OPT Transition Manager Jobs
Transition Manager jobs on OPT require employers comfortable sponsoring or maintaining F-1 work authorization. Most roles fall under business or management specialty occupations, which support H-1B visa eligibility later. STEM OPT extension is not typically available for this title, so your 12-month OPT timeline matters from day one.
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Get Access To All JobsThe Experienced Advisor Onboarding & Transition Specialist executes a consistent, high-touch, and compliant transition experience for experienced financial advisors, teams, and employees joining or leaving Thrivent Advisor Network (TAN). This role coordinates transition, onboarding, and offboarding activities, manages detailed plans, tracks key milestones and dependencies, and serves as a central point of coordination across the core business, compliance, licensing and registration, operations, technology, TAN leadership, HR, and other internal and external partners. The Specialist supports advisor and employee readiness, practice integration, system and platform accuracy, and successful completion of transition activities through strong project management, communication, and cross-functional coordination.
This can be a remote position within the US.
DUTIES & RESPONSIBILITIES:
Transition Planning & Execution
- Executes a scalable, integration transition framework for individuals to existing teams, full experienced teams and TAN employees, ensuring a consistent, compliant and stakeholder-centered experience firm onboarding, offboarding or completion.
- Develops and maintains detailed transition plans tailored to each advisor or team, including milestones, dependencies, deliverables, risks, and stakeholder accountabilities.
- Coordinates and facilitates transition kickoff meetings to align expectations, confirm timing, clarify roles, and establish accountability across internal and external partners.
- Serves as a central operational liaison among advisors, employees, teams, compliance, licensing and registration, operations, technology, HR, field leadership, and external firms to coordinate transition, onboarding, offboarding and related activities.
- Tracks progress against transition milestones, proactively identifies risks or delays, escalates issues as appropriate, and supports timely resolution.
- Maintains accurate documentation, status updates, reporting, and system information related to advisor transitions, employee onboarding and offboarding, role changes, and team transitions. Coordinates and validates required system and platform updates to ensure employee and team information remains accurate and current.
- Gathers feedback from advisors, employees, teams, and stakeholders throughout the transition, onboarding and offboarding processes and shares insights with leadership to inform process improvements.
- Supports complex transition cases, special projects, add enhancements to transition tools, resources, and workflows, while independently coordinating assigned projects and initiatives through planning, execution, tracking and completion.
Advisor Experience
- Provides responsive, high-quality communication and support throughout the advisor, employee, and/or team transition, onboarding, and/or offboarding processes.
- Helps employees, new advisor adds, or transitioning teams understand transition steps, required actions, timing, and available resources so they can move through transition with confidence and clarity.
- Identifies opportunities to improve the onboarding, off-boarding, or transition experience, reduce friction, and strengthen advisor satisfaction and retention.
- Partners with TAN leadership, relationship management, and other support teams to help ensure a smooth handoff after key transition milestones are complete.
Cross-Functional Collaboration
- Coordinates with compliance, operations, licensing and registration, technology, TAN leadership, and firms to complete transition deliverables such as technology setup, registration, book transfer support, training, and advisor readiness activities.
- Communicates transition status, risks, decisions, and next steps to appropriate internal stakeholders and leaders.
- Connects key stakeholders to the appropriate stages of the transition process to ensure alignment, timely execution, and clear ownership.
- Contributes to continuous improvement efforts that streamline transition workflows, strengthen role clarity, and enhance the advisor and stakeholder experience.
- Models Thrivent’s leadership competencies—Model the Way, Rally the Team, and Deliver Outcomes—through collaboration, accountability, sound judgment, and results orientation.
Models Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes.
QUALIFICATIONS & SKILLS:
Required:
- Bachelor’s degree in business, human resources, finance, communications, organizational leadership, or a related field required and 3+ years of experience in transition, project coordination, operations, talent acquisition, advisor support, financial services, wealth management, or related business functions or equivalent combination of education and relevant experience.
- Experience managing complex, multi-step processes with multiple stakeholders, dependencies, deadlines, and competing priorities.
- Experience coordinating cross-functional work and influencing outcomes without direct authority.
- Experience delivering strong client, advisor, employee, or customer experiences.
Preferred:
- Financial services, insurance, wealth management, licensing and registration, advisor recruiting, transition, or practice management experience preferred.
- Experience supporting organizational growth initiatives, process improvement efforts, workflow optimization, or business transformation initiatives preferred.
Knowledge & Skills
- Strong project management and organizational skills, with the ability to manage multiple onboarding, offboarding, or transitions simultaneously.
- Ability to create and maintain detailed project plans, track milestones, manage dependencies, and proactively address risks.
- Excellent verbal and written communication skills, with the ability to engage advisors, leaders, and business partners clearly and professionally.
- Strong relationship management and service orientation, with a commitment to delivering a high-touch experience.
- Ability to navigate ambiguity, solve problems, exercise sound judgment, and make timely decisions in a fast-paced environment.
- Ability to coordinate across diverse stakeholder groups and foster collaboration, shared ownership, and accountability.
