OPT HR Operations Analyst Jobs
HR Operations Analyst roles sit squarely within specialty occupation territory, making them a strong fit for F-1 OPT students with degrees in human resources, business administration, or organizational psychology. Most positions offer 12 months of OPT work authorization, with STEM OPT extensions available for qualifying degree programs.
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We are growing in Irving, Texas! Assurant is seeking a People Partner who will provide Human Resource support to managers and employees in designated segments in one of Assurant Lines of businesses (LOB) focusing on the employee experience, enabling business outcomes, and using data to help make solid business decisions.
In partnership with the People Business Partner, you will provide comprehensive and consistent coaching to employees and managers on performance and conduct/behavioral related challenges. This will include answering questions and listening to concerns about the workplace and jobs. The Partner will also work with the Business Partner to assist the LOB in identifying people and talent needs in the organization through the application of talent program and processes.
This role espouses the vision of the People Organization by:
- Putting people first
- Helping our employees realize their potential
- Empowering our employees to do their best work
- Embedding Diversity Equity and Inclusion in all that we do
- Living The Assurant Commitments in all that we do
What will be my duties and responsibilities in this job?
- Focus on the employee experience, provide proactive and reactive coaching and consultative human resources advice and services to all employees of Assurant in their designated business unit from intake to resolution.
- Coaching and advice are centered around and leverages the core learnings of Success in Leading Employees (i.e., StAR/StAR-AR, GROW) as they counsel on Performance Development and Performance Improvement situations.
- Build and maintain strong working relationships with Managers and with the People Business Partners for their client group.
- Provide hiring & staffing assistance such as interviewing, assessing and selection to managers as needed. Including effective compensation management and development of job descriptions for needed positions.
- Partner with managers in client group in their efforts around Employee Engagement that could include action planning, team meetings and follow-up to ensure closure on plans.
- Provide performance coaching and advice which may include participation in meetings with employees and managers.
- Provide advice on policy interpretation with the focus on advising managers to always use their judgment and discretion. The Partner will leverage the Success in Leading Employees information in their interactions with managers and promote the use of this information to the Managers.
- Provide education and training to managers as needed in areas such as FMLA, Union Avoidance, Wage and Hour, Accommodations etc. Collaboratively makes decisions about training needed by consulting with managers, Legal and/or People Business Partner.
- Performs consultation responsibilities to assist managers & leaders in the termination process whether a reduction in force or a voluntary or involuntary termination including participating in any termination meeting with employees.
- Facilitates the end-to-end process of the reduction in force in consultation with the People Business Partner and Business leadership. This will include the assessment of talent, notification to impacted associates and continued support to those employees after notification.
- Performs more routine inquiries, research or investigation into issues raised by employees, managers, or other sources.
- Participates in additional projects as identified by the People Organization leadership.
- Utilize multiple tools (Workday, Peakon, ERIN, etc.) to mine data for their client groups and use the analytics to drive performance in the organization.
- Recommend updates and suggestions to the content in the Knowledge Base and in the analytics that will improve the content available to them and to the managers.
- Develop and maintain relationships with members of the People Experience Center team to expedite and ensure that employee and manager concerns or requests which have been escalated are responded to in a timely, consistent, and accurate manner as well as documented appropriately.
What are the requirements needed for this position?
- Bachelor’s degree in a related area
- A minimum of 2 years of experience in a Human Resource professional role.
- Experience must include coaching and advising all levels of employees in areas such as performance, organizational change, employee engagement, working relationships.
- Knowledge of employment law at the federal and state level (FMLA, ADA, FLSA, Title VII, EEO and other applicable employment related laws)
What other skills/experience would be helpful to have?
- Extensive analytical and problem-solving skills desired.
- Certification as PHR, SPHR or SHRM CP or SCP preferred.
- Experience in handling employee related investigations and writing report summaries.
- Minimum of 1 year HR support for a workforce of a minimum of 250 employees.
Pay Range
$74,600.00 - $124,700.00
If no application deadline is provided, this role may be a pipeline requisition, and we'll continue to collect applications on an ongoing basis, or there is no requirement for this information in the location where the role is posted.
Any posted pay range considers a wide range of compensation factors, including candidate background, experience, and work location, while also allowing for salary growth within the position.
Helping People Thrive in a Connected World
Connect with us. Bring us your best work and your brightest ideas. And we’ll bring you a place where you can thrive. Learn more at jobs.assurant.com.
What’s the culture like at Assurant?
Our unique culture is a big reason why talented people choose Assurant. Named a Best/Great Place to Work in 14 countries and awarded the Fortune America’s Most Innovative Companies recognition, we bring together top talent around the world. Although we have a wide variety of skills and experiences, we share common characteristics that are uniquely Assurant. A passion for service. An ability to innovate in practical ways. And a willingness to take chances. We call our culture The Assurant Way.
Company Overview
Assurant is a leading global business services company that supports, protects, and connects major consumer purchases. A Fortune 500 company with a presence in 21 countries, Assurant supports the advancement of the connected world by partnering with the world’s leading brands to develop innovative solutions and deliver an enhanced customer experience through mobile device solutions, extended service contracts, vehicle protection services, renters insurance, lender-placed insurance products, and other specialty products.
