OPT Onboarding Specialist Jobs
Onboarding Specialist jobs are a strong fit for F-1 OPT students with backgrounds in HR, organizational psychology, or business administration. These roles involve coordinating new hire processes, managing documentation, and supporting employee transitions, making strong communication and organizational skills essential. Most positions qualify as STEM-adjacent or standard OPT-eligible roles.
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Get Access To All JobsShape the Future with Dun & Bradstreet
At Dun & Bradstreet, we believe data has the power to create a better tomorrow. As a global leader in business decisioning data and analytics, we help companies worldwide grow, manage risk, and innovate. Since 1841, businesses have trusted us to turn uncertainty into opportunity. We’re a diverse, global team that values creativity, collaboration, and bold ideas. Are you ready to make an impact and help shape what’s next? Join us! Explore opportunities at dnb.com/careers.
As a Talent Acquisition Operations Specialist, you’ll coordinate pre-employment and onboarding activities, maintain accurate hiring data, and keep essential processes running smoothly across the United States, Canada, Europe, and other supported hiring markets.
You’ll partner with recruiters, hiring leaders, People teams, and cross-functional partners to resolve operational challenges and deliver a consistent, welcoming new-hire experience. This individual contributor role combines hands-on coordination, systems support, and continuous improvement, with opportunities to simplify workflows and automate recurring work.
Responsibilities
- Coordinate pre-employment and onboarding activities across supported regions, including new-hire communications, required documentation, equipment and access coordination, and start-date readiness.
- Maintain accurate hiring data across applicant tracking and human capital management systems, including candidate, requisition, job posting, and new-hire records. Troubleshoot data, workflow, and integration issues with the appropriate partners.
- Support offer and pre-hire processing, including approvals, background checks, and related operational steps. Escalate exceptions and background-screening adjudication decisions to the appropriate leader or People partner.
- Create, maintain, and deliver new-hire orientation materials and sessions, coordinating backup coverage to ensure continuity.
- Partner with recruiters and regional People teams to coordinate country-specific onboarding requirements, appointment letters, and other hiring documentation.
- Develop and maintain process documentation, trackers, templates, and user guidance that strengthen consistency, support compliance, and help teams work effectively.
- Identify and implement process improvements and workflow automation using tools such as Microsoft Power Automate, Excel, and Microsoft 365.
- Provide operational reporting and responsive support for time-sensitive issues and special projects related to talent acquisition programs, systems, and compliance.
- Collaborate across teams and with external vendors to resolve issues, keep hiring activities on track, and deliver an inclusive new-hire experience.
Requirements
- Bachelor’s degree or equivalent practical experience.
- 3–5 years of relevant experience in talent acquisition operations, recruiting coordination, HR operations, or a related field.
- Working knowledge of applicant tracking systems, HR systems, onboarding workflows, and background-screening processes.
- Strong Excel and Microsoft 365 skills.
- Strong organizational skills and attention to detail, with the ability to manage competing deadlines across multiple regions while maintaining data accuracy and confidentiality.
- Strong problem-solving and customer-service skills, including sound judgment about when to resolve routine issues independently and when to escalate higher-risk matters.
- Clear written and verbal communication skills, including the ability to create practical process documentation and training materials.
- Ability to collaborate effectively with recruiters, hiring leaders, People teams, IT, Payroll, Workplace Services, HRIS teams, and external service providers.
- An ownership mindset: curiosity, initiative, accountability, and a proactive approach to solving problems and connecting across teams.
- A commitment to continuous learning through feedback, relationships, and structured development opportunities.
- Fluency in English and languages relevant to the working market, where applicable.
- Flexibility to provide occasional support outside standard working hours for time-sensitive onboarding or orientation activities, and availability for occasional travel of up to 10%.
Preferred Skills
- Experience with Lever and Workday.
- Experience with Microsoft Power Automate or similar workflow automation tools.
- Experience supporting global or multi-country hiring and onboarding.
Benefits We Offer
- Generous paid time off in your first year, increasing with tenure.
- Up to 16 weeks 100% paid parental leave after one year of employment.
- Paid sick time to care for yourself or family members.
- Education assistance and extensive training resources.
- Do Good Program: Paid volunteer days & donation matching.
- Competitive 401k with company matching.
- Health & wellness benefits, including discounted Wellhub membership rates.
- Medical, dental & vision insurance for you, spouse/partner & dependents.
All Dun & Bradstreet job postings can be found at https://jobs.lever.co/dnb. Official communication from Dun & Bradstreet will come from an email address ending in @dnb.com.
Notice to Applicants: Please be advised that this job posting page is hosted and powered by Lever, a subsidiary of Employ Inc. Your use of this page is subject to Employ's Privacy Notice and Cookie Policy, which governs the processing of visitor data on this platform.
