OPT Partner Manager Jobs
Partner Manager roles on OPT involve managing strategic relationships with external partners, resellers, or alliances, work that typically falls under business development or sales operations. Most roles qualify as specialty occupations supporting OPT authorization. STEM OPT extensions are available if your degree is in a qualifying field like computer science, business analytics, or information systems.
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Get Access To All JobsINTRODUCTION
Why You'll Love This Job
Context:
The HR Business Partner will join a highly collaborative team and organization requiring an exceptional ability to work as a team member in support of the business. This role will support the Southeast Region, and potentially corporate, and/or other business line areas. Atlantic Aviation operates 24 hours a day, 7 days a week, 365 days a year at dispersed locations across the US and the Caribbean. Flexibility is required for availability to meet the needs of the business, requiring evening and weekend availability as needed often of short notice.
The primary objective for this position is to provide support for employees and managers in the field. The employee base is highly dispersed across the country, and this position requires a high-touch and highly service-minded approach to supporting employees and managers from the centralized human resources team within the corporate office. Hourly employees do not have email addresses or computer access therefore, finding ways to reach this population effectively is a key challenge to navigate in supporting the field.
Position Summary
The Regional HR Business Partner (HRBP) supports Field Leadership, Corporate, or designated Area/Region as a strategic and hands-on partner across aspects of talent and workforce strategy. The level, HRBP Associate or HRBP Manager, is dependent upon the experience of the successful candidate.
This role is responsible for strengthening leadership capability, improving employee retention, and driving engagement across a highly hourly, multi-site workforce. As a connector between field operations and the centralized Human Resources Team, the HRBP ensures timely, people-focused solutions aligned with business objectives, and provides coaching, insight, and support to managers and employees during critical moments.
This role is based in our Plano, TX office Monday-Thursday, with remote flexibility on Fridays.
Responsibilities
Regional Business Partnership
- Build and leverage relationships at all levels in the organization, informing and assisting others while being viewed as a valued, trusted, and credible business partner
- Partner with field leaders to align workforce and people strategies with operational goals.
- Serve as a trusted advisor to frontline and mid-level leaders, providing guidance on team effectiveness, people issues, and culture.
- Translate HR strategy into field-relevant execution that improves performance, retention, and employee experience.
Frontline Manager Capability Building
- Coach and advise managers in building and leading high-performing teams.
- Provide support on feedback delivery, performance conversations, and team conflict resolution.
- Facilitate just-in-time support aligned to operational issues reactively and operational needs proactively wherever possible.
- Proactively works to support our leaders with talent initiatives, leadership development programs and improving team member performance engagement.
Retention, Onboarding & Engagement
- Gain knowledge of turnover trends within locations and partner with the Region/Area/Local Operations leadership to improve early-stage retention.
- Support consistent and impactful onboarding experiences; collaborate with local team on 30/60/90-day new hire check-ins and provide feedback to improve processes.
- Support and reinforce culture and recognition programs in the field.
Employee Relations & Escalation
- Serve as a frontline resource for employee concerns, workplace issues, and coaching needs.
- Conduct low to moderate-risk employee relations investigations and escalate complex matters to Legal as needed. Partner with Legal on more complex investigation surrounding discipline and termination.
- Maintain fair, compliant, and consistent approaches to issue resolution.
Field Accessibility and Responsiveness
- Maintain visibility including virtual physical presence across assigned region. (Site visits, occasional on-site event support)
- Be highly responsive to urgent field needs, especially around staffing, team changes, or employee concerns.
- Serve as an empathetic and trusted point of contact for both managers and employees.
People Data & Insights
- Get to know the data of the region/area/locations. Use HR metrics, exit data, turnover data, eNPS/NPS scoring, and engagement feedback to identify field opportunities and propose solutions.
- Monitor field trends to surface risks and recommend actions to HR leadership (e.g. hiring challenges, team structure concerns, problematic team strategies, turnover factors, benefits concerns, etc.)
Operational Partnership & Compliance Support
- Partner with cross-functional teams to ensure seamless execution of talent, safety, and wellness initiatives.
- Support operations initiatives across assigned region.
Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time.
SKILLS & QUALIFICATIONS
EDUCATION AND QUALIFICATIONS
- Bachelor’s degree in human resources, Business, or related field or relevant related experience.
- 5+ years of progressive HR experience, including field-based or distributed workforce environments
- Experience supporting hourly operations, frontline management, and multi-site leadership
- Demonstrated ability to coach leaders and influence business outcomes
- Knowledge of employment laws, compliance standards, and HR best practices
- Ability to travel regionally as needed. Approximately 10%. Occasional travel on short notice is required.