- Strong attention to detail and ability to follow established policies, procedures, compliance requirements, and operational standards.
- Analytical mindset with the ability to identify trends, recommend improvements, and use data and feedback to inform decisions.
- Proficiency with Microsoft Office tools, including Excel, PowerPoint, Teams, and project management or workflow tools.
- Ability to maintain confidentiality and handle sensitive advisor, candidate, employee, and business information with professionalism.
Preferred:
- Knowledge of advisor transition, onboarding and offboarding, registrations, licensing, broker-dealer operations, RIA or hybrid affiliation models, or wealth management practices.
- Familiarity with financial advisor recruiting, advisor development, practice management, business development, or field operations.
- Experience working in a highly regulated environment requiring adherence to compliance, supervision, and operational requirements.
- Exposure to change management, program implementation, process design, or operational transformation.
- Demonstrated ability to build trusted relationships and serve as a primary point of coordination for advisors, clients, leaders, or business partners.
Pay Transparency
Thrivent’s long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full-time role is $94,175.00 - $127,413.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.
Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.
The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 20 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent’s plans/policies are subject to change at any time at Thrivent’s discretion.
Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.
Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.
The Experienced Advisor Onboarding & Transition Specialist executes a consistent, high-touch, and compliant transition experience for experienced financial advisors, teams, and employees joining or leaving Thrivent Advisor Network (TAN). This role coordinates transition, onboarding, and offboarding activities, manages detailed plans, tracks key milestones and dependencies, and serves as a central point of coordination across the core business, compliance, licensing and registration, operations, technology, TAN leadership, HR, and other internal and external partners. The Specialist supports advisor and employee readiness, practice integration, system and platform accuracy, and successful completion of transition activities through strong project management, communication, and cross-functional coordination.
This can be a remote position within the US.
DUTIES & RESPONSIBILITIES:
Transition Planning & Execution
- Executes a scalable, integration transition framework for individuals to existing teams, full experienced teams and TAN employees, ensuring a consistent, compliant and stakeholder-centered experience firm onboarding, offboarding or completion.
- Develops and maintains detailed transition plans tailored to each advisor or team, including milestones, dependencies, deliverables, risks, and stakeholder accountabilities.
- Coordinates and facilitates transition kickoff meetings to align expectations, confirm timing, clarify roles, and establish accountability across internal and external partners.
- Serves as a central operational liaison among advisors, employees, teams, compliance, licensing and registration, operations, technology, HR, field leadership, and external firms to coordinate transition, onboarding, offboarding and related activities.
- Tracks progress against transition milestones, proactively identifies risks or delays, escalates issues as appropriate, and supports timely resolution.
- Maintains accurate documentation, status updates, reporting, and system information related to advisor transitions, employee onboarding and offboarding, role changes, and team transitions. Coordinates and validates required system and platform updates to ensure employee and team information remains accurate and current.
- Gathers feedback from advisors, employees, teams, and stakeholders throughout the transition, onboarding and offboarding processes and shares insights with leadership to inform process improvements.
- Supports complex transition cases, special projects, add enhancements to transition tools, resources, and workflows, while independently coordinating assigned projects and initiatives through planning, execution, tracking and completion.
Advisor Experience
- Provides responsive, high-quality communication and support throughout the advisor, employee, and/or team transition, onboarding, and/or offboarding processes.
- Helps employees, new advisor adds, or transitioning teams understand transition steps, required actions, timing, and available resources so they can move through transition with confidence and clarity.
- Identifies opportunities to improve the onboarding, off-boarding, or transition experience, reduce friction, and strengthen advisor satisfaction and retention.
- Partners with TAN leadership, relationship management, and other support teams to help ensure a smooth handoff after key transition milestones are complete.
Cross-Functional Collaboration
- Coordinates with compliance, operations, licensing and registration, technology, TAN leadership, and firms to complete transition deliverables such as technology setup, registration, book transfer support, training, and advisor readiness activities.
- Communicates transition status, risks, decisions, and next steps to appropriate internal stakeholders and leaders.
- Connects key stakeholders to the appropriate stages of the transition process to ensure alignment, timely execution, and clear ownership.
- Contributes to continuous improvement efforts that streamline transition workflows, strengthen role clarity, and enhance the advisor and stakeholder experience.
- Models Thrivent’s leadership competencies—Model the Way, Rally the Team, and Deliver Outcomes—through collaboration, accountability, sound judgment, and results orientation.
Models Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes.
QUALIFICATIONS & SKILLS:
Required:
- Bachelor’s degree in business, human resources, finance, communications, organizational leadership, or a related field required and 3+ years of experience in transition, project coordination, operations, talent acquisition, advisor support, financial services, wealth management, or related business functions or equivalent combination of education and relevant experience.
- Experience managing complex, multi-step processes with multiple stakeholders, dependencies, deadlines, and competing priorities.
- Experience coordinating cross-functional work and influencing outcomes without direct authority.
- Experience delivering strong client, advisor, employee, or customer experiences.
Preferred:
- Financial services, insurance, wealth management, licensing and registration, advisor recruiting, transition, or practice management experience preferred.