Equal Employment Opportunity (EEO): Dun & Bradstreet provides equal employment opportunities to applicants and employees without regard to race, color, religion, creed, sex, age, national origin, citizenship status, disability status, sexual orientation, gender identity or expression, pregnancy, genetic information, protected military and veteran status, ancestry, marital status, medical condition (cancer and genetic characteristics) or any other characteristic protected by law. Know Your Rights: Workplace Discrimination is Illegal - The current poster can be found here. We participate in E-Verify - The current poster can be found here.
Accommodations information for applicants with disabilities: Dun & Bradstreet is committed to providing reasonable accommodation to, among others, individuals with disabilities and disabled veterans. If you need an accommodation because of a disability to search and apply for a career opportunity with Dun & Bradstreet, please send an e-mail to AcquisitionT@dnb.com to let us know the nature of your accommodation request and your contact information.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please visit https://bit.ly/3LMn4CQ.
Shape the Future with Dun & Bradstreet
At Dun & Bradstreet, we believe data has the power to create a better tomorrow. As a global leader in business decisioning data and analytics, we help companies worldwide grow, manage risk, and innovate. Since 1841, businesses have trusted us to turn uncertainty into opportunity. We’re a diverse, global team that values creativity, collaboration, and bold ideas. Are you ready to make an impact and help shape what’s next? Join us! Explore opportunities at dnb.com/careers.
As a Talent Acquisition Operations Specialist, you’ll coordinate pre-employment and onboarding activities, maintain accurate hiring data, and keep essential processes running smoothly across the United States, Canada, Europe, and other supported hiring markets.
You’ll partner with recruiters, hiring leaders, People teams, and cross-functional partners to resolve operational challenges and deliver a consistent, welcoming new-hire experience. This individual contributor role combines hands-on coordination, systems support, and continuous improvement, with opportunities to simplify workflows and automate recurring work.
Responsibilities
- Coordinate pre-employment and onboarding activities across supported regions, including new-hire communications, required documentation, equipment and access coordination, and start-date readiness.
- Maintain accurate hiring data across applicant tracking and human capital management systems, including candidate, requisition, job posting, and new-hire records. Troubleshoot data, workflow, and integration issues with the appropriate partners.
- Support offer and pre-hire processing, including approvals, background checks, and related operational steps. Escalate exceptions and background-screening adjudication decisions to the appropriate leader or People partner.
- Create, maintain, and deliver new-hire orientation materials and sessions, coordinating backup coverage to ensure continuity.
- Partner with recruiters and regional People teams to coordinate country-specific onboarding requirements, appointment letters, and other hiring documentation.
- Develop and maintain process documentation, trackers, templates, and user guidance that strengthen consistency, support compliance, and help teams work effectively.
- Identify and implement process improvements and workflow automation using tools such as Microsoft Power Automate, Excel, and Microsoft 365.
- Provide operational reporting and responsive support for time-sensitive issues and special projects related to talent acquisition programs, systems, and compliance.
- Collaborate across teams and with external vendors to resolve issues, keep hiring activities on track, and deliver an inclusive new-hire experience.
Requirements
- Bachelor’s degree or equivalent practical experience.
- 3–5 years of relevant experience in talent acquisition operations, recruiting coordination, HR operations, or a related field.
- Working knowledge of applicant tracking systems, HR systems, onboarding workflows, and background-screening processes.
- Strong Excel and Microsoft 365 skills.
- Strong organizational skills and attention to detail, with the ability to manage competing deadlines across multiple regions while maintaining data accuracy and confidentiality.
- Strong problem-solving and customer-service skills, including sound judgment about when to resolve routine issues independently and when to escalate higher-risk matters.
- Clear written and verbal communication skills, including the ability to create practical process documentation and training materials.
- Ability to collaborate effectively with recruiters, hiring leaders, People teams, IT, Payroll, Workplace Services, HRIS teams, and external service providers.
- An ownership mindset: curiosity, initiative, accountability, and a proactive approach to solving problems and connecting across teams.
- A commitment to continuous learning through feedback, relationships, and structured development opportunities.
- Fluency in English and languages relevant to the working market, where applicable.
- Flexibility to provide occasional support outside standard working hours for time-sensitive onboarding or orientation activities, and availability for occasional travel of up to 10%.
Preferred Skills
- Experience with Lever and Workday.
- Experience with Microsoft Power Automate or similar workflow automation tools.
- Experience supporting global or multi-country hiring and onboarding.
Benefits We Offer
- Generous paid time off in your first year, increasing with tenure.
- Up to 16 weeks 100% paid parental leave after one year of employment.
- Paid sick time to care for yourself or family members.
- Education assistance and extensive training resources.
- Do Good Program: Paid volunteer days & donation matching.
- Competitive 401k with company matching.
- Health & wellness benefits, including discounted Wellhub membership rates.
- Medical, dental & vision insurance for you, spouse/partner & dependents.
All Dun & Bradstreet job postings can be found at https://jobs.lever.co/dnb. Official communication from Dun & Bradstreet will come from an email address ending in @dnb.com.
Notice to Applicants: Please be advised that this job posting page is hosted and powered by Lever, a subsidiary of Employ Inc. Your use of this page is subject to Employ's Privacy Notice and Cookie Policy, which governs the processing of visitor data on this platform.
