OPT People Business Partner Jobs
People Business Partner jobs are a strong fit for F-1 OPT students with degrees in human resources, organizational psychology, or business administration. Most roles fall under CIP code 52.1001, supporting STEM OPT extension eligibility for qualifying programs. Employers in this space routinely sponsor H-1B visas for strong hires.
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The People Partner provides human resources support to managers and employees in designated segments in one or more Assurant Lines of businesses (LOB) focusing on the employee experience, enabling business outcomes, and using data to help make solid business decisions.
The People Partner, in partnership with the People Business Partner, provides comprehensive and consistent coaching and counseling services to employees and managers on performance and conduct/behavioral related challenges; 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.
The People Partner may be involved in requests to investigate situations that may require investigation or have a sense of urgency to resolve. Those requests may come from employees, managers, Legal, the People Experience Center etc. In addition, the People Partner will proactively work with People Business Partners, managers & leaders in the People Experience center, providing insights and trends that impact the achievement of business results.
The feedback and coaching provided by the People Partner will model and reinforce the learnings of Success in Leading Employees to enable managers to leverage their discretion in judgment to determine the most appropriate course of action while continuing to focus on the employee experience. To this end he or she will promote The Assurant Way in their approach to policies, procedures, and practices to minimize risk to the company.
Creating and maintaining strong relationships will be critical to success as the People Partner will serve as a key resource to managers and People Business partners. In this capacity the People Partner may provide training to managers on topics that will enhance engagement or provide greater insights into management of people resources to support business objectives. Relationships with the other COE’s in the People Organization such as Talent Acquisition and the People Experience Center, will be vital to the success of this role.
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 my duties and responsibilities be in this job?
The People Partner, focusing on the employee experience, provides 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. This coaching and advice is 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. They will build and maintain strong working relationships with Managers and with the People Business Partners for their client group.
- Provides 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.
- Works 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.
- Provides performance coaching and advice which may include participation in meetings with employees and managers.
- Provides 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.
- Provides 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.
The People Partner leverages NeoCase/ ERIN, to document and manage the types of situations that come to them from managers and employees. The Partner will use multiple tools (Workday, Peakon, ERIN, etc.) to mine data for their client groups and use the analytics to drive performance in the organization. In addition, the Partner will recommend updates and suggestions to the content in the Knowledgebase and in the analytics that will improve the content available to them and to the managers.
The People Partner will 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 with a minimum of 1 year of experience in an HR professional role or a minimum of 4 years’ experience in an HR professional role or managing people. 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?
- Strong 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
The People Partner provides human resources support to managers and employees in designated segments in one or more Assurant Lines of businesses (LOB) focusing on the employee experience, enabling business outcomes, and using data to help make solid business decisions.
The People Partner, in partnership with the People Business Partner, provides comprehensive and consistent coaching and counseling services to employees and managers on performance and conduct/behavioral related challenges; 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.
The People Partner may be involved in requests to investigate situations that may require investigation or have a sense of urgency to resolve. Those requests may come from employees, managers, Legal, the People Experience Center etc. In addition, the People Partner will proactively work with People Business Partners, managers & leaders in the People Experience center, providing insights and trends that impact the achievement of business results.
The feedback and coaching provided by the People Partner will model and reinforce the learnings of Success in Leading Employees to enable managers to leverage their discretion in judgment to determine the most appropriate course of action while continuing to focus on the employee experience. To this end he or she will promote The Assurant Way in their approach to policies, procedures, and practices to minimize risk to the company.
Creating and maintaining strong relationships will be critical to success as the People Partner will serve as a key resource to managers and People Business partners. In this capacity the People Partner may provide training to managers on topics that will enhance engagement or provide greater insights into management of people resources to support business objectives. Relationships with the other COE’s in the People Organization such as Talent Acquisition and the People Experience Center, will be vital to the success of this role.
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 my duties and responsibilities be in this job?
The People Partner, focusing on the employee experience, provides 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. This coaching and advice is 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. They will build and maintain strong working relationships with Managers and with the People Business Partners for their client group.
- Provides 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.
- Works 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.
- Provides performance coaching and advice which may include participation in meetings with employees and managers.
- Provides 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.
- Provides 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.