- Experience supporting organizational growth initiatives, process improvement efforts, workflow optimization, or business transformation initiatives preferred.
Knowledge & Skills
- Strong project management and organizational skills, with the ability to manage multiple onboarding, offboarding, or transitions simultaneously.
- Ability to create and maintain detailed project plans, track milestones, manage dependencies, and proactively address risks.
- Excellent verbal and written communication skills, with the ability to engage advisors, leaders, and business partners clearly and professionally.
- Strong relationship management and service orientation, with a commitment to delivering a high-touch experience.
- Ability to navigate ambiguity, solve problems, exercise sound judgment, and make timely decisions in a fast-paced environment.
- Ability to coordinate across diverse stakeholder groups and foster collaboration, shared ownership, and accountability.
- Strong attention to detail and ability to follow established policies, procedures, compliance requirements, and operational standards.
- Analytical mindset with the ability to identify trends, recommend improvements, and use data and feedback to inform decisions.
- Proficiency with Microsoft Office tools, including Excel, PowerPoint, Teams, and project management or workflow tools.
- Ability to maintain confidentiality and handle sensitive advisor, candidate, employee, and business information with professionalism.
Preferred:
- Knowledge of advisor transition, onboarding and offboarding, registrations, licensing, broker-dealer operations, RIA or hybrid affiliation models, or wealth management practices.
- Familiarity with financial advisor recruiting, advisor development, practice management, business development, or field operations.
- Experience working in a highly regulated environment requiring adherence to compliance, supervision, and operational requirements.
- Exposure to change management, program implementation, process design, or operational transformation.
- Demonstrated ability to build trusted relationships and serve as a primary point of coordination for advisors, clients, leaders, or business partners.
Pay Transparency
Thrivent’s long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full-time role is $94,175.00 - $127,413.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.
Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.
The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 20 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent’s plans/policies are subject to change at any time at Thrivent’s discretion.
Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.
Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.
See all 48+ OPT Transition Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Transition Manager Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship as a Transition Manager
Target employers with a track record of H-1B sponsorship
Transition Manager roles at consulting firms and large enterprises are more likely to sponsor visas long-term. Check USCIS H-1B visa disclosure data to confirm an employer has filed petitions for similar management roles before accepting an offer.
Frame your OPT timeline upfront in applications
Hiring managers often assume international candidates need immediate visa action. Clarifying that you have 12 months of authorized work time reduces hesitation and signals you understand the process, making conversations about sponsorship easier to initiate.
Emphasize change management certifications
Credentials like Prosci ADKAR or CCMP signal structured expertise that justifies specialty occupation status under H-1B. Earning one before your OPT ends strengthens both your candidacy and any future visa petition your employer files on your behalf.
Focus on industries with high sponsorship rates
Technology, financial services, and management consulting sponsor Transition Managers far more consistently than government contractors or nonprofits. Targeting these sectors increases the likelihood an employer already has internal immigration counsel and established sponsorship workflows in place.
Connect your degree directly to the role in your resume
Transition Manager roles must qualify as specialty occupations for H-1B sponsorship. Explicitly linking your degree in business, organizational psychology, or a related field to your job duties strengthens this case for both hiring managers and immigration attorneys.
Start the H-1B conversation before your OPT expires
The H-1B cap-subject lottery opens in March for an October start date. If your OPT expires before October, ask your employer about cap-exempt options or an early filing strategy so there is no gap in your authorized employment.
Transition Manager OPT: Frequently Asked Questions
Can I work as a Transition Manager on F-1 OPT?
Yes. Transition Manager roles typically qualify as professional positions tied to a bachelor's degree or higher in business, organizational management, or a related field, which satisfies F-1 OPT employment requirements. Your work must be directly related to your degree, so document that connection clearly from your first day on the job.
Does a Transition Manager role qualify for STEM OPT extension?
Generally no. Transition Management is classified under business and management occupations rather than STEM fields, so the 24-month STEM OPT extension is not available for this title. You'll be working with a standard 12-month OPT period, which makes early employer conversations about H-1B sponsorship especially important for maintaining continuous work authorization.
How do I find Transition Manager jobs that support OPT work authorization?
Migrate Mate is built specifically for F-1 OPT students and filters for employers open to hiring international candidates. Browsing Transition Manager listings on Migrate Mate saves time compared to applying broadly and discovering sponsorship limitations late in the process, when your OPT timeline is already running.
Will employers sponsor an H-1B visa for a Transition Manager role?
Many will, particularly in consulting, technology, and financial services. The key requirement is that the role qualifies as a specialty occupation, meaning it normally requires at least a bachelor's degree in a specific field. Transition Manager roles generally meet this bar, but the employer must be willing to file the petition and navigate the H-1B lottery.
What should I do if my OPT expires before my H-1B is approved?
If your employer files your H-1B petition before your OPT expires and you have a timely filed application on record, you may be eligible for a cap-gap extension that bridges your authorization through September 30. Confirm this with your Designated School Official immediately after your employer submits the petition, and do not stop working until you have written confirmation of your cap-gap status.