AI and Biometric Usage
Assurant supports the responsible use of Artificial Intelligence (AI), but we want to know the real you. Visit our AI Usage Guidelines page to understand what we expect from applicants regarding their use of AI during the application process. Since we would like to know the real you, we require that all of our virtual interviews be conducted on video.
Employment is contingent upon completion of a required identity verification process, which may include biometric technology, where permitted by applicable law and subject to applicable notice and consent requirements. See our Privacy Notice to learn about Assurant’s privacy practices, including our use of AI-enabled technology, automated decision making, and biometric information.
Equal Opportunity Statement
Assurant is an Equal Employment Opportunity employer and does not use or consider race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by federal, state, or local law in employment decisions.
Job Scam Alert
Please be aware that during Assurant's application process, we will never ask for personal information such as your Social Security number, bank account details, or passwords.
Overview of Position
We are growing in Irving, Texas! Assurant is seeking a People Partner who will provide Human Resource support to managers and employees in designated segments in one of Assurant Lines of businesses (LOB) focusing on the employee experience, enabling business outcomes, and using data to help make solid business decisions.
In partnership with the People Business Partner, you will provide comprehensive and consistent coaching to employees and managers on performance and conduct/behavioral related challenges. This will include answering questions and listening to concerns about the workplace and jobs. The Partner will also work with the Business Partner to assist the LOB in identifying people and talent needs in the organization through the application of talent program and processes.
This role espouses the vision of the People Organization by:
- Putting people first
- Helping our employees realize their potential
- Empowering our employees to do their best work
- Embedding Diversity Equity and Inclusion in all that we do
- Living The Assurant Commitments in all that we do
What will be my duties and responsibilities in this job?
- Focus on the employee experience, provide proactive and reactive coaching and consultative human resources advice and services to all employees of Assurant in their designated business unit from intake to resolution.
- Coaching and advice are centered around and leverages the core learnings of Success in Leading Employees (i.e., StAR/StAR-AR, GROW) as they counsel on Performance Development and Performance Improvement situations.
- Build and maintain strong working relationships with Managers and with the People Business Partners for their client group.
- Provide hiring & staffing assistance such as interviewing, assessing and selection to managers as needed. Including effective compensation management and development of job descriptions for needed positions.
- Partner with managers in client group in their efforts around Employee Engagement that could include action planning, team meetings and follow-up to ensure closure on plans.
- Provide performance coaching and advice which may include participation in meetings with employees and managers.
- Provide advice on policy interpretation with the focus on advising managers to always use their judgment and discretion. The Partner will leverage the Success in Leading Employees information in their interactions with managers and promote the use of this information to the Managers.
- Provide education and training to managers as needed in areas such as FMLA, Union Avoidance, Wage and Hour, Accommodations etc. Collaboratively makes decisions about training needed by consulting with managers, Legal and/or People Business Partner.
- Performs consultation responsibilities to assist managers & leaders in the termination process whether a reduction in force or a voluntary or involuntary termination including participating in any termination meeting with employees.
- Facilitates the end-to-end process of the reduction in force in consultation with the People Business Partner and Business leadership. This will include the assessment of talent, notification to impacted associates and continued support to those employees after notification.
- Performs more routine inquiries, research or investigation into issues raised by employees, managers, or other sources.
- Participates in additional projects as identified by the People Organization leadership.
- Utilize multiple tools (Workday, Peakon, ERIN, etc.) to mine data for their client groups and use the analytics to drive performance in the organization.
- Recommend updates and suggestions to the content in the Knowledge Base and in the analytics that will improve the content available to them and to the managers.
- Develop and maintain relationships with members of the People Experience Center team to expedite and ensure that employee and manager concerns or requests which have been escalated are responded to in a timely, consistent, and accurate manner as well as documented appropriately.
What are the requirements needed for this position?
- Bachelor’s degree in a related area
- A minimum of 2 years of experience in a Human Resource professional role.
- Experience must include coaching and advising all levels of employees in areas such as performance, organizational change, employee engagement, working relationships.
- Knowledge of employment law at the federal and state level (FMLA, ADA, FLSA, Title VII, EEO and other applicable employment related laws)
What other skills/experience would be helpful to have?
- Extensive analytical and problem-solving skills desired.
- Certification as PHR, SPHR or SHRM CP or SCP preferred.
- Experience in handling employee related investigations and writing report summaries.
- Minimum of 1 year HR support for a workforce of a minimum of 250 employees.
Pay Range
$74,600.00 - $124,700.00
If no application deadline is provided, this role may be a pipeline requisition, and we'll continue to collect applications on an ongoing basis, or there is no requirement for this information in the location where the role is posted.
Any posted pay range considers a wide range of compensation factors, including candidate background, experience, and work location, while also allowing for salary growth within the position.
Helping People Thrive in a Connected World
Connect with us. Bring us your best work and your brightest ideas. And we’ll bring you a place where you can thrive. Learn more at jobs.assurant.com.
What’s the culture like at Assurant?