The People Partner leverages NeoCase/ ERIN, to document and manage the types of situations that come to them from managers and employees. The Partner will use multiple tools (Workday, Peakon, ERIN, etc.) to mine data for their client groups and use the analytics to drive performance in the organization. In addition, the Partner will recommend updates and suggestions to the content in the Knowledgebase and in the analytics that will improve the content available to them and to the managers.
The People Partner will 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 with a minimum of 1 year of experience in an HR professional role or a minimum of 4 years’ experience in an HR professional role or managing people. 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?
- Strong 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 71+ OPT People Business Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT People Business Partner Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship in People Business Partner
Lead with your OPT timeline upfront
Disclose your OPT status and end date early in recruiter conversations. HR leaders appreciate transparency, and framing your timeline clearly signals professionalism. Mention your STEM extension eligibility if your degree qualifies, which extends your runway to three years.
Target companies with HR teams of 10 or more
Larger HR functions are more likely to have established visa sponsorship processes. A company with a dedicated People team already understands the LCA and H-1B workflow, making sponsorship conversations far less intimidating for the hiring manager.
Position your HR analytics skills strategically
People Business Partners who can work in Workday, run headcount models, or interpret attrition data are easier to classify under specialty occupation for H-1B purposes. Quantitative HR skills strengthen both your candidacy and your future sponsorship petition.
Research the company's H-1B filing history before applying
Companies that have sponsored HR or People roles in the past are significantly more likely to do it again. USCIS disclosure data shows historical H-1B petitions by employer and job title, helping you prioritize applications where sponsorship is a realistic outcome.
Frame your international background as a business asset
People Business Partners advise on workforce strategy across diverse teams. Your cross-cultural fluency and firsthand experience navigating different workplace norms is directly relevant to the role. Articulate this clearly in interviews rather than leaving it implicit.
Get specific about your post-OPT plan in interviews
Employers want to know you have a clear path forward. Be ready to explain STEM extension eligibility, H-1B lottery timing, and cap-exempt alternatives like nonprofit or university employers. Showing you understand the process reduces perceived risk for the hiring team.
People Business Partner OPT: Frequently Asked Questions
Can I work as a People Business Partner on F-1 OPT?
Yes. People Business Partner roles qualify for F-1 OPT work authorization when they relate to your degree field, typically human resources, organizational psychology, industrial-organizational psychology, or business administration. Your employment must be directly related to your major. If your degree falls under a qualifying STEM CIP code, you may also be eligible for a 24-month STEM OPT extension, giving you up to three years of total OPT work authorization.
Do companies sponsor H-1B visas for People Business Partner roles?
Yes, though sponsorship rates vary by employer size and industry. Large technology companies, financial institutions, and consulting firms with established People functions are the most consistent sponsors for this role. The key factor is whether the employer can demonstrate that the position requires a specific bachelor's degree in a related field, which is necessary to qualify as a specialty occupation under H-1B rules. Browse sponsoring employers on Migrate Mate to identify companies actively hiring OPT candidates in this space.
Does a People Business Partner role qualify for STEM OPT extension?
It depends on your degree, not the job title. If your degree is in a STEM-designated field such as industrial-organizational psychology (CIP 42.2804) or management information systems (CIP 11.0401), you may qualify for the 24-month STEM OPT extension. A general HR or business administration degree may not qualify. Check your program's CIP code against the official STEM Designated Degree Program List maintained by ICE to confirm eligibility before your initial OPT period ends.
What degree backgrounds support a People Business Partner OPT application?
The most directly qualifying degrees are human resources management, industrial-organizational psychology, organizational behavior, and business administration with an HR concentration. Some employers also accept related social science or applied psychology degrees when the coursework aligns with the role's responsibilities. The critical question is whether there is a clear and logical connection between your degree field and the core duties of the People Business Partner position, which typically include workforce planning, employee relations, and organizational development.
How should I address my OPT status when applying for People Business Partner roles?
Be direct and factual when it comes up. State your current authorization type, your OPT end date, and whether you are eligible for a STEM extension. Avoid vague language like 'I will need sponsorship eventually.' Hiring managers in People functions tend to be familiar with work authorization nuances, and a clear explanation reduces friction in the process. Searching for roles on Migrate Mate lets you filter for employers already open to OPT candidates, so you spend less time on applications unlikely to go anywhere.