Equal Employment Opportunity (EEO): Dun & Bradstreet provides equal employment opportunities to applicants and employees without regard to race, color, religion, creed, sex, age, national origin, citizenship status, disability status, sexual orientation, gender identity or expression, pregnancy, genetic information, protected military and veteran status, ancestry, marital status, medical condition (cancer and genetic characteristics) or any other characteristic protected by law. Know Your Rights: Workplace Discrimination is Illegal - The current poster can be found here. We participate in E-Verify - The current poster can be found here.
Accommodations information for applicants with disabilities: Dun & Bradstreet is committed to providing reasonable accommodation to, among others, individuals with disabilities and disabled veterans. If you need an accommodation because of a disability to search and apply for a career opportunity with Dun & Bradstreet, please send an e-mail to AcquisitionT@dnb.com to let us know the nature of your accommodation request and your contact information.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please visit https://bit.ly/3LMn4CQ.
See all 50+ OPT Onboarding Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Onboarding Specialist Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as an Onboarding Specialist
Target HR-forward companies with structured onboarding programs
Mid-size and enterprise companies with dedicated HR departments are more likely to have established visa sponsorship processes. Look for employers who already have international employees, as they understand OPT work authorization and are less likely to treat it as a barrier.
Align your degree to the role explicitly in your resume
Onboarding Specialist roles often require demonstrating that your degree connects to HR or organizational management. Highlight coursework in human resources, organizational behavior, or business operations to help hiring managers understand your OPT eligibility and degree-to-role alignment clearly.
Address your OPT timeline early in the process
Be upfront about your OPT end date and whether you have STEM OPT extension eligibility. Employers planning long-term need to know when H-1B visa sponsorship would be required, and raising this early avoids surprises that can derail offers at the final stage.
Emphasize systems and software experience on your application
Onboarding roles increasingly rely on HRIS platforms and digital workflow tools. Highlighting proficiency with these systems signals operational readiness and makes you a stronger candidate, which reduces employer hesitation around the perceived administrative burden of hiring someone on OPT.
Frame yourself as a long-term HR investment, not a short-term hire
Employers worry OPT candidates will leave when authorization expires. Counter this by expressing genuine interest in the company's HR strategy and long-term growth. Candidates who demonstrate career-stage ambition and retention potential are far more likely to receive sponsorship consideration.
Look for roles that include HR coordinator or HR generalist responsibilities
Onboarding Specialist positions that overlap with HR coordinator duties tend to sit inside larger HR teams, which means more sponsorship infrastructure and internal advocates. Broader HR scope also strengthens a future H-1B specialty occupation case tied to your degree field.
Onboarding Specialist OPT: Frequently Asked Questions
Does an Onboarding Specialist role qualify for OPT work authorization?
Yes, Onboarding Specialist positions generally qualify for OPT authorization when your degree is in a related field such as human resources, business administration, or organizational psychology. The key requirement is a direct connection between your degree and the duties of the role. If your degree is in a STEM-designated field like information systems, you may also qualify for the 24-month STEM OPT extension, which significantly extends your authorized work period.
Can I work as an Onboarding Specialist on STEM OPT extension?
It depends on your undergraduate or graduate degree's CIP code. STEM OPT requires that your degree appear on the official STEM Designated Degree Program List. Business information systems, human-computer interaction, and industrial-organizational psychology programs are sometimes STEM-designated. Pure HR or general business degrees are typically not. Check your degree's CIP code with your DSO before assuming STEM extension eligibility, as this has a significant impact on your total authorized work period.
Where can I find Onboarding Specialist jobs that are open to OPT students?
Migrate Mate is built specifically for F-1 OPT students and filters job listings by OPT sponsorship willingness, so you are not wasting applications on employers who will not consider candidates on work authorization. Searching general job boards makes it difficult to identify which employers are genuinely open to OPT. Migrate Mate surfaces roles where sponsorship is a realistic possibility, which is especially useful for HR roles where employer familiarity with OPT varies widely.
Do Onboarding Specialist employers typically sponsor H-1B visas after OPT?
Sponsorship rates vary significantly. Large enterprises with dedicated HR or legal departments, particularly in healthcare, financial services, and technology, are more likely to sponsor H-1B petitions for HR roles than small businesses. Onboarding Specialists who demonstrate strong performance and become embedded in HR operations tend to have stronger internal sponsorship cases. Roles with broader HR generalist responsibilities are also easier to support under the H-1B specialty occupation standard than narrow onboarding-only positions.
What happens to my OPT if I change employers from one Onboarding Specialist role to another?
Standard OPT allows you to change employers without filing any new paperwork with USCIS, but you must update your SEVIS record through your DSO within 10 days of the change. Your new role must still be directly related to your degree. On STEM OPT extension, the process is more formal: you must submit a new Form I-983 training plan with your new employer and your DSO must update SEVIS before you begin working. Failing to report the change correctly can jeopardize your authorization.