- Strong interpersonal, communication, and problem-solving skills
PREFERRED QUALIFICATIONS
- Familiar with state and federal employment laws including but not limited to; FMLA, ADA, FLSA, NLRB, Title VII, etc.
- Experienced in providing guidance and counsel to executive leaders
- PHR/SPHR certification or advanced degree in Human Resources or relevant field is valuable
- Employee contracts experience preferred
- HRBP experience in the aviation industry
SUCCESS IN THIS ROLE LOOKS LIKE
- HRBP is a deep student of the business with a desire to be highly knowledgeable about the business of Atlantic Aviation
- Field leaders feel confident, supported, and capable of supporting leaders in managing people issues
- Employee concerns are addressed swiftly, fairly, and empathetically
- Retention improves, particularly within the first 90 days of hire
- HRBP is viewed as an embedded, trusted partner to field operations
INTRODUCTION
Why You'll Love This Job
Context:
The HR Business Partner will join a highly collaborative team and organization requiring an exceptional ability to work as a team member in support of the business. This role will support the Southeast Region, and potentially corporate, and/or other business line areas. Atlantic Aviation operates 24 hours a day, 7 days a week, 365 days a year at dispersed locations across the US and the Caribbean. Flexibility is required for availability to meet the needs of the business, requiring evening and weekend availability as needed often of short notice.
The primary objective for this position is to provide support for employees and managers in the field. The employee base is highly dispersed across the country, and this position requires a high-touch and highly service-minded approach to supporting employees and managers from the centralized human resources team within the corporate office. Hourly employees do not have email addresses or computer access therefore, finding ways to reach this population effectively is a key challenge to navigate in supporting the field.
Position Summary
The Regional HR Business Partner (HRBP) supports Field Leadership, Corporate, or designated Area/Region as a strategic and hands-on partner across aspects of talent and workforce strategy. The level, HRBP Associate or HRBP Manager, is dependent upon the experience of the successful candidate.
This role is responsible for strengthening leadership capability, improving employee retention, and driving engagement across a highly hourly, multi-site workforce. As a connector between field operations and the centralized Human Resources Team, the HRBP ensures timely, people-focused solutions aligned with business objectives, and provides coaching, insight, and support to managers and employees during critical moments.
This role is based in our Plano, TX office Monday-Thursday, with remote flexibility on Fridays.
Responsibilities
Regional Business Partnership
- Build and leverage relationships at all levels in the organization, informing and assisting others while being viewed as a valued, trusted, and credible business partner
- Partner with field leaders to align workforce and people strategies with operational goals.
- Serve as a trusted advisor to frontline and mid-level leaders, providing guidance on team effectiveness, people issues, and culture.
- Translate HR strategy into field-relevant execution that improves performance, retention, and employee experience.
Frontline Manager Capability Building
- Coach and advise managers in building and leading high-performing teams.
- Provide support on feedback delivery, performance conversations, and team conflict resolution.
- Facilitate just-in-time support aligned to operational issues reactively and operational needs proactively wherever possible.
- Proactively works to support our leaders with talent initiatives, leadership development programs and improving team member performance engagement.
Retention, Onboarding & Engagement
- Gain knowledge of turnover trends within locations and partner with the Region/Area/Local Operations leadership to improve early-stage retention.
- Support consistent and impactful onboarding experiences; collaborate with local team on 30/60/90-day new hire check-ins and provide feedback to improve processes.
- Support and reinforce culture and recognition programs in the field.
Employee Relations & Escalation
- Serve as a frontline resource for employee concerns, workplace issues, and coaching needs.
- Conduct low to moderate-risk employee relations investigations and escalate complex matters to Legal as needed. Partner with Legal on more complex investigation surrounding discipline and termination.
- Maintain fair, compliant, and consistent approaches to issue resolution.
Field Accessibility and Responsiveness
- Maintain visibility including virtual physical presence across assigned region. (Site visits, occasional on-site event support)
- Be highly responsive to urgent field needs, especially around staffing, team changes, or employee concerns.
- Serve as an empathetic and trusted point of contact for both managers and employees.
People Data & Insights
- Get to know the data of the region/area/locations. Use HR metrics, exit data, turnover data, eNPS/NPS scoring, and engagement feedback to identify field opportunities and propose solutions.
- Monitor field trends to surface risks and recommend actions to HR leadership (e.g. hiring challenges, team structure concerns, problematic team strategies, turnover factors, benefits concerns, etc.)
Operational Partnership & Compliance Support
- Partner with cross-functional teams to ensure seamless execution of talent, safety, and wellness initiatives.
- Support operations initiatives across assigned region.
Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time.