Our unique culture is a big reason why talented people choose Assurant. Named a Best/Great Place to Work in 14 countries and awarded the Fortune America’s Most Innovative Companies recognition, we bring together top talent around the world. Although we have a wide variety of skills and experiences, we share common characteristics that are uniquely Assurant. A passion for service. An ability to innovate in practical ways. And a willingness to take chances. We call our culture The Assurant Way.
Company Overview
Assurant is a leading global business services company that supports, protects, and connects major consumer purchases. A Fortune 500 company with a presence in 21 countries, Assurant supports the advancement of the connected world by partnering with the world’s leading brands to develop innovative solutions and deliver an enhanced customer experience through mobile device solutions, extended service contracts, vehicle protection services, renters insurance, lender-placed insurance products, and other specialty products.
AI and Biometric Usage
Assurant supports the responsible use of Artificial Intelligence (AI), but we want to know the real you. Visit our AI Usage Guidelines page to understand what we expect from applicants regarding their use of AI during the application process. Since we would like to know the real you, we require that all of our virtual interviews be conducted on video.
Employment is contingent upon completion of a required identity verification process, which may include biometric technology, where permitted by applicable law and subject to applicable notice and consent requirements. See our Privacy Notice to learn about Assurant’s privacy practices, including our use of AI-enabled technology, automated decision making, and biometric information.
Equal Opportunity Statement
Assurant is an Equal Employment Opportunity employer and does not use or consider race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by federal, state, or local law in employment decisions.
Job Scam Alert
Please be aware that during Assurant's application process, we will never ask for personal information such as your Social Security number, bank account details, or passwords.
See all 1,849+ OPT HR Operations Analyst Jobs
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Get Access To All JobsTips for Finding OPT Sponsorship as a HR Operations Analyst
Lead with your HR systems experience
Employers hiring HR Operations Analysts prioritize candidates who know HRIS platforms like Workday, SAP SuccessFactors, or ADP. Highlight specific systems you've used in coursework, internships, or projects. Concrete system experience makes your application stand out immediately.
Target companies with established HR teams
Mid-size to large employers with dedicated HR departments are far more likely to have OPT sponsorship infrastructure in place. Companies with 500 or more employees typically have legal counsel and processes ready for work authorization support.
Address your OPT timeline proactively
Bring up your authorization dates early in conversations, not at the offer stage. Framing it as a 12-month window with a potential 24-month STEM extension gives hiring managers a concrete picture and reduces hesitation around the process.
Quantify your process improvement work
HR Operations is fundamentally about efficiency. If you've streamlined an onboarding workflow, reduced data entry errors, or improved a reporting process, put numbers to it. Specific metrics demonstrate exactly the operational mindset employers are hiring for.
Verify your degree supports the specialty occupation standard
HR Operations Analyst roles require a direct connection between your degree field and the job duties. A degree in human resources, business, or industrial-organizational psychology maps cleanly. A mismatched degree can complicate H-1B visa sponsorship later, so clarify this early.
Ask about H-1B sponsorship history, not just willingness
During interviews, ask whether the company has sponsored H-1B visas for HR roles specifically, not just in general. Prior sponsorship in your job category signals they understand the process and are genuinely prepared to support your long-term work authorization.
HR Operations Analyst OPT: Frequently Asked Questions
Does an HR Operations Analyst role qualify as a specialty occupation for OPT and H-1B purposes?
Yes, HR Operations Analyst positions generally qualify as specialty occupations because they require a bachelor's degree or higher in a specific field such as human resources, business administration, or organizational psychology. The key is that the job description must clearly require a relevant degree, not just prefer one. If the posting says 'degree preferred,' that can create complications for future H-1B petitions.
Can I use my STEM OPT extension as an HR Operations Analyst?
It depends on your undergraduate or graduate degree program's CIP code. HR and general business degrees typically do not qualify for the STEM OPT extension. However, degrees in management information systems, industrial engineering, or data analytics sometimes do, particularly for analyst roles with a strong data component. Confirm your degree's STEM classification with your DSO before accepting a position.
Where can I find HR Operations Analyst jobs that are open to OPT candidates?
Migrate Mate is built specifically for F-1 OPT students and filters job listings by sponsorship openness, so you're not wasting time applying to roles that won't consider your work authorization status. Browsing HR Operations Analyst listings on Migrate Mate surfaces employers who have actively hired OPT and visa-sponsored candidates in the past.
Do I need to disclose my OPT status when applying for HR Operations Analyst roles?
You're not legally required to disclose immigration status on an application, but you will need to confirm work authorization eligibility. Most applications ask whether you're authorized to work in the U.S., to which OPT students can answer yes. It's generally more effective to address your OPT timeline during the interview stage once there's genuine mutual interest.
What should I do if my OPT expires before my employer can file an H-1B petition?
If your OPT ends before the next H-1B cap season, you may be out of status unless your employer qualifies as a cap-exempt institution, such as a university or nonprofit research organization. Some OPT students also pursue alternative visa options like the O-1 visa for demonstrated expertise. Talk to an immigration attorney early in your job search so you understand your options before a gap becomes a crisis.