly noting your OPT authorization period and STEM extension eligibility removes uncertainty for hiring managers. HR professionals in particular appreciate candidates who handle administrative details clearly. A single sentence covering your authorization status prevents your application from stalling at the screening stage.
Prioritize roles with HRIS and data responsibilities
HR Generalist positions involving Workday, ADP, or similar HRIS platforms are more defensible as specialty occupations requiring a relevant degree. These technical components strengthen your OPT classification and make future H-1B visa sponsorship arguments significantly more straightforward for both you and your employer.
Search Migrate Mate for OPT-verified HR openings
Migrate Mate lists HR Generalist positions from employers already open to OPT and visa sponsorship, saving you from filtering through listings where authorization is a disqualifying factor. Focusing your search there substantially increases interview conversion rates for international HR candidates.
HR Generalist OPT: Frequently Asked Questions
Does an HR Generalist role qualify as a specialty occupation for OPT?
Yes, in most cases. HR Generalist positions typically require a bachelor's degree in human resources, business administration, or a related field, which meets the specialty occupation standard for F-1 OPT authorization. Roles that involve HRIS management, compliance, compensation analysis, or employee relations provide the strongest foundation. Positions framed as purely administrative with no degree requirement can occasionally raise issues, so reviewing the job description carefully before applying matters.
Can I use my STEM OPT extension as an HR Generalist?
STEM OPT extension eligibility depends on whether your degree is on the DHS STEM Designated Degree Program List. Human resources management and organizational behavior degrees are not typically STEM-designated. However, if your degree is in information systems, data analytics, or a qualifying business analytics field, and your HR role involves substantial data or technology components, you may qualify. Confirm your degree's STEM status with your DSO before assuming the extension applies.
How do I find HR Generalist jobs that are open to OPT students?
Migrate Mate is the most efficient place to find HR Generalist openings from employers who are already open to hiring OPT and visa-sponsored candidates. General job boards require significant manual filtering to identify sponsorship-friendly postings, and many listings that appear open turn out to exclude international candidates at the offer stage. Starting your search on Migrate Mate eliminates that friction and puts you in front of relevant employers faster.
What happens to my OPT if my HR Generalist employer does layoffs?
If you lose your HR Generalist position, you have a 60-day grace period from your last day of employment to find a new job, change your visa status, or depart the U.S. During this window, you cannot work. If you secure a new HR role within 60 days, you resume OPT authorization with that employer. Your total OPT period continues counting regardless of unemployment gaps, so acting quickly is important if a layoff occurs.
Do HR Generalist employers typically sponsor H-1B visas after OPT?
Many mid-size and large employers who hire HR Generalists are willing to sponsor H-1B petitions for strong performers, particularly in companies with internal immigration support or existing relationships with immigration counsel. HR roles at companies with 500 or more employees, or those in regulated industries like finance and healthcare, show higher historical H-1B filing rates for HR titles. Asking about long-term sponsorship intentions during the offer stage is appropriate and expected from OPT candidates.