SKILLS & QUALIFICATIONS
EDUCATION AND QUALIFICATIONS
- Bachelor’s degree in human resources, Business, or related field or relevant related experience.
- 5+ years of progressive HR experience, including field-based or distributed workforce environments
- Experience supporting hourly operations, frontline management, and multi-site leadership
- Demonstrated ability to coach leaders and influence business outcomes
- Knowledge of employment laws, compliance standards, and HR best practices
- Ability to travel regionally as needed. Approximately 10%. Occasional travel on short notice is required.
- Strong interpersonal, communication, and problem-solving skills
PREFERRED QUALIFICATIONS
- Familiar with state and federal employment laws including but not limited to; FMLA, ADA, FLSA, NLRB, Title VII, etc.
- Experienced in providing guidance and counsel to executive leaders
- PHR/SPHR certification or advanced degree in Human Resources or relevant field is valuable
- Employee contracts experience preferred
- HRBP experience in the aviation industry
SUCCESS IN THIS ROLE LOOKS LIKE
- HRBP is a deep student of the business with a desire to be highly knowledgeable about the business of Atlantic Aviation
- Field leaders feel confident, supported, and capable of supporting leaders in managing people issues
- Employee concerns are addressed swiftly, fairly, and empathetically
- Retention improves, particularly within the first 90 days of hire
- HRBP is viewed as an embedded, trusted partner to field operations
See all 83+ OPT Partner Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Partner Manager Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as a Partner Manager
Target companies with established partner ecosystems
Large SaaS companies, cloud providers, and enterprise software firms run dedicated partner programs requiring full-time managers. These organizations are accustomed to sponsoring international employees and often have structured visa processes already in place.
Frame your OPT timeline around deal cycles
Partner programs operate on annual planning cycles. When discussing your authorization window, connect it to business outcomes: your OPT period covers at least one full partner planning cycle, giving employers a concrete hiring horizon to work with.
Highlight cross-functional experience prominently
Partner Manager roles require coordination across sales, marketing, legal, and product teams. Candidates who demonstrate cross-functional project work are harder to replace, which directly strengthens the business case an employer makes when pursuing visa sponsorship.
Clarify your STEM OPT eligibility early in conversations
If your degree qualifies for the 24-month STEM extension, mention it during early screening. Degrees in information systems, business analytics, or management information systems commonly qualify, giving employers a longer runway before needing to file an H-1B visa.
Build measurable partner outcomes before your search
Quantify results from internships, campus partnerships, or prior roles: revenue influenced, partners onboarded, or programs launched. Concrete metrics signal that you can deliver business value immediately, which reduces perceived hiring risk for OPT candidates.
Use Migrate Mate to focus on OPT-friendly employers
Not every company will consider OPT candidates for Partner Manager roles. Migrate Mate surfaces employers actively open to OPT authorization, so you spend time on applications with a realistic path to an offer rather than screening blindly.
Partner Manager OPT: Frequently Asked Questions
Does a Partner Manager role qualify for OPT work authorization?
Yes, Partner Manager positions generally qualify for OPT because they require a bachelor's degree or higher in a related field such as business, marketing, communications, or information systems. The role must be directly related to your degree. Most corporate Partner Manager positions at technology or enterprise companies meet this standard comfortably.
Can I get a STEM OPT extension as a Partner Manager?
It depends on your degree, not your job title. If you hold a degree in a STEM-designated field, such as management information systems, business analytics, or computer science, and your employer is enrolled in E-Verify, you can apply for the 24-month STEM extension. Many Partner Manager roles at technology firms satisfy the practical training requirement even if the title sounds business-focused.
How do I find Partner Manager jobs that are open to OPT candidates?
The most efficient approach is to search Migrate Mate, which filters for employers actively willing to hire OPT students. Generic job boards don't surface visa authorization preferences, so you waste time applying to roles that screen out international candidates during HR review. Focusing your search on OPT-friendly employers from the start increases your response rate significantly.
Do Partner Manager employers typically sponsor H-1B visas after OPT?
Technology companies with large partner ecosystems, particularly SaaS and cloud infrastructure firms, sponsor H-1B visas for Partner Managers with reasonable frequency. The business case is easier to make when you've demonstrated measurable impact on partner revenue or program growth during your OPT period. Smaller companies or those without established HR immigration infrastructure are less predictable on this front.
What should I include on my resume to strengthen my OPT application for Partner Manager roles?
Lead with quantified outcomes: partners onboarded, revenue influenced through the channel, or programs you built or scaled. Emphasize cross-functional collaboration and any CRM or partner relationship management tools you've used. List your OPT authorization dates clearly so hiring managers don't have to ask. If you qualify for a STEM extension, note it directly on your resume under your education section.